Job Description
## Content Development Director
**Department:** Content Writing | **Industry:** Media & Communications
**Location:** Coimbatore | **Job Type:** Hybrid | **CTC:** INR 6.6-25.8 LPA
### Role Overview
We are looking to onboard a Content Development Director to strengthen our Content Writing function within Media & Communications. The role is positioned at the senior level and reports into the broader Content Writing charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to content writing.
- Apply working knowledge of Content Writing and Media Relations to daily execution.
- Coordinate with cross-functional stakeholders within Media & Communications.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.A (Journalism) or equivalent qualification.
- 10 years of relevant experience (senior level).
- Working proficiency in: Content Writing, Media Relations, Content Strategy, Interviewing Techniques, Journalism, Investigative Journalism, Fact-Checking, Print Journalism.
### Additional Notes
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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation has historically promoted from within for a majority of its senior and lead openings. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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. High performers in this role typically move into a broader ownership scope within 18-24 months. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The package is structured with a fixed component, performance bonus, and standard health coverage. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The next logical step from this position is a senior or lead-track role within the same function. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
**Department:** Content Writing | **Industry:** Media & Communications
**Location:** Coimbatore | **Job Type:** Hybrid | **CTC:** INR 6.6-25.8 LPA
### Role Overview
We are looking to onboard a Content Development Director to strengthen our Content Writing function within Media & Communications. The role is positioned at the senior level and reports into the broader Content Writing charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to content writing.
- Apply working knowledge of Content Writing and Media Relations to daily execution.
- Coordinate with cross-functional stakeholders within Media & Communications.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.A (Journalism) or equivalent qualification.
- 10 years of relevant experience (senior level).
- Working proficiency in: Content Writing, Media Relations, Content Strategy, Interviewing Techniques, Journalism, Investigative Journalism, Fact-Checking, Print Journalism.
### Additional Notes
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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation has historically promoted from within for a majority of its senior and lead openings. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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. High performers in this role typically move into a broader ownership scope within 18-24 months. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The package is structured with a fixed component, performance bonus, and standard health coverage. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The next logical step from this position is a senior or lead-track role within the same function. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.