Job Description
We are looking to onboard an AI Research Engineer – Chatbots to strengthen our AI Chatbots function within Artificial Intelligence (AI). This is a mid level opening based out of Coimbatore, offered on a full-time basis.
The ideal candidate holds M.Tech (AI/ML) and brings roughly 3 years of hands-on exposure to ai chatbots. Day-to-day, the work draws heavily on Natural Language Processing, Neural Network Architectures, AI Chatbots, Python, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 4.2-37.3 LPA, in line with market standards for mid level roles within artificial intelligence (ai).
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Learning and certification support is available for tools and frameworks directly relevant to the role.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Compensation includes standard statutory benefits along with performance-linked variable pay.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Most days include at least one review checkpoint where progress is discussed against the plan for the week. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings. The next logical step from this position is a senior or lead-track role within the same function.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The package is structured with a fixed component, performance bonus, and standard health coverage.
Interested candidates should be prepared to walk through relevant past work during the interview process. Internal job postings are open to employees who've completed a minimum tenure in their current role.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. High performers in this role typically move into a broader ownership scope within 18-24 months. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.
The ideal candidate holds M.Tech (AI/ML) and brings roughly 3 years of hands-on exposure to ai chatbots. Day-to-day, the work draws heavily on Natural Language Processing, Neural Network Architectures, AI Chatbots, Python, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 4.2-37.3 LPA, in line with market standards for mid level roles within artificial intelligence (ai).
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Learning and certification support is available for tools and frameworks directly relevant to the role.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Compensation includes standard statutory benefits along with performance-linked variable pay.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Most days include at least one review checkpoint where progress is discussed against the plan for the week. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings. The next logical step from this position is a senior or lead-track role within the same function.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The package is structured with a fixed component, performance bonus, and standard health coverage.
Interested candidates should be prepared to walk through relevant past work during the interview process. Internal job postings are open to employees who've completed a minimum tenure in their current role.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. High performers in this role typically move into a broader ownership scope within 18-24 months. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.