Job Description
Here's the deal: we need an AI Strategy & Analytics Director who can hit the ground running on AI Strategy & Consulting work.
You'll be working out of Coimbatore (hybrid), and honestly, the day-to-day is going to revolve around Statistical Modelling and AI Strategy. We're not looking for someone who just ticks boxes - we want someone who actually cares about ai strategy & consulting.
On paper, we'd expect Ph.D (AI) and somewhere around 15 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 45.2-105.4 LPA - fair for the senior level band and open to discussion based on what you bring.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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 role alternates between independent deep work and short coordination huddles with stakeholders across functions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. Interested candidates should be prepared to walk through relevant past work during the interview process.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Learning and certification support is available for tools and frameworks directly relevant to the role.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The next logical step from this position is a senior or lead-track role within the same function.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The organisation has historically promoted from within for a majority of its senior and lead openings.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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.
You'll be working out of Coimbatore (hybrid), and honestly, the day-to-day is going to revolve around Statistical Modelling and AI Strategy. We're not looking for someone who just ticks boxes - we want someone who actually cares about ai strategy & consulting.
On paper, we'd expect Ph.D (AI) and somewhere around 15 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 45.2-105.4 LPA - fair for the senior level band and open to discussion based on what you bring.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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 role alternates between independent deep work and short coordination huddles with stakeholders across functions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. Interested candidates should be prepared to walk through relevant past work during the interview process.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Learning and certification support is available for tools and frameworks directly relevant to the role.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The next logical step from this position is a senior or lead-track role within the same function.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The organisation has historically promoted from within for a majority of its senior and lead openings.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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.