Job Description
We're hiring a Director – Responsible AI to join our growing AI Ethics & Governance team - if this sounds like your kind of work, read on.
You'll be working out of Remote (Pan India) (leadership - full-time), and honestly, the day-to-day is going to revolve around Cloud Platforms (AWS/GCP/Azure) and Deep Learning. We're not looking for someone who just ticks boxes - we want someone who actually cares about ai ethics & governance.
On paper, we'd expect M.Tech (AI/ML) and somewhere around 11 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 26.5-53.0 LPA - fair for the senior level band and open to discussion based on what you bring.
The organisation has historically promoted from within for a majority of its senior and lead openings. High performers in this role typically move into a broader ownership scope within 18-24 months.
References may be requested closer to the offer stage rather than at the start of the 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.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The next logical step from this position is a senior or lead-track role within the same function.
Interested candidates should be prepared to walk through relevant past work during the interview process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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 hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. 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. Compensation includes standard statutory benefits along with performance-linked variable pay.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
You'll be working out of Remote (Pan India) (leadership - full-time), and honestly, the day-to-day is going to revolve around Cloud Platforms (AWS/GCP/Azure) and Deep Learning. We're not looking for someone who just ticks boxes - we want someone who actually cares about ai ethics & governance.
On paper, we'd expect M.Tech (AI/ML) and somewhere around 11 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 26.5-53.0 LPA - fair for the senior level band and open to discussion based on what you bring.
The organisation has historically promoted from within for a majority of its senior and lead openings. High performers in this role typically move into a broader ownership scope within 18-24 months.
References may be requested closer to the offer stage rather than at the start of the 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.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The next logical step from this position is a senior or lead-track role within the same function.
Interested candidates should be prepared to walk through relevant past work during the interview process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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 hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. 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. Compensation includes standard statutory benefits along with performance-linked variable pay.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.