Job Description
Position: AI Education Operations Director
Function: AI in Education
Industry: EdTech
Grade: senior level
Location: Bhubaneswar
Employment Type: Full-time
Compensation: INR 6.6-25.6 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with ai in education, in accordance with the standards and processes laid down by EdTech.
Minimum Qualification: MBA (EdTech/Marketing)
Minimum Experience: 13 years
Core Competencies Required: Ed-tech Sales/Growth Basics, Learning Experience Design, Curriculum Alignment, AI in Education, LMS Platforms, User Research (Learners), Content Strategy (EdTech), Product Knowledge (EdTech Platforms)
Further Information:
High performers in this role typically move into a broader ownership scope within 18-24 months. Interested candidates should be prepared to walk through relevant past work during the interview process. The package is structured with a fixed component, performance bonus, and standard health coverage. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The next logical step from this position is a senior or lead-track role within the same function. There is a defined internal mobility path for people who want to specialise deeper or move into people management. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay. References may be requested closer to the offer stage rather than at the start of the process. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Learning and certification support is available for tools and frameworks directly relevant to the role. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Function: AI in Education
Industry: EdTech
Grade: senior level
Location: Bhubaneswar
Employment Type: Full-time
Compensation: INR 6.6-25.6 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with ai in education, in accordance with the standards and processes laid down by EdTech.
Minimum Qualification: MBA (EdTech/Marketing)
Minimum Experience: 13 years
Core Competencies Required: Ed-tech Sales/Growth Basics, Learning Experience Design, Curriculum Alignment, AI in Education, LMS Platforms, User Research (Learners), Content Strategy (EdTech), Product Knowledge (EdTech Platforms)
Further Information:
High performers in this role typically move into a broader ownership scope within 18-24 months. Interested candidates should be prepared to walk through relevant past work during the interview process. The package is structured with a fixed component, performance bonus, and standard health coverage. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The next logical step from this position is a senior or lead-track role within the same function. There is a defined internal mobility path for people who want to specialise deeper or move into people management. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay. References may be requested closer to the offer stage rather than at the start of the process. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Learning and certification support is available for tools and frameworks directly relevant to the role. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.