Job Description
We're hiring an AI Governance Consultant to join our growing AI Policy & Compliance team - if this sounds like your kind of work, read on.
You'll be working out of Coimbatore (full-time), and honestly, the day-to-day is going to revolve around Feature Engineering and Compliance. We're not looking for someone who just ticks boxes - we want someone who actually cares about ai policy & compliance.
On paper, we'd expect M.Tech (Machine Learning) and somewhere around 5 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 24.3-54.8 LPA - fair for the mid level band and open to discussion based on what you bring.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. High performers in this role typically move into a broader ownership scope within 18-24 months.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The next logical step from this position is a senior or lead-track role within the same function.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
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.
Compensation includes standard statutory benefits along with performance-linked variable pay. Interested candidates should be prepared to walk through relevant past work during the interview process.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
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. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
You'll be working out of Coimbatore (full-time), and honestly, the day-to-day is going to revolve around Feature Engineering and Compliance. We're not looking for someone who just ticks boxes - we want someone who actually cares about ai policy & compliance.
On paper, we'd expect M.Tech (Machine Learning) and somewhere around 5 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 24.3-54.8 LPA - fair for the mid level band and open to discussion based on what you bring.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. High performers in this role typically move into a broader ownership scope within 18-24 months.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The next logical step from this position is a senior or lead-track role within the same function.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
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.
Compensation includes standard statutory benefits along with performance-linked variable pay. Interested candidates should be prepared to walk through relevant past work during the interview process.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
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. There is a defined internal mobility path for people who want to specialise deeper or move into people management.