Job Description
Undergraduate Admissions Counseling is looking for an experienced Lead Scholarship & Financial Outreach Officer to take ownership of the Scholarship & Financial Aid Guidance - Fundamentals 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 15 years of progressively senior experience, holding PG Diploma in Guidance & Counselling, with a demonstrated track record across CRM Software (Admissions), Parent & Student Communication, Scholarship, Territory Management, Financial Aid Guidance. 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 Noida on a full-time arrangement. Compensation is benchmarked at INR 6.5-33.1 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 scholarship & financial aid guidance - fundamentals.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. References may be requested closer to the offer stage rather than at the start of the process. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The package is structured with a fixed component, performance bonus, and standard health coverage.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Interested candidates should be prepared to walk through relevant past work during the interview process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
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.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The successful candidate will bring approximately 15 years of progressively senior experience, holding PG Diploma in Guidance & Counselling, with a demonstrated track record across CRM Software (Admissions), Parent & Student Communication, Scholarship, Territory Management, Financial Aid Guidance. 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 Noida on a full-time arrangement. Compensation is benchmarked at INR 6.5-33.1 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 scholarship & financial aid guidance - fundamentals.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. References may be requested closer to the offer stage rather than at the start of the process. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The package is structured with a fixed component, performance bonus, and standard health coverage.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Interested candidates should be prepared to walk through relevant past work during the interview process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
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.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.