Job Description
Artificial Intelligence (AI) is looking for an experienced AI Ethics, Security & Privacy Lead to take ownership of the AI Security & Privacy charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 13 years of progressively senior experience, holding M.Sc (Data Science), with a demonstrated track record across Data Preprocessing, Privacy, TensorFlow/PyTorch, Statistical Modelling, Python. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Indore on a full-time arrangement. Compensation is benchmarked at INR 23.8-78.0 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within ai security & privacy.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. High performers in this role typically move into a broader ownership scope within 18-24 months.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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.
References may be requested closer to the offer stage rather than at the start of the process. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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.
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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The package is structured with a fixed component, performance bonus, and standard health coverage.
Compensation includes standard statutory benefits along with performance-linked variable pay. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
The successful candidate will bring approximately 13 years of progressively senior experience, holding M.Sc (Data Science), with a demonstrated track record across Data Preprocessing, Privacy, TensorFlow/PyTorch, Statistical Modelling, Python. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Indore on a full-time arrangement. Compensation is benchmarked at INR 23.8-78.0 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within ai security & privacy.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. High performers in this role typically move into a broader ownership scope within 18-24 months.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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.
References may be requested closer to the offer stage rather than at the start of the process. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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.
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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The package is structured with a fixed component, performance bonus, and standard health coverage.
Compensation includes standard statutory benefits along with performance-linked variable pay. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.