Job Description
An opening exists for an AI Operations & Observability Director to join the Artificial Intelligence (AI) vertical, focused on AI Operations (AIOps). This is a senior level opening based out of Kochi, offered on a leadership - full-time basis.
The ideal candidate holds M.Sc (Data Science) and brings roughly 11 years of hands-on exposure to ai operations (aiops). Day-to-day, the work draws heavily on Python, AI Operations (AIOps), Neural Network Architectures, Deep Learning, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 13.5-34.7 LPA, in line with market standards for senior level roles within artificial intelligence (ai).
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The next logical step from this position is a senior or lead-track role within the same function.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Interested candidates should be prepared to walk through relevant past work during the interview process. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
High performers in this role typically move into a broader ownership scope within 18-24 months. Internal job postings are open to employees who've completed a minimum tenure in their current role. 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.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The package is structured with a fixed component, performance bonus, and standard health coverage. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation has historically promoted from within for a majority of its senior and lead openings.
Learning and certification support is available for tools and frameworks directly relevant to the role. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.
The ideal candidate holds M.Sc (Data Science) and brings roughly 11 years of hands-on exposure to ai operations (aiops). Day-to-day, the work draws heavily on Python, AI Operations (AIOps), Neural Network Architectures, Deep Learning, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 13.5-34.7 LPA, in line with market standards for senior level roles within artificial intelligence (ai).
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The next logical step from this position is a senior or lead-track role within the same function.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Interested candidates should be prepared to walk through relevant past work during the interview process. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
High performers in this role typically move into a broader ownership scope within 18-24 months. Internal job postings are open to employees who've completed a minimum tenure in their current role. 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.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The package is structured with a fixed component, performance bonus, and standard health coverage. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation has historically promoted from within for a majority of its senior and lead openings.
Learning and certification support is available for tools and frameworks directly relevant to the role. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.