Job Description
## AI Learning Authority
**Department:** AI in Education | **Industry:** EdTech
**Location:** Remote (Pan India) | **Job Type:** Full-time | **CTC:** INR 35.0-70.2 LPA
### Role Overview
An opening exists for an AI Learning Authority to join the EdTech vertical, focused on AI in Education. The role is positioned at the senior level and reports into the broader AI in Education charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai in education.
- Apply working knowledge of AI in Education and Product Knowledge (EdTech Platforms) to daily execution.
- Coordinate with cross-functional stakeholders within EdTech.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Tech + Product Management Certification or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: AI in Education, Product Knowledge (EdTech Platforms), LMS Platforms, Content Strategy (EdTech), Learning Experience Design, Ed-tech Sales/Growth Basics, Customer Success (EdTech).
### Additional Notes
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. References may be requested closer to the offer stage rather than at the start of the process. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The next logical step from this position is a senior or lead-track role within the same function. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The package is structured with a fixed component, performance bonus, and standard health coverage. Interested candidates should be prepared to walk through relevant past work during the interview process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Learning and certification support is available for tools and frameworks directly relevant to the role. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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. Compensation includes standard statutory benefits along with performance-linked variable pay. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
**Department:** AI in Education | **Industry:** EdTech
**Location:** Remote (Pan India) | **Job Type:** Full-time | **CTC:** INR 35.0-70.2 LPA
### Role Overview
An opening exists for an AI Learning Authority to join the EdTech vertical, focused on AI in Education. The role is positioned at the senior level and reports into the broader AI in Education charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai in education.
- Apply working knowledge of AI in Education and Product Knowledge (EdTech Platforms) to daily execution.
- Coordinate with cross-functional stakeholders within EdTech.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Tech + Product Management Certification or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: AI in Education, Product Knowledge (EdTech Platforms), LMS Platforms, Content Strategy (EdTech), Learning Experience Design, Ed-tech Sales/Growth Basics, Customer Success (EdTech).
### Additional Notes
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. References may be requested closer to the offer stage rather than at the start of the process. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The next logical step from this position is a senior or lead-track role within the same function. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The package is structured with a fixed component, performance bonus, and standard health coverage. Interested candidates should be prepared to walk through relevant past work during the interview process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Learning and certification support is available for tools and frameworks directly relevant to the role. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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. Compensation includes standard statutory benefits along with performance-linked variable pay. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.