Job Description
AI Learning Governance Head | Jaipur | INR 9.5-26.6 LPA
AI in Education role, senior level, full-time.
Need: MBA (EdTech/Marketing), 8+ yrs.
Core skills: Product Knowledge (EdTech Platforms), A/B Testing (EdTech), AI in Education, Ed-tech Sales/Growth Basics, Learning Experience Design.
If this fits your profile in ai in education, apply now.
The package is structured with a fixed component, performance bonus, and standard health coverage. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. High performers in this role typically move into a broader ownership scope within 18-24 months.
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.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Interested candidates should be prepared to walk through relevant past work during the interview process.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The organisation has historically promoted from within for a majority of its senior and lead openings.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
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.
The next logical step from this position is a senior or lead-track role within the same function. Learning and certification support is available for tools and frameworks directly relevant to the role.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
AI in Education role, senior level, full-time.
Need: MBA (EdTech/Marketing), 8+ yrs.
Core skills: Product Knowledge (EdTech Platforms), A/B Testing (EdTech), AI in Education, Ed-tech Sales/Growth Basics, Learning Experience Design.
If this fits your profile in ai in education, apply now.
The package is structured with a fixed component, performance bonus, and standard health coverage. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. High performers in this role typically move into a broader ownership scope within 18-24 months.
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.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Interested candidates should be prepared to walk through relevant past work during the interview process.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The organisation has historically promoted from within for a majority of its senior and lead openings.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
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.
The next logical step from this position is a senior or lead-track role within the same function. Learning and certification support is available for tools and frameworks directly relevant to the role.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.