Job Description
Looking for a Director of Payload & Sensor Payload Engineer (QA) who's genuinely interested in Payload & Sensor Integration - Quality & Compliance and wants to make an impact from day one.
You'll be working out of Hyderabad (full-time), and honestly, the day-to-day is going to revolve around Mission Planning and Flight Control Systems. We're not looking for someone who just ticks boxes - we want someone who actually cares about payload & sensor integration - quality & compliance.
On paper, we'd expect M.Tech (UAV/Avionics Systems) 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 35.4-58.1 LPA - fair for the senior level band and open to discussion based on what you bring.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation has historically promoted from within for a majority of its senior and lead openings.
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.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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 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.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
You'll be working out of Hyderabad (full-time), and honestly, the day-to-day is going to revolve around Mission Planning and Flight Control Systems. We're not looking for someone who just ticks boxes - we want someone who actually cares about payload & sensor integration - quality & compliance.
On paper, we'd expect M.Tech (UAV/Avionics Systems) 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 35.4-58.1 LPA - fair for the senior level band and open to discussion based on what you bring.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation has historically promoted from within for a majority of its senior and lead openings.
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.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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 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.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.