Job Description
**Chatbot Software Engineer** | Kochi | Full-time | INR 25.0-35.7 LPA
**About the role:**
- Position within AI Chatbots, under the Artificial Intelligence (AI) vertical
- Level: mid level
- Reports to the functional head for AI Chatbots
**What you'll do:**
- Handle core ai chatbots activities on a day-to-day basis
- Use Cloud Platforms (AWS/GCP/Azure) regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Cloud Platforms (AWS/GCP/Azure)
- Neural Network Architectures
- Deep Learning
- AI Chatbots
- Python
- Computer Vision
- Statistical Modelling
- Model Deployment (MLOps)
- B.Tech (CS/AI)
- 4+ years of relevant experience
**Good to know:**
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- 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 hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. High performers in this role typically move into a broader ownership scope within 18-24 months. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation has historically promoted from within for a majority of its senior and lead openings. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. 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.
- Interested candidates should be prepared to walk through relevant past work during the interview process. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Learning and certification support is available for tools and frameworks directly relevant to the role.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
**About the role:**
- Position within AI Chatbots, under the Artificial Intelligence (AI) vertical
- Level: mid level
- Reports to the functional head for AI Chatbots
**What you'll do:**
- Handle core ai chatbots activities on a day-to-day basis
- Use Cloud Platforms (AWS/GCP/Azure) regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Cloud Platforms (AWS/GCP/Azure)
- Neural Network Architectures
- Deep Learning
- AI Chatbots
- Python
- Computer Vision
- Statistical Modelling
- Model Deployment (MLOps)
- B.Tech (CS/AI)
- 4+ years of relevant experience
**Good to know:**
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- 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 hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. High performers in this role typically move into a broader ownership scope within 18-24 months. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation has historically promoted from within for a majority of its senior and lead openings. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. 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.
- Interested candidates should be prepared to walk through relevant past work during the interview process. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Learning and certification support is available for tools and frameworks directly relevant to the role.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.