PostHogではBusiness Development Leadを募集します。BDR/SDRチームの管理経験とClay.com、Salesforceの活用能力が必須です。リモートワーク環境でアウトバウンドパイプラインを設計し、チームをコーチングする役割を担います。プロダクト主導型成長(PLG)環境への理解があれば尚可です。自律的で非同期的な文化の中で成果を牽引するリーダーを求めています。
Product development used to mean manually writing code, running analysis, diagnosing bugs, and rolling out changes using dozens of tools.
PostHog is the only platform that acts like a co-pilot for you (and your AI agents) to do it all – autonomously.
We started with open-source product analytics, launched out of Y Combinator's W20 cohort. We've since shipped more than a dozen products, including:
PostHog Code, the only AI devtool that understands your product, not just your codebase.
A built-in data warehouse, so users can query product and customer data together using custom SQL insights.
PostHog AI, an AI-powered analyst that answers product questions, helps users find useful session recordings, and writes custom SQL queries.
We are:
Product-led. More than 450,000 organizations have installed PostHog, mostly driven by word-of-mouth. We have intensely strong product-market fit.
Default alive. Revenue is growing incredibly quickly, and we're very efficient. We raise money to push ambition and grow faster, not to keep the lights on.
Well-funded. We've raised more than $180m from some of the world's top investors. We're set up for a long, ambitious journey.
We're focused on building an awesome product for end users, hiring exceptional teammates, shipping fast, and being as weird as possible.
Transparency: Everyone can read about our roadmap, how we pay (or even let go of) people, our strategy, and how we work, in our public company handbook. Internally, we share revenue, notes and slides from board meetings, and fundraising plans, so everyone has the context they need to make good decisions.
Autonomy: We don’t tell anyone what to do. Everyone chooses what to work on next based on what's going to have the biggest impact on our customers, and what they find interesting and motivating to work on. Engineers lead product teams and make product decisions. Teams are flexible and easy to change when needed.
Shipping fast: Why not now? We want to build a lot of products; we can't do that shipping at a normal pace. We've built the company around small teams – autonomous, highly-efficient groups of cracked engineers who can outship much larger companies because they own their products end-to-end.
Time for building: Nothing gets shipped in a meeting. We're a natively remote company. We default to async communication – PRs > Issues > Slack. Tuesdays and Thursdays are meeting-free days, and we prioritize heads down building time over perfect coordination. This will be the most productive job you've ever had.
Ambition: We want to solve big problems. We strongly believe that aiming for the best possible upside, and sometimes missing, is better than never trying. We're optimistic about what's possible and our ability to get there.
Being weird: Weird means redesigning an already world-class website for the 5th time. It means shipping literally every product that relates to customer data. It means building an objectively unnecessary developer toy with dubious shareholder value. Doing weird stuff is a competitive advantage. And it's fun.
PostHog is building every product companies need to run their business – and more than 100,000 companies have already installed us, mostly through word of mouth. Now we're ready to go find the ones who don't know about us yet. This role is the architect of that motion.
You'll help build and scale our playbook – from targeting logic to tooling stack to coaching cadence to disqualification criteria. You'll have a small, high-potential team, a product that engineers love, transparent pricing that makes outbound easier (not harder), and a set of sales leaders who care more about pipeline quality than activity volume.
If you've been frustrated by BDR orgs that optimize for dials-per-day and ignore whether the meetings are any good, this is the opposite of that. We want the pipeline and we want to not ruin our brand.
Why join this team specifically:
PostHog's brand is a true advantage – prospects have often heard of us or used the free tier. Cold outreach here is warmer than most.
The New Business Sales team has a strong track record. Your pipeline will be worked by experienced, technical AEs who know how to close.
We value learning, being creative and standing out in the market more than a playbook you've done a thousand times.
PostHog's culture is async, remote-first, and low-meeting. You'll spend your time building and coaching, not sitting in standups.
1–2+ years managing or formally leading a BDR/SDR team as a player-coach, with direct responsibility for hiring, coaching, and performance management. "Team lead" with informal authority counts if you can demonstrate coaching impact on rep performance. We are structured for speed and autonomy, so your leadership style needs to fit our model. This is less command & control, and more set context, build systems, coach selectively & judge on outputs.
Prior individual quota-carrying experience. You've personally prospected, booked meetings, and ideally closed deals. You know what good looks like because you've done it, not just managed it. You’ll do it again here.
Demonstrated ability to think in data, systems, and loops – even at a smaller scale. You know how to build the operating system the team runs on. You've designed or significantly improved a prospecting workflow, built reporting from scratch, or created a repeatable process where one didn't exist before.
Hands-on experience with Clay.com. You've built tables, enrichment workflows, and automated sequences in Clay – not just used outputs someone else created. If you can show us a Clay workflow you designed, that's a strong signal.
Salesforce proficiency. You can build reports, create custom fields, manage lead/contact data hygiene, and don't need someone else to configure your CRM.
AI-capable, with experience building automation. You've used AI tools (LLMs, AI writing assistants, workflow automation) to improve prospecting efficiency. You should be able to articulate specific examples: "I built X using Y and it improved Z by W%."
Excellent written communication. Your outreach sequences, coaching notes, and Slack messages are clear, concise, and sharp. PostHog is an async-first company – writing quality matters.
Comfort with ambiguity and distributed ownership. This is a build role, not a maintain role. You'll be handed a rough playbook and expected to own it with your team, and you’ll have a company full of drivers who will give you “yes, and…” feedback
Experience in a product-led sales (PLS) or product-led growth (PLG) company where the buyer often starts with a free/self-serve tier before engaging sales.
Familiarity with selling to engineers and engineering managers as the primary buyer persona.
Experience with PostHog or competing products as a user or seller.
Own the outbound pipeline engine. Iterate on the targeting strategy, account selection criteria, and signal-based prioritization that tells your team who to reach and why now. Start with what doesn't scale, then systematize it.
Manage and develop a team of cracked BDRs, some of whom are here already (Andreas, Lorena, Melad). Coach daily on messaging, objection handling, qualification discipline, and outreach quality. Run weekly 1:1s focused on skill development, not just activity review. Build a ramp plan that treats the trajectory of learning as the primary leading indicator in the first 60 days.
Build the tooling and automation layer. Help design and maintain Clay.com workflows, Salesforce enrichment processes, and AI-assisted sequence generation without being a slop-cannon. You should be able to build a Clay table from scratch, not just use one someone else built.
Own the metrics and reporting. Build pipeline generation dashboards, track leading indicators (response rates, meeting quality scores, AE acceptance rates), and produce a weekly pipeline generation report. Instrument everything in PostHog, Lemlist, and Salesforce to make it so.
Coach qualification discipline. Implement and coach a qualification framework that ensures meetings passed to AEs are qualified. Disqualification is a feature, not a failure – build the taxonomy and track the reasons.
Iterate on messaging and channels. A/B test outreach sequences across email, LinkedIn, video, X, Discord, TikTok and creative channels. Maintain a living playbook that captures what works, what doesn't, and why.
Collaborate with the TAE team on target refinement. Use feedback loops from AE deal outcomes to continuously sharpen targeting.
You report to Ben (Revenue Leader). You'll work closely with Abhishek (GTM Engineer) on tooling and data infrastructure.
PostHog BDR job listing – the role you'll be hiring for and managing
PostHog's ICP documentation – the targeting foundation you'll build on
PostHog's public handbook on how we work – the culture you'll operate within
