Job Description
**Lead Machine Learning Engineer** | Indore | Full-time | INR 20.3-68.2 LPA
**About the role:**
- Position within Machine Learning Engineering, under the Analytics / Data Analytics vertical
- Level: senior level
- Reports to the functional head for Machine Learning Engineering
**What you'll do:**
- Handle core machine learning engineering activities on a day-to-day basis
- Use Data Visualization 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:**
- Data Visualization
- SQL
- A/B Testing
- Excel (Advanced)
- Predictive Analytics
- Machine Learning Engineering
- B.Sc (Statistics)
- 9+ years of relevant experience
**Good to know:**
- References may be requested closer to the offer stage rather than at the start of the process. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- 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. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation has historically promoted from within for a majority of its senior and lead openings.
- Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The next logical step from this position is a senior or lead-track role within the same function. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Learning and certification support is available for tools and frameworks directly relevant to the role.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The package is structured with a fixed component, performance bonus, and standard health coverage. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Interested candidates should be prepared to walk through relevant past work during the interview process.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
**About the role:**
- Position within Machine Learning Engineering, under the Analytics / Data Analytics vertical
- Level: senior level
- Reports to the functional head for Machine Learning Engineering
**What you'll do:**
- Handle core machine learning engineering activities on a day-to-day basis
- Use Data Visualization 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:**
- Data Visualization
- SQL
- A/B Testing
- Excel (Advanced)
- Predictive Analytics
- Machine Learning Engineering
- B.Sc (Statistics)
- 9+ years of relevant experience
**Good to know:**
- References may be requested closer to the offer stage rather than at the start of the process. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- 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. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation has historically promoted from within for a majority of its senior and lead openings.
- Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The next logical step from this position is a senior or lead-track role within the same function. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Learning and certification support is available for tools and frameworks directly relevant to the role.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The package is structured with a fixed component, performance bonus, and standard health coverage. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Interested candidates should be prepared to walk through relevant past work during the interview process.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.