Job Description
## Data Framework Engineer
**Department:** Data Engineering | **Industry:** Machine Learning
**Location:** Delhi NCR | **Job Type:** Full-time | **CTC:** INR 7.9-36.2 LPA
### Role Overview
The organisation is seeking a qualified Data Framework Engineer to support ongoing initiatives in Data Engineering. The role is positioned at the mid level and reports into the broader Data Engineering charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to data engineering.
- Apply working knowledge of Python and Machine Learning Algorithms to daily execution.
- Coordinate with cross-functional stakeholders within Machine Learning.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Tech (CS/AI) or equivalent qualification.
- 6 years of relevant experience (mid level).
- Working proficiency in: Python, Machine Learning Algorithms, Data Engineering, Data Preprocessing, MLOps, Model Evaluation & Tuning, Cloud Platforms (AWS/GCP).
### Additional Notes
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. References may be requested closer to the offer stage rather than at the start of the process. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The package is structured with a fixed component, performance bonus, and standard health coverage. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. High performers in this role typically move into a broader ownership scope within 18-24 months. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Learning and certification support is available for tools and frameworks directly relevant to the role. Interested candidates should be prepared to walk through relevant past work during the interview process. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function.
**Department:** Data Engineering | **Industry:** Machine Learning
**Location:** Delhi NCR | **Job Type:** Full-time | **CTC:** INR 7.9-36.2 LPA
### Role Overview
The organisation is seeking a qualified Data Framework Engineer to support ongoing initiatives in Data Engineering. The role is positioned at the mid level and reports into the broader Data Engineering charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to data engineering.
- Apply working knowledge of Python and Machine Learning Algorithms to daily execution.
- Coordinate with cross-functional stakeholders within Machine Learning.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Tech (CS/AI) or equivalent qualification.
- 6 years of relevant experience (mid level).
- Working proficiency in: Python, Machine Learning Algorithms, Data Engineering, Data Preprocessing, MLOps, Model Evaluation & Tuning, Cloud Platforms (AWS/GCP).
### Additional Notes
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. References may be requested closer to the offer stage rather than at the start of the process. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The package is structured with a fixed component, performance bonus, and standard health coverage. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. High performers in this role typically move into a broader ownership scope within 18-24 months. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Learning and certification support is available for tools and frameworks directly relevant to the role. Interested candidates should be prepared to walk through relevant past work during the interview process. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function.