Q4 Quarterly Goals

Drivers: Coua, Ellie, Julia, Mark, Rune, Zbynek

Motivation: Meeting our hiring goals will enable our small teams to get one step closer to achieving their objectives, helping the company continue to grow.

We'll know we're successful when:

• We have achieved our hiring goal of approximately 35 hires, with High and Medium Priority roles ranking highest. See the proposed hires page for the current hiring plan.
• We have successfully managed to close the high priority technical customer success manager roles.
• We continue to keep our time-to-offer under 30 days.

Drivers: Julia, Eliana, Coua, and Mark

Motivation: We want to be able to source, resurface and revisit candidates over time, without sacrificing finding new talent. This also helps us build better habits of nurturing candidates across all roles.

We'll know we're successful when:

• We have successfully built in an Ashby workflow to tag, alert, and sequence candidates in the proper project folders.
• We begin generating qualified candidates through these automations, and those candidates convert into the interview process.
• We have been able to keep the number of hires for technical customer success managers consistent MoM through this effort.
• The process becomes repeatable and scalable for future roles.

Driver: Julia, Rune, and Eliana

Motivation: Increase the amount of high-dense talented referrals from our internal team's network. This will strengthen the top of the funnel, resulting in a higher probability of close more roles this quarter.

We'll know we're successful when:

• Educate the wider team on what good looks like by continuing on the scorer tool that has already been built by Eliana.
• When #project-lets-fucking-hire-them has served its purpose and we're able to place 1-2 of those talented individuals somewhere at PostHog.
• Successfully collaborate with hiring teams for ongoing content and blog to encourage referrals and non-referrals to apply.
• Content results in qualified applicants for roles across GTM and engineering; with an emphasis to focus on technical customer success managers.