Job Description
Looking for a Computer Vision Research Lead who's genuinely interested in Computer Vision and wants to make an impact from day one.
You'll be working out of Kolkata (full-time), and honestly, the day-to-day is going to revolve around Computer Vision/NLP Basics and Python. We're not looking for someone who just ticks boxes - we want someone who actually cares about computer vision.
On paper, we'd expect Ph.D (ML/AI) and somewhere around 9 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 26.2-83.2 LPA - fair for the senior level band and open to discussion based on what you bring.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The package is structured with a fixed component, performance bonus, and standard health coverage. References may be requested closer to the offer stage rather than at the start of the process.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
High performers in this role typically move into a broader ownership scope within 18-24 months. 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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. The next logical step from this position is a senior or lead-track role within the same function.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. 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. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
You'll be working out of Kolkata (full-time), and honestly, the day-to-day is going to revolve around Computer Vision/NLP Basics and Python. We're not looking for someone who just ticks boxes - we want someone who actually cares about computer vision.
On paper, we'd expect Ph.D (ML/AI) and somewhere around 9 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 26.2-83.2 LPA - fair for the senior level band and open to discussion based on what you bring.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The package is structured with a fixed component, performance bonus, and standard health coverage. References may be requested closer to the offer stage rather than at the start of the process.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
High performers in this role typically move into a broader ownership scope within 18-24 months. 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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. The next logical step from this position is a senior or lead-track role within the same function.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. 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. Relocation assistance may be extended for candidates moving from a different city, subject to approval.