Job Description
Join us as a Director of Project Feasibility & Maintenance Engineer (Client Relations) and help us push Project Feasibility & Financial Analysis - Client & Stakeholder Management forward within Urban Waste-to-Energy.
You'll be working out of Ahmedabad (hybrid), and honestly, the day-to-day is going to revolve around Safety Management and Energy Output Optimisation. We're not looking for someone who just ticks boxes - we want someone who actually cares about project feasibility & financial analysis - client & stakeholder management.
On paper, we'd expect M.Tech (Waste Management/Energy) and somewhere around 16 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 25.1-65.6 LPA - fair for the senior level band and open to discussion based on what you bring.
High performers in this role typically move into a broader ownership scope within 18-24 months. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Learning and certification support is available for tools and frameworks directly relevant to the role. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The organisation has historically promoted from within for a majority of its senior and lead openings. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The package is structured with a fixed component, performance bonus, and standard health coverage.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
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. Compensation includes standard statutory benefits along with performance-linked variable pay.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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.
References may be requested closer to the offer stage rather than at the start of the process. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
You'll be working out of Ahmedabad (hybrid), and honestly, the day-to-day is going to revolve around Safety Management and Energy Output Optimisation. We're not looking for someone who just ticks boxes - we want someone who actually cares about project feasibility & financial analysis - client & stakeholder management.
On paper, we'd expect M.Tech (Waste Management/Energy) and somewhere around 16 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 25.1-65.6 LPA - fair for the senior level band and open to discussion based on what you bring.
High performers in this role typically move into a broader ownership scope within 18-24 months. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Learning and certification support is available for tools and frameworks directly relevant to the role. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The organisation has historically promoted from within for a majority of its senior and lead openings. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The package is structured with a fixed component, performance bonus, and standard health coverage.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
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. Compensation includes standard statutory benefits along with performance-linked variable pay.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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.
References may be requested closer to the offer stage rather than at the start of the process. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.