Job Description
5G Network Engineering Leadership & Management Practice Director | Indore | INR 24.5-42.1 LPA
5G Network Engineering Leadership & Management role, senior level, leadership - full-time.
Need: Diploma (Telecom Engineering), 16+ yrs.
Core skills: Fault Diagnosis (Telecom), Network Planning & Optimisation, 5G Network Engineering Leadership, Wireless Technology Fundamentals, Customer Support (Telecom).
If this fits your profile in 5g network engineering leadership & management, apply now.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. References may be requested closer to the offer stage rather than at the start of the process.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Learning and certification support is available for tools and frameworks directly relevant to the role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
High performers in this role typically move into a broader ownership scope within 18-24 months. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving.
5G Network Engineering Leadership & Management role, senior level, leadership - full-time.
Need: Diploma (Telecom Engineering), 16+ yrs.
Core skills: Fault Diagnosis (Telecom), Network Planning & Optimisation, 5G Network Engineering Leadership, Wireless Technology Fundamentals, Customer Support (Telecom).
If this fits your profile in 5g network engineering leadership & management, apply now.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. References may be requested closer to the offer stage rather than at the start of the process.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Learning and certification support is available for tools and frameworks directly relevant to the role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
High performers in this role typically move into a broader ownership scope within 18-24 months. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving.