That someone is our team. We build the observability and incident management platform that keeps the digital operations of fintechs, banks and retailers in Brazil up and running.
Observability is one of the densest engineering problems out there: high-volume ingestion, time series, signal correlation, anomaly detection and incident response in minutes. People here work on this every day, in the production environments of customers who cannot afford to stop.
We are a Brazilian sovereign observability platform — our customers’ data stays 100% in Brazil, under the LGPD (Brazil’s General Data Protection Law), and billing is in Brazilian reais. That is not a legal footnote: it shapes the architecture we build and the kind of technical decisions you will make.
Beyond the platform, we develop people. Our SRE Training Program was born in 2021 because the Brazilian market did not have enough Cloud, DevOps and SRE professionals. Whoever joins Elven learns from the people who write that content.
Elven is a product and a service at the same time. That opens up workstreams that rarely coexist in the same company — from platform engineering to hands-on assisted operations.
High-volume ingestion and querying of metrics, logs and traces. People on this team deal with time series, retention, cost per data point and query latency.
Detection, routing, escalation and postmortems. The challenge is to cut noise without missing the alert that matters — and to prove it with numbers.
Mapping critical business journeys onto the technical stack, so operations can see the impact on customers, not just on CPU.
24x7 on-call monitoring of customer environments. This is where the platform meets reality — and where much of what becomes product comes from.
Interfaces for people resolving an incident at 3 a.m. Clarity under pressure is worth more than any visual flourish.
SRE training at three levels, for companies and for people changing careers. Content written by people who actually run operations.
A distributed team can only sustain trust with clear agreements. These are ours — and they apply to everyone, from the newest hire to leadership.
We invest in the growth of every person on the team through regular check-ins, financial support for learning and open space for exchange across teams.
Monthly or bimonthly meetings between managers and team members, for alignment, growth and productivity. This is where difficult conversations happen early, not late.
Anyone who wants to grow can count on the company to help with the investment, according to each area’s budget. This applies to technical training and to leadership skills.
Under construction and constantly evolving for each area of the company — with explicit progression criteria, not decided case by case.
A monthly open-topic session, proposed by team members themselves, to encourage exchange across areas. Whoever presents a Talk gets a gift.
Everyone can talk to anyone in the company, with no hierarchical barriers. At a company our size, approval layers only slow down good decisions.
"Be your own manager" — you are the protagonist of your routine, and you are accountable for its results. Autonomy here comes with a sense of belonging.
Benefits designed for people who have a life outside work — and for those who work on-call and need real rest.
4 months from the date of birth, plus 2 additional months with a reduced workload.
14 days from the date of birth, not deducted from vacation time.
7 days from the wedding date, not deducted from vacation time.
A day off on your birthday or on another day that same week.
Each manager organizes the team’s break according to the particularities of the role, from NOC on-call to engineering.
These principles guide our work with customers, with partners and with each other. They are the criteria we use when the decision is not obvious.
We act with honesty, transparency and ethics in every interaction, rejecting dishonest practices and conflicts of interest.
We protect our customers’ information, handling sensitive data with the utmost rigor and following the agreed guidelines.
We value the culture and policies of Elven and of our customers, and we do not tolerate discrimination based on race, gender, religion, sexual orientation, social class or any personal characteristic.
We maintain high standards, seek internal support when needed to give the best answer, and meet the deadlines we commit to.
We listen carefully, communicate clearly and accessibly, and report the progress and challenges of our work transparently.
We own the results of our work, act proactively to solve problems and look for solutions together with those who rely on us.
We regularly reflect on our practices and performance, growing both technically and in interpersonal skills, with the support of leadership.
We maintain an open environment for reporting any inappropriate situation, with the assurance that possible violations are taken seriously and investigated.
All open positions are listed on our careers portal. Didn’t find yours? Submit your résumé to our talent pool — the team is growing fast and priorities shift.
