Job Description
## AI Product Lifecycle Manager
**Department:** AI Product Management | **Industry:** Artificial Intelligence (AI)
**Location:** Mumbai | **Job Type:** Hybrid | **CTC:** INR 25.5-48.2 LPA
### Role Overview
We are looking to onboard an AI Product Lifecycle Manager to strengthen our AI Product Management function within Artificial Intelligence (AI). The role is positioned at the mid level and reports into the broader AI Product Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai product management.
- Apply working knowledge of Statistical Modelling and TensorFlow/PyTorch to daily execution.
- Coordinate with cross-functional stakeholders within Artificial Intelligence (AI).
- 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.
- 4 years of relevant experience (mid level).
- Working proficiency in: Statistical Modelling, TensorFlow/PyTorch, AI Product Management, Data Preprocessing, Model Deployment (MLOps), Natural Language Processing, Python, Cloud Platforms (AWS/GCP/Azure).
### Additional Notes
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. 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 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. Learning and certification support is available for tools and frameworks directly relevant to the role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The package is structured with a fixed component, performance bonus, and standard health coverage. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. References may be requested closer to the offer stage rather than at the start of the process. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation has historically promoted from within for a majority of its senior and lead openings.
**Department:** AI Product Management | **Industry:** Artificial Intelligence (AI)
**Location:** Mumbai | **Job Type:** Hybrid | **CTC:** INR 25.5-48.2 LPA
### Role Overview
We are looking to onboard an AI Product Lifecycle Manager to strengthen our AI Product Management function within Artificial Intelligence (AI). The role is positioned at the mid level and reports into the broader AI Product Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai product management.
- Apply working knowledge of Statistical Modelling and TensorFlow/PyTorch to daily execution.
- Coordinate with cross-functional stakeholders within Artificial Intelligence (AI).
- 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.
- 4 years of relevant experience (mid level).
- Working proficiency in: Statistical Modelling, TensorFlow/PyTorch, AI Product Management, Data Preprocessing, Model Deployment (MLOps), Natural Language Processing, Python, Cloud Platforms (AWS/GCP/Azure).
### Additional Notes
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. 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 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. Learning and certification support is available for tools and frameworks directly relevant to the role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The package is structured with a fixed component, performance bonus, and standard health coverage. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. References may be requested closer to the offer stage rather than at the start of the process. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation has historically promoted from within for a majority of its senior and lead openings.