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What they do

Elastic calls itself the Search AI Company. Its products are Elasticsearch, a distributed search and analytics engine, Kibana, and Elastic Cloud. It builds search, observability, and security solutions on them. Over half of the Fortune 500 use Elastic, and its products are built on open source code.

What they value

• Customer, 1st.
• Home, Dinner, which means work fits around life.
• Space, Time.
• Progress, SIMPLE Perfection.
• HUMBLE, Ambitious.
• Speed, Scale, Relevance.

Where they hire

Elastic is distributed by intention. Staff work remotely in over 40 countries and in 25 offices. Engineering and product roles are listed by country, often the US, Canada, and countries in Europe. India roles are in Bangalore and Mumbai. They are business roles such as finance, sales, and consulting, not product engineering. India postings do not say remote or hybrid.

Teams and roles

Postings often ask for AI coding tools with ownership of the result. They also ask for direct, asynchronous communication in a distributed team.

• Elasticsearch: almost all Java, with strong core Java, algorithms, and data structures. Work covers vector search, relevance with Lucene, the storage and query engines, ES|QL, and distributed systems. Some native code is in C++ or Rust.
• Cloud platform: Go on Kubernetes across AWS, Azure, and GCP, with Terraform and on-call.
• Observability: data ingestion in Go with OpenTelemetry, Kafka, Elastic Agent, and Beats.
• Security: Elastic Defend management in TypeScript and Node.js, endpoint code in C and C++, and security research.
• IT: AI tools in React and TypeScript, and Salesforce engineering, with a Salesforce role in Bangalore.

Product managers are mostly senior and principal, in North America and Europe. Design roles are scarce. Sales, solutions architects, and consultants make up most of the rest.

What they look for

Elastic wants people who work on their own in a remote team. It wants tailored resumes with real examples, and knowledge of its Source Code. AI can polish a resume, but it must not do the thinking. The steps are a 30-minute recruiter screen, then interviews with peers, the hiring manager, and leadership. Some roles add a panel presentation or a technical assessment, such as a proctored coding exercise. A decision comes within a few days.