Job Description
**Learning Platform AI Specialist** | Pune | Full-time (WFH) | INR 11.8-27.2 LPA
**About the role:**
- Position within AI in Education, under the E-learning vertical
- Level: mid level
- Reports to the functional head for AI in Education
**What you'll do:**
- Handle core ai in education activities on a day-to-day basis
- Use Content Development (e-learning) 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:**
- Content Development (e-learning)
- AI in Education
- SCORM/xAPI Standards
- Assessment Design
- Instructional Design
- LMS Administration
- Video-based Learning Production
- MBA (EdTech)
- 6+ years of relevant experience
**Good to know:**
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- 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.
- The next logical step from this position is a senior or lead-track role within the same function. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- Learning and certification support is available for tools and frameworks directly relevant to the role. The organisation has historically promoted from within for a majority of its senior and lead openings.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Compensation includes standard statutory benefits along with performance-linked variable pay. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. High performers in this role typically move into a broader ownership scope within 18-24 months. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
**About the role:**
- Position within AI in Education, under the E-learning vertical
- Level: mid level
- Reports to the functional head for AI in Education
**What you'll do:**
- Handle core ai in education activities on a day-to-day basis
- Use Content Development (e-learning) 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:**
- Content Development (e-learning)
- AI in Education
- SCORM/xAPI Standards
- Assessment Design
- Instructional Design
- LMS Administration
- Video-based Learning Production
- MBA (EdTech)
- 6+ years of relevant experience
**Good to know:**
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- 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.
- The next logical step from this position is a senior or lead-track role within the same function. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- Learning and certification support is available for tools and frameworks directly relevant to the role. The organisation has historically promoted from within for a majority of its senior and lead openings.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Compensation includes standard statutory benefits along with performance-linked variable pay. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. High performers in this role typically move into a broader ownership scope within 18-24 months. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Relocation assistance may be extended for candidates moving from a different city, subject to approval.