Job Description
Here's the deal: we need a Content Media Writer who can hit the ground running on Content Writing work.
You'll be working out of Noida (full-time (wfh)), and honestly, the day-to-day is going to revolve around Journalism and Content Writing. We're not looking for someone who just ticks boxes - we want someone who actually cares about content writing.
On paper, we'd expect Diploma in Journalism and somewhere around 6 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 3.2-12.2 LPA - fair for the mid level band and open to discussion based on what you bring.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Interested candidates should be prepared to walk through relevant past work during the interview process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
The organisation has historically promoted from within for a majority of its senior and lead openings. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. References may be requested closer to the offer stage rather than at the start of the process.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The next logical step from this position is a senior or lead-track role within the same function. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
You'll be working out of Noida (full-time (wfh)), and honestly, the day-to-day is going to revolve around Journalism and Content Writing. We're not looking for someone who just ticks boxes - we want someone who actually cares about content writing.
On paper, we'd expect Diploma in Journalism and somewhere around 6 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 3.2-12.2 LPA - fair for the mid level band and open to discussion based on what you bring.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Interested candidates should be prepared to walk through relevant past work during the interview process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
The organisation has historically promoted from within for a majority of its senior and lead openings. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. References may be requested closer to the offer stage rather than at the start of the process.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The next logical step from this position is a senior or lead-track role within the same function. There is a defined internal mobility path for people who want to specialise deeper or move into people management.