Job Description
## AI Product Strategy Consultant
**Department:** AI Strategy & Consulting | **Industry:** Artificial Intelligence (AI)
**Location:** Ahmedabad | **Job Type:** Full-time (WFH) | **CTC:** INR 16.5-30.6 LPA
### Role Overview
An opening exists for an AI Product Strategy Consultant to join the Artificial Intelligence (AI) vertical, focused on AI Strategy & Consulting. The role is positioned at the mid level and reports into the broader AI Strategy & Consulting charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai strategy & consulting.
- Apply working knowledge of AI Strategy and Cloud Platforms (AWS/GCP/Azure) 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.
- 3 years of relevant experience (mid level).
- Working proficiency in: AI Strategy, Cloud Platforms (AWS/GCP/Azure), Statistical Modelling, Consulting, Machine Learning, TensorFlow/PyTorch.
### Additional Notes
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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Interested candidates should be prepared to walk through relevant past work during the interview process. References may be requested closer to the offer stage rather than at the start of the process. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
**Department:** AI Strategy & Consulting | **Industry:** Artificial Intelligence (AI)
**Location:** Ahmedabad | **Job Type:** Full-time (WFH) | **CTC:** INR 16.5-30.6 LPA
### Role Overview
An opening exists for an AI Product Strategy Consultant to join the Artificial Intelligence (AI) vertical, focused on AI Strategy & Consulting. The role is positioned at the mid level and reports into the broader AI Strategy & Consulting charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai strategy & consulting.
- Apply working knowledge of AI Strategy and Cloud Platforms (AWS/GCP/Azure) 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.
- 3 years of relevant experience (mid level).
- Working proficiency in: AI Strategy, Cloud Platforms (AWS/GCP/Azure), Statistical Modelling, Consulting, Machine Learning, TensorFlow/PyTorch.
### Additional Notes
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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Interested candidates should be prepared to walk through relevant past work during the interview process. References may be requested closer to the offer stage rather than at the start of the process. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.