Job Description
Looking for an AI Governance Lead – Education who's genuinely interested in AI in Education and wants to make an impact from day one.
You'll be working out of Noida (full-time), and honestly, the day-to-day is going to revolve around SCORM/xAPI Standards and Learning Analytics. We're not looking for someone who just ticks boxes - we want someone who actually cares about ai in education.
On paper, we'd expect MBA (EdTech) and somewhere around 12 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 15.4-33.7 LPA - fair for the senior level band and open to discussion based on what you bring.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The next logical step from this position is a senior or lead-track role within the same function.
High performers in this role typically move into a broader ownership scope within 18-24 months. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The package is structured with a fixed component, performance bonus, and standard health coverage.
You'll be working out of Noida (full-time), and honestly, the day-to-day is going to revolve around SCORM/xAPI Standards and Learning Analytics. We're not looking for someone who just ticks boxes - we want someone who actually cares about ai in education.
On paper, we'd expect MBA (EdTech) and somewhere around 12 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 15.4-33.7 LPA - fair for the senior level band and open to discussion based on what you bring.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The next logical step from this position is a senior or lead-track role within the same function.
High performers in this role typically move into a broader ownership scope within 18-24 months. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The package is structured with a fixed component, performance bonus, and standard health coverage.