Job Description
## Director – Intelligent Learning Systems
**Department:** AI in Education | **Industry:** EdTech
**Location:** Ahmedabad | **Job Type:** Hybrid | **CTC:** INR 26.5-47.0 LPA
### Role Overview
We are looking to onboard a Director – Intelligent Learning Systems to strengthen our AI in Education function within EdTech. The role is positioned at the senior level and reports into the broader AI in Education charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai in education.
- Apply working knowledge of Curriculum Alignment and Ed-tech Sales/Growth Basics to daily execution.
- Coordinate with cross-functional stakeholders within EdTech.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- MBA (EdTech/Marketing) or equivalent qualification.
- 8 years of relevant experience (senior level).
- Working proficiency in: Curriculum Alignment, Ed-tech Sales/Growth Basics, AI in Education, A/B Testing (EdTech), Learning Experience Design, Content Strategy (EdTech), Product Knowledge (EdTech Platforms).
### Additional Notes
Learning and certification support is available for tools and frameworks directly relevant to the role. The package is structured with a fixed component, performance bonus, and standard health coverage. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Internal job postings are open to employees who've completed a minimum tenure in their current role. Interested candidates should be prepared to walk through relevant past work during the interview process. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The next logical step from this position is a senior or lead-track role within the same function. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. High performers in this role typically move into a broader ownership scope within 18-24 months. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Compensation includes standard statutory benefits along with performance-linked variable pay. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
**Department:** AI in Education | **Industry:** EdTech
**Location:** Ahmedabad | **Job Type:** Hybrid | **CTC:** INR 26.5-47.0 LPA
### Role Overview
We are looking to onboard a Director – Intelligent Learning Systems to strengthen our AI in Education function within EdTech. The role is positioned at the senior level and reports into the broader AI in Education charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai in education.
- Apply working knowledge of Curriculum Alignment and Ed-tech Sales/Growth Basics to daily execution.
- Coordinate with cross-functional stakeholders within EdTech.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- MBA (EdTech/Marketing) or equivalent qualification.
- 8 years of relevant experience (senior level).
- Working proficiency in: Curriculum Alignment, Ed-tech Sales/Growth Basics, AI in Education, A/B Testing (EdTech), Learning Experience Design, Content Strategy (EdTech), Product Knowledge (EdTech Platforms).
### Additional Notes
Learning and certification support is available for tools and frameworks directly relevant to the role. The package is structured with a fixed component, performance bonus, and standard health coverage. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Internal job postings are open to employees who've completed a minimum tenure in their current role. Interested candidates should be prepared to walk through relevant past work during the interview process. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The next logical step from this position is a senior or lead-track role within the same function. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. High performers in this role typically move into a broader ownership scope within 18-24 months. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Compensation includes standard statutory benefits along with performance-linked variable pay. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.