How to Get a Job at Esper: Interview Process, Experience & Tips (2026)

Esper is a US-headquartered B2B SaaS company that builds device management and DevOps tooling for Android enterprise fleets. Their platform helps businesses manage large numbers of dedicated Android devices, such as delivery tablets, retail kiosks, point-of-sale terminals, and purpose-built hardware, without the usual IT overhead. They serve customers in logistics, healthcare, retail, and hospitality.

As of mid-2026, Esper has 14 open roles across engineering, product, customer success, and go-to-market functions. Their India team is primarily focused on engineering and customer-facing roles, making them a solid target for Indian professionals with a background in software development, cloud infrastructure, or enterprise support.

Hiring at Esper tends to move at a deliberate pace. They are a growth-stage company that values candidates who ramp up quickly and work with a degree of ambiguity. If you are methodical, curious about hardware-software intersections, and comfortable in a distributed team, Esper is worth pursuing.

Esper's interview process typically runs across four to five stages, though the exact structure can vary by role and seniority. Here is what candidates generally report.

Application and Resume Screen. The first step is submitting your application through their careers page or a job board. Tailoring your resume to highlight experience with Android, cloud infrastructure, or enterprise software improves your chances of moving forward.

Recruiter Call. If your profile fits, you will hear from an Esper recruiter for a brief introductory call. This covers your background, current situation, notice period, and salary expectations. The recruiter will also explain the role in more detail and answer initial questions about the team.

Technical Screen. For engineering roles, expect a technical interview covering data structures, algorithms, and system design. This is usually conducted over a video call with a shared coding environment. For non-engineering roles such as customer success or solutions engineering, the screen focuses on domain knowledge and scenario-based questions.

Panel or Loop Interviews. This stage usually involves two to three back-to-back interviews with team members and cross-functional stakeholders. Engineering candidates face deeper system design and architecture questions, plus a discussion of past projects. Product and customer-facing candidates can expect case studies and situational questions around handling enterprise clients.

Hiring Manager and Leadership Round. The final stage is typically a conversation with the hiring manager or a senior leader. This is as much a culture fit check as it is a skill assessment. Come prepared to discuss why you are drawn to device management as a space and how you have handled complex problems in past roles.

Offer Stage. If all rounds go well, HR reaches out with a verbal offer followed by a written offer letter. The turnaround from final round to offer is commonly cited as a week or two, though it can stretch depending on team availability.

Esper sits at the intersection of Android, cloud infrastructure, and hardware management, which means they look for people who are comfortable with technical depth across layers. The profile they value differs by function, but a few traits show up across the board.

For engineers, strong fundamentals in distributed systems, Android internals, or backend development are valued. Experience with Kubernetes, device management protocols, or mobile device management platforms is a clear differentiator. They also value engineers who have shipped production-grade systems and can clearly articulate trade-offs.

For customer success and solutions engineering roles, the bar is a mix of technical fluency and customer empathy. Candidates who can translate complex device management concepts into clear client language tend to do well. Prior experience in B2B SaaS, especially with enterprise accounts, is a genuine plus.

Across all roles, Esper consistently looks for:

• Ownership mindset: you take problems to completion without waiting for direction
• Clear communication: distributed teams require written and verbal clarity
• Curiosity about the product: candidates who understand why device management matters in real deployments stand out
• Adaptability: as a growth-stage company, priorities shift and roles evolve over time

Research the product first. Esper's platform manages Android devices at scale for enterprise customers. Spend time understanding what dedicated device management means in practice, how it differs from consumer MDM, and what problems their customers face. Reading their engineering blog and product documentation gives you genuine talking points during interviews.

Brush up on core technical topics. For engineering roles, focus on system design for distributed systems, REST API design, and Android internals if you have any exposure. Data structures and algorithms are tested, so consistent practice on platforms you already use is worthwhile.

Prepare stories using the STAR format. Esper's behavioral interviews lean heavily on past experience. Prepare concrete examples of times you owned a problem end to end, navigated ambiguity, or collaborated across time zones. These land better than generic answers.

Know your impact metrics. Whether you are in sales, customer success, or product, being able to speak to outcomes you drove shows commercial maturity. Retention figures, expansion data, or feature adoption numbers from past roles are all fair game in interviews.

Ask sharp questions. Interviewers at growth-stage companies remember candidates who ask pointed questions about product direction, team challenges, and how success is measured. It signals genuine interest and preparation.

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Esper operates as a distributed-first company with teams across the US, India, and other locations. The culture reflects what you would expect from a venture-backed B2B SaaS company in growth mode: high ownership, lean teams, and a strong bias toward getting things done.

The India team, particularly in Bengaluru, plays a central role in engineering and is not treated as a satellite office. Engineers in India work on core product features, not just maintenance or support tasks. This is a meaningful distinction compared to many MNC setups where India-based engineers handle a narrower slice of the product.

Esper publicly emphasises customer obsession, transparency, and continuous learning as core values. In practice, this shows up as direct communication norms, relatively flat hierarchy within teams, and an expectation that employees stay close to customer problems rather than working in abstraction.

The pace is fast by design. If you thrive in environments where the answer is not always obvious and you are expected to figure it out, Esper's culture will suit you well. If you prefer clearly defined processes and predictable scopes, the adjustment may take time but is manageable if you come in with an open mindset.