Job Description
## AI Security Integration Engineer
**Department:** AI for Cybersecurity | **Industry:** Machine Learning
**Location:** Remote (Pan India) | **Job Type:** Hybrid | **CTC:** INR 25.8-50.4 LPA
### Role Overview
This position calls for an AI Security Integration Engineer who can take ownership of core responsibilities within our AI for Cybersecurity team. The role is positioned at the mid level and reports into the broader AI for Cybersecurity charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai for cybersecurity.
- Apply working knowledge of Computer Vision/NLP Basics and AI for Cybersecurity 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
- B.Tech (CS/AI) or equivalent qualification.
- 3 years of relevant experience (mid level).
- Working proficiency in: Computer Vision/NLP Basics, AI for Cybersecurity, Python, Model Evaluation & Tuning, Feature Engineering, Data Preprocessing.
### Additional Notes
Learning and certification support is available for tools and frameworks directly relevant to the role. References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. 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. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Internal job postings are open to employees who've completed a minimum tenure in their current role. Interested candidates should be prepared to walk through relevant past work during the interview process. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. High performers in this role typically move into a broader ownership scope within 18-24 months. The package is structured with a fixed component, performance bonus, and standard health coverage. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Compensation includes standard statutory benefits along with performance-linked variable pay. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
**Department:** AI for Cybersecurity | **Industry:** Machine Learning
**Location:** Remote (Pan India) | **Job Type:** Hybrid | **CTC:** INR 25.8-50.4 LPA
### Role Overview
This position calls for an AI Security Integration Engineer who can take ownership of core responsibilities within our AI for Cybersecurity team. The role is positioned at the mid level and reports into the broader AI for Cybersecurity charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai for cybersecurity.
- Apply working knowledge of Computer Vision/NLP Basics and AI for Cybersecurity 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
- B.Tech (CS/AI) or equivalent qualification.
- 3 years of relevant experience (mid level).
- Working proficiency in: Computer Vision/NLP Basics, AI for Cybersecurity, Python, Model Evaluation & Tuning, Feature Engineering, Data Preprocessing.
### Additional Notes
Learning and certification support is available for tools and frameworks directly relevant to the role. References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. 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. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Internal job postings are open to employees who've completed a minimum tenure in their current role. Interested candidates should be prepared to walk through relevant past work during the interview process. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. High performers in this role typically move into a broader ownership scope within 18-24 months. The package is structured with a fixed component, performance bonus, and standard health coverage. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Compensation includes standard statutory benefits along with performance-linked variable pay. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.