ElasticRun is a technology-enabled distribution and logistics platform headquartered in Bengaluru that connects consumer brands to underserved retail outlets across India. Operating at the intersection of supply chain, last-mile distribution and anal...
"I joined because the mission felt real — they were solving distribution gaps," says one former field executive. "You will get thrown into responsibility fast; I loved the pace but it was intense." Another employee in product notes, "Teams are scrappy and resourceful. You will do a lot with little and learn quickly." A few current staff highlight friendly peer support: "People are helpful, and you will find mentors across functions." On the flip side, several testimonials mention stress during peak quarters and occasional unclear priorities from above. Overall, personal accounts emphasize growth, real impact, and a fast-moving work environment.
The phrase "company culture at ElasticRun" often brings up words like entrepreneurial, metrics-driven, and customer-focused. People here tend to value measurable outcomes and a bias for action. Collaboration is common between ops, sales, and tech teams, and there is pride in solving hard distribution problems. At the same time, some describe the culture as high-pressure and performance-oriented; that can be energizing for some and draining for others. The culture rewards problem-solving and grit, so if you like building with autonomy, you will likely fit in.
Conversations about "work-life balance at ElasticRun" are mixed. You will find pockets of reasonable balance, especially in corporate functions with predictable schedules. Field and sales roles often mean irregular hours, travel, and weekend outreach. During funding cycles or major launches, longer hours are common across teams. Many employees report flexibility for personal needs when communicated early, but sustained long stretches of heavy workload do occur. If maintaining a strict 9-to-5 rhythm is important, you may find it challenging.
Job security tends to track business performance and funding cycles. The company is in a growth-focused phase where roles tied to revenue and core operations are more secure. Non-core projects and some support functions have faced reorganization in periods of tightening budgets. Overall, there is a pragmatic approach to headcount: roles that directly impact unit economics and growth will remain prioritized. Candidates should expect the normal startup-level risk that comes with rapid scaling.
Leadership is generally portrayed as ambitious and hands-on. Senior leaders set aggressive targets and expect transparency on metrics. There is clarity around business priorities when leadership communicates regularly, but at times messaging can feel reactive during operational pressure. Management places emphasis on data-driven decision-making, and strategic direction usually aligns with improving reach and unit economics. Overall, the leadership style is growth-oriented and performance-focused.
Managers are often seen as hardworking and accessible. Many employees report that direct managers will support career progress and provide on-the-job coaching. There are examples of managers who are more tactical and micro-manage details, while others empower teams with autonomy. Feedback loops exist, but consistency across managers varies. If you join, your experience may depend heavily on the manager you are paired with.
Learning at the company is largely experiential. Employees learn quickly through ownership of live problems — from supply-chain quirks to product deployment. There are internal knowledge-sharing sessions and occasional training workshops. Formal learning budgets exist but are not always generous; approvals for external courses are typically case-by-case. If you value mentor-led, hands-on learning and rapid skill application, you will benefit. If you prefer structured, classroom-style growth programs, opportunities will be more limited.
Promotions tend to be meritocratic and tied to impact. Visibility on outcomes helps accelerate progression. There is a clear preference for promoting from within when performance is demonstrable. However, because of rapid hiring and evolving roles, promotion criteria can at times feel informal. Ambitious employees who take ownership, show measurable results, and build cross-functional influence will have better promotion prospects.
Salaries are competitive within the startup segment of the market. Approximate ranges (INR, annual):
These are approximate and will vary by location, experience, and role. Compensation packages often include a mix of base pay, performance incentives, and equity.
Bonuses and incentives are common, particularly for revenue-facing roles. Sales and operations teams have clear incentive structures tied to targets. Company-wide bonuses depend on company performance and are not guaranteed. Equity or ESOPs are part of compensation for many hires, with standard vesting schedules. Overall, incentives align with delivering measurable business results.
The company provides standard group health insurance for employees and often for immediate family members. Coverage levels are reasonable for most common needs. Additional wellness benefits such as mental health support or dental coverage may be limited or vary by tenure and seniority. Overall, health coverage meets typical expectations for fast-growing firms.
There are regular town halls, team outings, and occasional offsites. Smaller team celebrations, hackathons, and recognition programs help build camaraderie. Engagement is stronger within teams than across the whole company, partly because of geographic field operations. Employees appreciate in-person events and the chance to connect with peers.
Remote work support is hybrid for corporate roles, while field operations require on-site presence. Remote infrastructure (tools, reimbursements, VPNs) is generally provided, but the culture favors in-person collaboration for complex problem solving. Employees in product or engineering will find flexible arrangements more available than sales or operations staff.
Typical working hours for corporate roles are around 9–10 hours a day, with spikes during launches or quarter-end. Field and sales roles often work longer and keep irregular hours due to travel and customer schedules. Flexibility exists but workload intensity can push hours up during high-priority periods.
Attrition is moderate, higher in early-stage or commission-based roles such as sales and field operations. The company has undergone periodic reorganizations to realign priorities; some teams experienced layoffs during cost rationalization phases. This pattern reflects the dynamic nature of high-growth startups rather than chronic instability.
Overall, this company is a solid option for people who want steep learning curves and tangible impact. It scores well for growth potential, mission alignment, and on-the-job learning. It is less ideal for those seeking rigid stability or strict 9-to-5 balance. On a scale of 1 to 5, a fair overall rating would be 3.8 — a place with meaningful opportunities, some trade-offs, and an environment where high performers can accelerate their careers.
Read authentic experiences from current and former employees at ElasticRun
Good team, clear goals.
Sometimes too many last-minute escalations from clients.
Strong product vision and very smart coworkers.
Promotion timelines are unclear and compensation lags market. Workload spikes heavily around launches which makes it stressful.
Good incentives, lots of field exposure.
Long hours, travel heavy and reporting tools could be improved.
High ownership, technically challenging projects, supportive peers.
Processes are a bit ad-hoc sometimes and onboarding can be rushed.
