Job Description
We're hiring a Data Performance Engineer to join our growing Data Engineering team - if this sounds like your kind of work, read on.
You'll be working out of Hyderabad (full-time), and honestly, the day-to-day is going to revolve around Data Engineering and Machine Learning Algorithms. We're not looking for someone who just ticks boxes - we want someone who actually cares about data engineering.
On paper, we'd expect B.Tech (CS/AI) and somewhere around 7 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 19.2-51.4 LPA - fair for the mid level band and open to discussion based on what you bring.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The package is structured with a fixed component, performance bonus, and standard health coverage.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Interested candidates should be prepared to walk through relevant past work during the interview process. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
References may be requested closer to the offer stage rather than at the start of the process. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The next logical step from this position is a senior or lead-track role within the same function.
The organisation has historically promoted from within for a majority of its senior and lead openings. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Compensation includes standard statutory benefits along with performance-linked variable pay.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Learning and certification support is available for tools and frameworks directly relevant to the role.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. High performers in this role typically move into a broader ownership scope within 18-24 months.
You'll be working out of Hyderabad (full-time), and honestly, the day-to-day is going to revolve around Data Engineering and Machine Learning Algorithms. We're not looking for someone who just ticks boxes - we want someone who actually cares about data engineering.
On paper, we'd expect B.Tech (CS/AI) and somewhere around 7 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 19.2-51.4 LPA - fair for the mid level band and open to discussion based on what you bring.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The package is structured with a fixed component, performance bonus, and standard health coverage.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Interested candidates should be prepared to walk through relevant past work during the interview process. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
References may be requested closer to the offer stage rather than at the start of the process. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The next logical step from this position is a senior or lead-track role within the same function.
The organisation has historically promoted from within for a majority of its senior and lead openings. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Compensation includes standard statutory benefits along with performance-linked variable pay.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Learning and certification support is available for tools and frameworks directly relevant to the role.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. High performers in this role typically move into a broader ownership scope within 18-24 months.