Job Description
## AI Malware Detection Engineer
**Department:** AI for Cybersecurity | **Industry:** Machine Learning
**Location:** Bhubaneswar | **Job Type:** Full-time (WFH) | **CTC:** INR 10.5-22.8 LPA
### Role Overview
An opening exists for an AI Malware Detection Engineer to join the Machine Learning vertical, focused on AI for Cybersecurity. The role is positioned at the mid level and reports into the broader AI for Cybersecurity charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai for cybersecurity.
- Apply working knowledge of Feature Engineering and Statistical Modelling to daily execution.
- Coordinate with cross-functional stakeholders within Machine Learning.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Tech (CS/AI) or equivalent qualification.
- 5 years of relevant experience (mid level).
- Working proficiency in: Feature Engineering, Statistical Modelling, Model Evaluation & Tuning, MLOps, AI for Cybersecurity, Python.
### Additional Notes
The organisation has historically promoted from within for a majority of its senior and lead openings. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Learning and certification support is available for tools and frameworks directly relevant to the role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The next logical step from this position is a senior or lead-track role within the same function. 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. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Internal job postings are open to employees who've completed a minimum tenure in their current role.
**Department:** AI for Cybersecurity | **Industry:** Machine Learning
**Location:** Bhubaneswar | **Job Type:** Full-time (WFH) | **CTC:** INR 10.5-22.8 LPA
### Role Overview
An opening exists for an AI Malware Detection Engineer to join the Machine Learning vertical, focused on AI for Cybersecurity. The role is positioned at the mid level and reports into the broader AI for Cybersecurity charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai for cybersecurity.
- Apply working knowledge of Feature Engineering and Statistical Modelling to daily execution.
- Coordinate with cross-functional stakeholders within Machine Learning.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Tech (CS/AI) or equivalent qualification.
- 5 years of relevant experience (mid level).
- Working proficiency in: Feature Engineering, Statistical Modelling, Model Evaluation & Tuning, MLOps, AI for Cybersecurity, Python.
### Additional Notes
The organisation has historically promoted from within for a majority of its senior and lead openings. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Learning and certification support is available for tools and frameworks directly relevant to the role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The next logical step from this position is a senior or lead-track role within the same function. 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. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Internal job postings are open to employees who've completed a minimum tenure in their current role.