Job Description
We are looking to onboard a Head of AI Customer Experience – Conversational Systems to strengthen our Conversational AI function within Artificial Intelligence (AI). This is a senior level opening based out of Indore, offered on a leadership - full-time basis.
The ideal candidate holds M.Tech (AI/ML) and brings roughly 10 years of hands-on exposure to conversational ai. Day-to-day, the work draws heavily on Computer Vision, Python, Deep Learning, TensorFlow/PyTorch, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 41.0-97.1 LPA, in line with market standards for senior level roles within artificial intelligence (ai).
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. The package is structured with a fixed component, performance bonus, and standard health coverage.
Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation has historically promoted from within for a majority of its senior and lead openings.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The next logical step from this position is a senior or lead-track role within the same function. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Compensation includes standard statutory benefits along with performance-linked variable pay. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Learning and certification support is available for tools and frameworks directly relevant to the role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.
The ideal candidate holds M.Tech (AI/ML) and brings roughly 10 years of hands-on exposure to conversational ai. Day-to-day, the work draws heavily on Computer Vision, Python, Deep Learning, TensorFlow/PyTorch, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 41.0-97.1 LPA, in line with market standards for senior level roles within artificial intelligence (ai).
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. The package is structured with a fixed component, performance bonus, and standard health coverage.
Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation has historically promoted from within for a majority of its senior and lead openings.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The next logical step from this position is a senior or lead-track role within the same function. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Compensation includes standard statutory benefits along with performance-linked variable pay. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Learning and certification support is available for tools and frameworks directly relevant to the role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.