Our new developers were able to hit the ground running, we've worked with them for over two years now, and they are truly part of our team.
Alison WhittleProduct Delivery Manager, BladeFSIn-house feel, nearshore
PostHog Developers
PostHog appeals to British teams precisely because it can be self-hosted and kept inside UK data boundaries, but someone still has to wire it in properly. We embed engineers who have instrumented live products, full time and on your working day.
- Event tracking designed around real product questions
- Self-hosted or cloud, kept inside your data rules
- Full-time embedded, on British hours
Product InsightsExperimentationIntegration & ToolingData & ComplianceOptimization Support
Our Service
Instrumentation through to insight
Your engineer sets up tracking, funnels, cohorts and dashboards, then keeps them honest as the product moves. We employ and retain them; you pay one monthly fee with no placement charge, and you will be interviewing matched candidates within seven working days.
- Funnels, cohorts and dashboards your teams actually use
- Session and event pipelines tuned for performance and privacy
- One monthly fee, interviews within 7 working days
Set up and scaled by your own engineer
Analytics capability, delivered
- Instrumentation of key user behaviors for analysis, down to feature-level interactions.
- Product InsightsFunnels, cohorts, retention curves and custom dashboards that product teams use daily.
- ExperimentationSetup and monitoring of A/B tests using PostHog or external tooling.
- Integration & ToolingEmbed PostHog into your web or mobile stack with best practices in privacy and scale.
- Data & ComplianceUnderstand GDPR, cookie laws, and how PostHog handles data for modern teams.
- Optimization SupportHelp teams make data-informed decisions and iterate with confidence.
The alternative
Get speed, fit and in-house feel without the hiring grind.
Cloud EmployeeIn-house hiringDev agenciesFreelancers
Speed to hire✓-✓✓
Flexibility to scale✓-✓✓
Developer fit (embedded)✓✓✓-
Full-time, only for you✓✓--
No overhead or upfront fees✓--✓
Solid lime = yes · outline lime = partial · grey dash = no
Vetting
You see two people - not 200 CVs.
Engineers vet engineers
A senior engineer runs a live technical conversation on the candidate's real stack, not a recruiter working from a keyword list.
Live coding, not take-homes
Real problems solved in front of an assessor, with anti-cheating checks. You see how they actually work, not what they submitted overnight.
A full profile, not a CV
Every candidate arrives with a CV, interview summary, coding-test breakdown and rate in pounds. You decide on evidence.
Every tab is a stage a candidate has to clear. Six of them, all run by our own internal engineers at Cloud Employee, before you see a name.
- Overview
- CV
- Tech interview
- Coding test
- Psychometric
- Soft skills
Scored by people. We use AI to cross-check our own consistency - never to decide who reaches your shortlist.
✓Luka M.
VettedSenior Software Engineer · TypeScript · Python · Cloud · 6 yrs · Zagreb, Croatia (GMT+1)
Assessment
Six years in production Python, the last three on LLM systems - retrieval pipelines, eval suites, and agent tooling for UK fintech. Owns delivery end to end.
Stack
Python · LangGraph
English
C1 fluent
Overlap
8 hrs UK
Notice
2 weeks
AI in practiceShips with Copilot and Claude Code daily, and rewrote 40% of the generated code in his observed task - the judgement is his, the tooling only makes him faster.
Career history
2023 - now
Senior AI Engineer
UK payments platform · 40-person product team
Built the retrieval assistant now resolving 30% of tier-1 tickets; owns its eval suite and guardrails.
2020 - 2023
Backend Engineer, Python
Travel booking SaaS · Zagreb
Moved fraud scoring onto a real-time feature pipeline; cut false declines by 18%.
2019 - 2020
Data Engineer
Agency · Python, Postgres, AWS
- Python
- FastAPI
- LangGraph
- pgvector
- Evals & tracing
- AWS
- Docker
Technical interview
Assessed by Marco R., Principal Engineer
12 Jun 2026
55 min · live call
"Walked me through an assistant that was quietly hallucinating refund policy, how he caught it in evals, and what he got wrong on the first fix. Hire-ready for a senior seat."
Live coding test
Repair a leaking retrieval pipeline
88
score
Tests passed
21 / 21
Time used
62 of 90 min
Anti-cheat flags
0
retrieval.py · submitted diff
- hits = index.query(q, k=50)+ hits = index.query(rewrite(q), k=50, filter=tenant)+ hits = rerank(hits, q)[:8] # recall 0.62 -> 0.91+ assert_context_budget(hits, max_tokens=6000)
Psychometric · technical thinking
How he reasons under a real deadline - not a personality quiz.
Top 9%of engineers
we test
A 45-minute reasoning test, scored against the 4,000+ engineers we have already placed. Our assessors do the marking - AI only flags where our own scoring looks inconsistent.
Soft skills · working with your team
Spoken English
C1 · assessed on call
References
2 of 2 verified
"He raised the payment edge case nobody else had spotted, in writing, two days before release."
This is what you receive - not a CV.
Ask our AI anythingWhy Cloud Employee?
Bad instrumentation lies convincingly
Analytics built carelessly produces confident numbers that are wrong, so we vet for the rigour to question what an event actually measures. Our CTO-led process includes live pair programming and a cultural fit screen, and a two-week money-back guarantee plus free replacement covers the downside.
- Vetted for rigour with data, not just PostHog familiarity
- Cultural fit screened alongside technical depth
- Two-week money-back guarantee plus free replacement
Supported end to end
We handle HR, retention and development, with a UK-based client success manager a phone call away.
Fully supported
We handle the rest so your engineers can focus on building.
Performance reviews
Payroll & complianceEquipment
WorkspaceIn-house, without the friction
No upfront fees. No lock-in contracts.
- No placement or upfront fees
- Rolling 30-day contract, cancel anytime
- One monthly rate, everything included
Ready to find your engineer?
Tell us exactly who you need.
In 90 seconds
Two matched engineers in 7 days. No fees, no obligation.
What role are you hiring for?
Pick one to start - you'll see matching engineers at the end.
- Founded in 2014
- 97% stay 2+ years
- Replace if it isn't working
Got questions?
The questions CTOs and founders ask.
01How much does it cost to hire a PostHog developer in the UK?
The saving is typically 50 to 75% against a comparable British hire once salary, employer national insurance, pension, recruitment fees and overheads are totalled. UK-based analytics engineers are absolutely something we place. What tends to decide it is the quality-to-cost ratio, which usually favours Eastern Europe, the Philippines or Latin America. What we care about is the strongest quality-to-cost ratio available, capable engineers at a sustainable price, with geography simply the route. PostHog work straddles product analytics, data and frontend engineering, and people comfortable across all three are a niche within a niche in Britain.
02What is PostHog and why do teams choose it?
PostHog is an open-source product analytics platform that bundles event tracking, feature flags, session replay, A/B testing and surveys into one tool developers can run themselves. Teams choose it because engineers actually like it, instrumentation lives in code and version control rather than a marketing tool, and self-hosting is an option when data must stay under your control. The bundle is the honest attraction, replacing three or four point tools with one. The equally honest caveat is that a team without a clear event taxonomy will produce the same unusable data anywhere.
03What skills should I look for in a PostHog developer now?
Look for someone who treats analytics as an engineering discipline, schema design, naming conventions and data trust, rather than a dashboard hobby. The valuable PostHog developer designs an event taxonomy your whole company can rely on, wires feature flags into safe release habits, and knows when session replay answers a question that charts cannot. They should understand the product questions behind the instrumentation, because events chosen without a question in mind become noise. AI tooling now writes tracking code, which makes the judgement layer more valuable, not less.
04How do I assess a PostHog developer, and what should I ask?
Ask them to design the event schema for one of your real user journeys, then challenge the choices. You will learn more from why they named an event a certain way than from any tour of PostHog features. Ask how they would roll out a risky change behind a feature flag, and how they would detect that instrumentation silently broke after a release. A revealing follow-up, what analytics data would you refuse to act on. Watch AI habits too, since generated instrumentation code is plausible-looking and frequently subtly wrong about your data model.
05Are PostHog developers in demand, and is it worth building on?
Demand is growing as product teams consolidate analytics, flags and experiments into fewer tools, and PostHog's developer-first, open-source position rides that trend well. Worth building on, for most product companies, yes, with a caveat about weight. If you only need pageview counts, it is more platform than you need. The investment pays when you will actually use the bundle, flags gating releases, experiments settling arguments, replays explaining confusing funnels. As AI features enter products, teams also need behavioural data to judge them, which raises the value of getting instrumentation right.
06Do your developers use AI tools, and how do you know the code is sound?
Yes, they use AI tools, and analytics work shows exactly why that needs supervision by a strong engineer rather than a ban. Assistants will cheerfully generate event tracking that compiles, fires and counts the wrong thing, and nothing crashes to warn you, bad analytics fails silently in the data. So our vetting assesses whether candidates use AI tooling well, meaning they test instrumentation against reality instead of shipping whatever appeared. The wider principle is the one we hire on across every stack, generating code is cheap, judging correctness is the job.
07How does Cloud Employee vet PostHog developers?
A CTO-led process, not a recruiter-driven one, because tool familiarity is easy to claim and measurement judgement is not. Candidates sit a technical assessment, then live pair programming with a senior engineer on realistic problems, where we probe schema thinking and whether they verify data rather than assume it. A cultural fit screen checks they will work well embedded in a British product team, and our psychometric assessment, built for software engineers, reads how they reason. You interview matched candidates within 7 working days, and embedding takes about two weeks.
08How quickly can a developer start, and how does the engagement work?
You are typically interviewing matched candidates within 7 working days of a requirements call, and developers are often embedded and pushing code within about two weeks. From there it is a rolling monthly contract with 30 days' notice, one monthly fee, and no placement charges. You can scale up or down as the work changes, and you pay nothing to interview.
09What happens if the developer is not the right fit?
There is a two-week money-back guarantee, and if you want to continue we replace the developer free of charge. In practice this rarely comes up, because you interview a shortlist of two candidates who have already passed a CTO-led technical assessment and a live pair programming session, so the fit question is largely settled before anyone starts.
Proof, not promises
Hear from our customers
In their words
What the difference feels like
Alison WhittleProduct Delivery Manager, BladeFSWhat I love about Cloud Employee is that you have taken all of that hard work off my shoulders.
Marcus KilgourCTO, Salmon SoftwareWorking with Cloud Employee developers is great, because they're not afraid to push back. They're proactive, they're positive, and they feel like part of the team.
Doran EskinaziHead of Engineering, HealthpointeWe actually hired the whole team remotely, having never met them. And we made a bunch of really good hires.
Euan CameronCEO, WilloCloud Employee provides a level of professionalism, communication and support we haven't found elsewhere.
Trevor SathorManaging Director, Square EyeWorking in tandem with Cloud Employee we have successfully released a major version of our main software product during a critical period for us.
James StringerManaging Director, CleanLink