Job Description
## AI Product Solutions Manager
**Department:** AI Product Management | **Industry:** Machine Learning
**Location:** Chennai | **Job Type:** Full-time | **CTC:** INR 17.4-30.3 LPA
### Role Overview
This position calls for an AI Product Solutions Manager who can take ownership of core responsibilities within our AI Product Management team. 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 Computer Vision/NLP Basics and MLOps 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
- M.Tech (Machine Learning) or equivalent qualification.
- 4 years of relevant experience (mid level).
- Working proficiency in: Computer Vision/NLP Basics, MLOps, TensorFlow/PyTorch, Python, AI Product Management, Feature Engineering, Data Preprocessing.
### Additional Notes
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 hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Internal job postings are open to employees who've completed a minimum tenure in their current role. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. High performers in this role typically move into a broader ownership scope within 18-24 months. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Compensation includes standard statutory benefits along with performance-linked variable pay.
**Department:** AI Product Management | **Industry:** Machine Learning
**Location:** Chennai | **Job Type:** Full-time | **CTC:** INR 17.4-30.3 LPA
### Role Overview
This position calls for an AI Product Solutions Manager who can take ownership of core responsibilities within our AI Product Management team. 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 Computer Vision/NLP Basics and MLOps 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
- M.Tech (Machine Learning) or equivalent qualification.
- 4 years of relevant experience (mid level).
- Working proficiency in: Computer Vision/NLP Basics, MLOps, TensorFlow/PyTorch, Python, AI Product Management, Feature Engineering, Data Preprocessing.
### Additional Notes
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 hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Internal job postings are open to employees who've completed a minimum tenure in their current role. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. High performers in this role typically move into a broader ownership scope within 18-24 months. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Compensation includes standard statutory benefits along with performance-linked variable pay.