Job Description
**Growth Marketing Intern** | Bhubaneswar | Full-time (WFH) | INR 5.2-11.1 LPA
**About the role:**
- Position within Digital Marketing, under the Marketing Management vertical
- Level: junior level
- Reports to the functional head for Digital Marketing
**What you'll do:**
- Handle core digital marketing activities on a day-to-day basis
- Use Content Strategy regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Content Strategy
- Budget Management (Marketing)
- Brand Management
- Digital Marketing
- Cross-channel Marketing
- MBA (Marketing)
- 2+ years of relevant experience
**Good to know:**
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. The next logical step from this position is a senior or lead-track role within the same function.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- High performers in this role typically move into a broader ownership scope within 18-24 months. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
**About the role:**
- Position within Digital Marketing, under the Marketing Management vertical
- Level: junior level
- Reports to the functional head for Digital Marketing
**What you'll do:**
- Handle core digital marketing activities on a day-to-day basis
- Use Content Strategy regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Content Strategy
- Budget Management (Marketing)
- Brand Management
- Digital Marketing
- Cross-channel Marketing
- MBA (Marketing)
- 2+ years of relevant experience
**Good to know:**
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. The next logical step from this position is a senior or lead-track role within the same function.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- High performers in this role typically move into a broader ownership scope within 18-24 months. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.