Elastic
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Elastic Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Elastic?
Strengths in values-led flexibility, inclusion, and supportive collaboration are accompanied by challenges related to trust, micromanagement, and the aftereffects of organizational changes. Together, these dynamics suggest a generally positive but uneven culture where the lived experience depends heavily on team, leadership approach, and recent change context.
Positive Themes About Elastic
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Collaborative & Supportive Culture: Colleagues are frequently described as supportive, with remote‑friendly practices and ERGs fostering connection across regions. Feedback suggests global, async collaboration is a core part of how work gets done.
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Authentic & Consistent Values: Named “Source Code” principles (e.g., As YOU, Are; Home, Dinner; Customer, 1st) are embedded in hiring, onboarding, and day‑to‑day decisions. Feedback suggests these values encourage humility, autonomy, inclusion, and flexibility.
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Recognition, Pride & Shared Success: Pay and benefits are often considered strong, with flexibility and life‑aligned policies contributing to feeling appreciated. Feedback suggests feeling fairly rewarded maps to feeling valued.
Considerations About Elastic
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Opacity & Integrity Concerns: Trust has eroded in places, including AMA forums losing anonymity and policy shifts undermining psychological safety. Feedback suggests these dynamics reduced confidence in voicing concerns.
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High-Pressure & Micromanaging Culture: Certain groups—especially some sales and specific orgs—are described as having harsher management styles, pressure, and increased micromanagement. Feedback suggests these conditions can undercut recognition and belonging even when teammates are strong.
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Change Fatigue & Ineffective Decision-Making: Layoffs and leadership/policy changes are tied to reduced trust and stability for some. Feedback suggests ongoing shifts and job‑security concerns dampen day‑to‑day appreciation.
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