Job Description
Looking for an Associate Payload & Sensor Programme Manager (Strategy) who's genuinely interested in Payload & Sensor Integration - Strategy & Planning and wants to make an impact from day one.
You'll be working out of Delhi NCR (full-time (wfh)), and honestly, the day-to-day is going to revolve around Flight Control Systems and Payload. We're not looking for someone who just ticks boxes - we want someone who actually cares about payload & sensor integration - strategy & planning.
On paper, we'd expect B.Tech (Aerospace/Electronics) and somewhere around 2 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 11.2-28.0 LPA - fair for the junior level band and open to discussion based on what you bring.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings.
References may be requested closer to the offer stage rather than at the start of the process. Interested candidates should be prepared to walk through relevant past work during the interview process. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
You'll be working out of Delhi NCR (full-time (wfh)), and honestly, the day-to-day is going to revolve around Flight Control Systems and Payload. We're not looking for someone who just ticks boxes - we want someone who actually cares about payload & sensor integration - strategy & planning.
On paper, we'd expect B.Tech (Aerospace/Electronics) and somewhere around 2 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 11.2-28.0 LPA - fair for the junior level band and open to discussion based on what you bring.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings.
References may be requested closer to the offer stage rather than at the start of the process. Interested candidates should be prepared to walk through relevant past work during the interview process. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.