Job Description
Artificial Intelligence (AI) is looking for an experienced Lead AI Marketing Strategist to take ownership of the AI-driven Marketing charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 8 years of progressively senior experience, holding M.Sc (Data Science), with a demonstrated track record across driven Marketing, Machine Learning, Computer Vision, Python, Cloud Platforms (AWS/GCP/Azure). Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hybrid - Pune on a full-time arrangement. Compensation is benchmarked at INR 18.0-68.5 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within ai-driven marketing.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process. The package is structured with a fixed component, performance bonus, and standard health coverage.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Interested candidates should be prepared to walk through relevant past work during the interview process. The next logical step from this position is a senior or lead-track role within the same function.
Internal job postings are open to employees who've completed a minimum tenure in their current role. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The organisation has historically promoted from within for a majority of its senior and lead openings.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
High performers in this role typically move into a broader ownership scope within 18-24 months. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
References may be requested closer to the offer stage rather than at the start of the process. Compensation includes standard statutory benefits along with performance-linked variable pay.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The successful candidate will bring approximately 8 years of progressively senior experience, holding M.Sc (Data Science), with a demonstrated track record across driven Marketing, Machine Learning, Computer Vision, Python, Cloud Platforms (AWS/GCP/Azure). Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hybrid - Pune on a full-time arrangement. Compensation is benchmarked at INR 18.0-68.5 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within ai-driven marketing.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process. The package is structured with a fixed component, performance bonus, and standard health coverage.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Interested candidates should be prepared to walk through relevant past work during the interview process. The next logical step from this position is a senior or lead-track role within the same function.
Internal job postings are open to employees who've completed a minimum tenure in their current role. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The organisation has historically promoted from within for a majority of its senior and lead openings.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
High performers in this role typically move into a broader ownership scope within 18-24 months. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
References may be requested closer to the offer stage rather than at the start of the process. Compensation includes standard statutory benefits along with performance-linked variable pay.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.