Job Description
Application Development / Software Applications is looking for an experienced Director – Data Engineering to take ownership of the Data Engineering charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 13 years of progressively senior experience, holding BCA, with a demonstrated track record across Debugging & Troubleshooting, Java/Python/JavaScript, Unit Testing, Data Engineering, Agile/Scrum. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hyderabad on a full-time arrangement. Compensation is benchmarked at INR 10.0-28.4 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within data engineering.
The package is structured with a fixed component, performance bonus, and standard health coverage. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
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. Learning and certification support is available for tools and frameworks directly relevant to the role.
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. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Compensation includes standard statutory benefits along with performance-linked variable pay. High performers in this role typically move into a broader ownership scope within 18-24 months.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Interested candidates should be prepared to walk through relevant past work during the interview process.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
The successful candidate will bring approximately 13 years of progressively senior experience, holding BCA, with a demonstrated track record across Debugging & Troubleshooting, Java/Python/JavaScript, Unit Testing, Data Engineering, Agile/Scrum. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hyderabad on a full-time arrangement. Compensation is benchmarked at INR 10.0-28.4 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within data engineering.
The package is structured with a fixed component, performance bonus, and standard health coverage. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
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. Learning and certification support is available for tools and frameworks directly relevant to the role.
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. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Compensation includes standard statutory benefits along with performance-linked variable pay. High performers in this role typically move into a broader ownership scope within 18-24 months.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Interested candidates should be prepared to walk through relevant past work during the interview process.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.