Job Description
## AI Voice Assistant Developer – Mid-Level
**Department:** Conversational AI | **Industry:** Artificial Intelligence (AI)
**Location:** Indore | **Job Type:** Contract | **CTC:** INR 23.5-44.9 LPA
### Role Overview
An opening exists for an AI Voice Assistant Developer – Mid-Level to join the Artificial Intelligence (AI) vertical, focused on Conversational AI. The role is positioned at the mid level and reports into the broader Conversational AI charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to conversational ai.
- Apply working knowledge of TensorFlow/PyTorch and Machine Learning 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.
- 3 years of relevant experience (mid level).
- Working proficiency in: TensorFlow/PyTorch, Machine Learning, Conversational AI, Python, Data Preprocessing.
### Additional Notes
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Relocation assistance may be extended for candidates moving from a different city, subject to approval. High performers in this role typically move into a broader ownership scope within 18-24 months. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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. The next logical step from this position is a senior or lead-track role within the same function. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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. The package is structured with a fixed component, performance bonus, and standard health coverage. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. References may be requested closer to the offer stage rather than at the start of the process. 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 organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
**Department:** Conversational AI | **Industry:** Artificial Intelligence (AI)
**Location:** Indore | **Job Type:** Contract | **CTC:** INR 23.5-44.9 LPA
### Role Overview
An opening exists for an AI Voice Assistant Developer – Mid-Level to join the Artificial Intelligence (AI) vertical, focused on Conversational AI. The role is positioned at the mid level and reports into the broader Conversational AI charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to conversational ai.
- Apply working knowledge of TensorFlow/PyTorch and Machine Learning 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.
- 3 years of relevant experience (mid level).
- Working proficiency in: TensorFlow/PyTorch, Machine Learning, Conversational AI, Python, Data Preprocessing.
### Additional Notes
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Relocation assistance may be extended for candidates moving from a different city, subject to approval. High performers in this role typically move into a broader ownership scope within 18-24 months. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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. The next logical step from this position is a senior or lead-track role within the same function. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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. The package is structured with a fixed component, performance bonus, and standard health coverage. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. References may be requested closer to the offer stage rather than at the start of the process. 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 organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.