Job Description
Junior Machine Learning Engineer – EdTech | Bengaluru | INR 7.1-18.1 LPA
AI in Education role, junior level, full-time.
Need: M.Tech (AI/ML), 0+ yrs.
Core skills: AI in Education, Python, Computer Vision, Statistical Modelling, Model Deployment (MLOps).
If this fits your profile in ai in education, apply now.
The organisation has historically promoted from within for a majority of its senior and lead openings. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
AI in Education role, junior level, full-time.
Need: M.Tech (AI/ML), 0+ yrs.
Core skills: AI in Education, Python, Computer Vision, Statistical Modelling, Model Deployment (MLOps).
If this fits your profile in ai in education, apply now.
The organisation has historically promoted from within for a majority of its senior and lead openings. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.