Job Description
We're hiring a Digital Brand Marketing Director to join our growing Digital Marketing team - if this sounds like your kind of work, read on.
You'll be working out of Chandigarh (hybrid), and honestly, the day-to-day is going to revolve around Content Strategy and Interviewing Techniques. We're not looking for someone who just ticks boxes - we want someone who actually cares about digital marketing.
On paper, we'd expect M.A (Journalism) and somewhere around 12 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 4.7-28.6 LPA - fair for the senior level band and open to discussion based on what you bring.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
References may be requested closer to the offer stage rather than at the start of the process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Learning and certification support is available for tools and frameworks directly relevant to the role. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
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.
You'll be working out of Chandigarh (hybrid), and honestly, the day-to-day is going to revolve around Content Strategy and Interviewing Techniques. We're not looking for someone who just ticks boxes - we want someone who actually cares about digital marketing.
On paper, we'd expect M.A (Journalism) and somewhere around 12 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 4.7-28.6 LPA - fair for the senior level band and open to discussion based on what you bring.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
References may be requested closer to the offer stage rather than at the start of the process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Learning and certification support is available for tools and frameworks directly relevant to the role. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
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.