What Hotjar does

Hotjar is the behaviour analytics platform behind the heatmaps, session recordings, and feedback tools that product teams and marketers rely on to understand what users actually do on their websites. Rather than guessing why visitors aren’t converting, Hotjar shows you – visually – where people click, scroll, and abandon.

Founded in Malta in 2014, Hotjar has grown to serve over 1.3 million websites, from startups to Fortune 500 companies. In 2021, they joined Contentsquare, a digital experience analytics company, to expand their capabilities. The acquisition has broadened their product scope while – crucially for job seekers – maintaining the remote-first culture that defined them from the start.

What makes Hotjar particularly interesting for European remote workers is its founding story. This isn’t a Silicon Valley company that eventually “allowed” remote work. It was built in Malta, by a distributed team, as a European company from day one.

Remote culture: what it’s actually like

Hotjar embraced fully remote work before most companies were willing to try it. Their team of 200+ spans 40+ countries, and they’ve never had a central headquarters. The culture is built around transparency, direct feedback, and a self-described hatred of bureaucracy.

Their approach to distributed work is process-driven – they describe themselves as “suckers for well-defined processes,” which is exactly what makes async collaboration functional at scale. When everyone knows how decisions get made, where information lives, and what’s expected, you don’t need a corridor to get things done.

The leadership team is distributed, not clustered. Internal communication prioritises written updates and documentation. The user-centric approach that defines their product extends to how they treat their own team – there’s a genuine emphasis on listening and adapting.

Since the Contentsquare acquisition, the culture has evolved but the remote-first foundation remains. Some team structures have changed, and there are now more touchpoints with Contentsquare’s broader organisation, but the day-to-day experience of working remotely at Hotjar is largely consistent with what it was pre-acquisition.

Hiring in Europe: the details

Countries: Hotjar hires across 40+ countries, with strong European representation given their Maltese origins. Team members are spread across the EU, and their hiring infrastructure is well-established in European markets.

Employment model: A mix of direct hire and EOR, depending on the country. Since joining Contentsquare, the employment infrastructure has expanded, with more direct hiring options available in major EU markets.

Timezone expectations: Generally flexible, though the European heritage means there’s a natural gravitational pull toward EMEA timezones. Some roles may note timezone preferences for collaboration, but this isn’t a company that expects everyone online at the same time.

Salary approach: Competitive and role-based. Post-acquisition, compensation structures have aligned more closely with Contentsquare’s broader framework, which generally means competitive packages for the European market.

Language requirements: English is the working language.

Who they’re looking for

Hotjar (via Contentsquare) typically hires across:

  • Engineering (frontend, backend, full-stack)
  • Product management and design
  • Marketing and growth
  • Customer support and success
  • Data and analytics

The hiring process is designed to test remote-work fit specifically. Expect surveys, task-based assessments, and time spent with potential teammates. They’re looking for people who communicate clearly in writing and thrive without constant supervision.

What current and former employees say

Employees consistently praise Hotjar’s transparency, the quality of colleagues, and the genuine flexibility of the remote setup. The Maltese/European roots mean the culture doesn’t default to US working hours or assumptions – which is a refreshing change for European remote workers who’ve experienced “remote but actually US-centric” companies.

The most common concerns relate to the Contentsquare acquisition: some uncertainty about long-term culture, occasional growing pains as two organisations integrate, and questions about how the original Hotjar identity will evolve within a larger company. These are legitimate considerations for anyone evaluating a role – but they’re also typical of any acquisition, and the core remote-first operating model has survived intact.

People who thrive at Hotjar tend to be self-directed, comfortable with ambiguity during organisational change, and genuinely interested in user behaviour as a discipline.

How to apply

Specific tips: Use the product before you apply. Hotjar has a generous free tier, and understanding how heatmaps and session recordings work from a user’s perspective will make your application stronger. Demonstrate async communication skills from your first interaction. Connect with Hotjar team members on LinkedIn and engage thoughtfully with their content – in a 200-person company, being noticed matters.

See our full guide to Remote-First Companies That Actually Hire in Europe.