Job Description
Unmanned Aerial Systems (Defense & Surveillance) is looking for an experienced Director of Payload & Sensor Payload Engineer to take ownership of the Payload & Sensor Integration - Fundamentals 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 M.Tech (UAV/Avionics Systems), with a demonstrated track record across Data Link Communications, Testing & Validation Protocols, Surveillance Data Analysis, Payload, Sensor Integration. 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 34.9-82.9 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 payload & sensor integration - fundamentals.
Interested candidates should be prepared to walk through relevant past work during the interview process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Compensation includes standard statutory benefits along with performance-linked variable pay. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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.
High performers in this role typically move into a broader ownership scope within 18-24 months. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The organisation has historically promoted from within for a majority of its senior and lead openings. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Learning and certification support is available for tools and frameworks directly relevant to the role.
The successful candidate will bring approximately 13 years of progressively senior experience, holding M.Tech (UAV/Avionics Systems), with a demonstrated track record across Data Link Communications, Testing & Validation Protocols, Surveillance Data Analysis, Payload, Sensor Integration. 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 34.9-82.9 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 payload & sensor integration - fundamentals.
Interested candidates should be prepared to walk through relevant past work during the interview process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Compensation includes standard statutory benefits along with performance-linked variable pay. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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.
High performers in this role typically move into a broader ownership scope within 18-24 months. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The organisation has historically promoted from within for a majority of its senior and lead openings. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Learning and certification support is available for tools and frameworks directly relevant to the role.