Job Description
Join us as a Director of Community Outreach (Conservation) Conservation Director (QA) and help us push Community Outreach (Conservation) - Quality & Compliance forward within Zoology & Wildlife Conservation.
You'll be working out of Kolkata (full-time), and honestly, the day-to-day is going to revolve around Data Analysis (Ecological) and Quality. We're not looking for someone who just ticks boxes - we want someone who actually cares about community outreach (conservation) - quality & compliance.
On paper, we'd expect PG Diploma in Wildlife Management and somewhere around 14 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 17.3-47.8 LPA - fair for the senior level band and open to discussion based on what you bring.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Interested candidates should be prepared to walk through relevant past work during the interview process.
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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Compensation includes standard statutory benefits along with performance-linked variable pay.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. High performers in this role typically move into a broader ownership scope within 18-24 months.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
You'll be working out of Kolkata (full-time), and honestly, the day-to-day is going to revolve around Data Analysis (Ecological) and Quality. We're not looking for someone who just ticks boxes - we want someone who actually cares about community outreach (conservation) - quality & compliance.
On paper, we'd expect PG Diploma in Wildlife Management and somewhere around 14 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 17.3-47.8 LPA - fair for the senior level band and open to discussion based on what you bring.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Interested candidates should be prepared to walk through relevant past work during the interview process.
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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Compensation includes standard statutory benefits along with performance-linked variable pay.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. High performers in this role typically move into a broader ownership scope within 18-24 months.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.