Job Description
## AI Security & Privacy Director
**Department:** AI Security & Privacy | **Industry:** Artificial Intelligence (AI)
**Location:** Delhi NCR | **Job Type:** Leadership - Full-time | **CTC:** INR 22.2-71.1 LPA
### Role Overview
We are looking to onboard an AI Security & Privacy Director to strengthen our AI Security & Privacy function within Artificial Intelligence (AI). The role is positioned at the senior level and reports into the broader AI Security & Privacy charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai security & privacy.
- Apply working knowledge of Natural Language Processing and Computer Vision 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
- M.Tech (AI/ML) or equivalent qualification.
- 13 years of relevant experience (senior level).
- Working proficiency in: Natural Language Processing, Computer Vision, Privacy, Statistical Modelling, Neural Network Architectures, AI Security.
### Additional Notes
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Interested candidates should be prepared to walk through relevant past work during the interview process. 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. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The next logical step from this position is a senior or lead-track role within the same function. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The package is structured with a fixed component, performance bonus, and standard health coverage. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Compensation includes standard statutory benefits along with performance-linked variable pay. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
**Department:** AI Security & Privacy | **Industry:** Artificial Intelligence (AI)
**Location:** Delhi NCR | **Job Type:** Leadership - Full-time | **CTC:** INR 22.2-71.1 LPA
### Role Overview
We are looking to onboard an AI Security & Privacy Director to strengthen our AI Security & Privacy function within Artificial Intelligence (AI). The role is positioned at the senior level and reports into the broader AI Security & Privacy charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai security & privacy.
- Apply working knowledge of Natural Language Processing and Computer Vision 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
- M.Tech (AI/ML) or equivalent qualification.
- 13 years of relevant experience (senior level).
- Working proficiency in: Natural Language Processing, Computer Vision, Privacy, Statistical Modelling, Neural Network Architectures, AI Security.
### Additional Notes
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Interested candidates should be prepared to walk through relevant past work during the interview process. 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. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The next logical step from this position is a senior or lead-track role within the same function. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The package is structured with a fixed component, performance bonus, and standard health coverage. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Compensation includes standard statutory benefits along with performance-linked variable pay. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Most days include at least one review checkpoint where progress is discussed against the plan for the week.