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Paid Full-Day Work Trial (SuperDay)

Developer Relations

What it tests

Real output quality, autonomy, communication, and culture fit — evaluated through a full day of actual DevRel work rather than simulated interview scenarios.

Format

  1. 1Candidate is paid a flat rate ($1,000 at PostHog) to work one full day on a predefined DevRel task — the same task given to every candidate for that role
  2. 2Day begins with a kick-off session to align on deliverables (typically a GitHub repo with code, a README, and/or a short written piece)
  3. 3Candidate works independently, with access to team members for product questions — not for mentoring
  4. 4End-of-day debrief where the candidate walks through their output and explains their decisions

What to look for

  • Quality of the deliverable relative to time constraints — not perfection, but clear thinking and prioritization
  • How the candidate asks for help: good DevRels clarify scope early and stay unblocked, not silent until EOD
  • README or written communication quality — does it feel like something a developer would actually trust
  • Self-awareness in the debrief: can they name what they'd improve if given more time

Adaptation guide

Design the task to mirror a real first-week deliverable — e.g., write a quickstart guide for a new API endpoint, or build a minimal working demo of a feature in beta. Paying candidates is non-negotiable: unpaid full-day work trials screen out top talent and create legal exposure.

Full description

Format:

  1. Candidate is paid a flat rate ($1,000 at PostHog) to work one full day on a predefined DevRel task — the same task given to every candidate for that role
  2. Day begins with a kick-off session to align on deliverables (typically a GitHub repo with code, a README, and/or a short written piece)
  3. Candidate works independently, with access to team members for product questions — not for mentoring
  4. End-of-day debrief where the candidate walks through their output and explains their decisions

Time: Full day (6–8 hours)

What to look for:

  • Quality of the deliverable relative to time constraints — not perfection, but clear thinking and prioritization
  • How the candidate asks for help: good DevRels clarify scope early and stay unblocked, not silent until EOD
  • README or written communication quality — does it feel like something a developer would actually trust
  • Self-awareness in the debrief: can they name what they'd improve if given more time

Adaptation: Design the task to mirror a real first-week deliverable — e.g., write a quickstart guide for a new API endpoint, or build a minimal working demo of a feature in beta. Paying candidates is non-negotiable: unpaid full-day work trials screen out top talent and create legal exposure.