Job Description
## Machine Learning Technology Strategist
**Department:** Machine Learning Engineering | **Industry:** Machine Learning
**Location:** Indore | **Job Type:** Full-time | **CTC:** INR 12.7-58.7 LPA
### Role Overview
We are looking to onboard a Machine Learning Technology Strategist to strengthen our Machine Learning Engineering function within Machine Learning. The role is positioned at the senior level and reports into the broader Machine Learning Engineering charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to machine learning engineering.
- Apply working knowledge of Statistical Modelling and Cloud Platforms (AWS/GCP) to daily execution.
- Coordinate with cross-functional stakeholders within Machine Learning.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- Ph.D (ML/AI) or equivalent qualification.
- 8 years of relevant experience (senior level).
- Working proficiency in: Statistical Modelling, Cloud Platforms (AWS/GCP), Deep Learning, Model Evaluation & Tuning, Python, Data Preprocessing, Feature Engineering, Machine Learning Engineering, TensorFlow/PyTorch.
### Additional Notes
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Learning and certification support is available for tools and frameworks directly relevant to the role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The organisation has historically promoted from within for a majority of its senior and lead openings. High performers in this role typically move into a broader ownership scope within 18-24 months. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The package is structured with a fixed component, performance bonus, and standard health coverage. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The next logical step from this position is a senior or lead-track role within the same function. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Interested candidates should be prepared to walk through relevant past work during the interview process. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
**Department:** Machine Learning Engineering | **Industry:** Machine Learning
**Location:** Indore | **Job Type:** Full-time | **CTC:** INR 12.7-58.7 LPA
### Role Overview
We are looking to onboard a Machine Learning Technology Strategist to strengthen our Machine Learning Engineering function within Machine Learning. The role is positioned at the senior level and reports into the broader Machine Learning Engineering charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to machine learning engineering.
- Apply working knowledge of Statistical Modelling and Cloud Platforms (AWS/GCP) to daily execution.
- Coordinate with cross-functional stakeholders within Machine Learning.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- Ph.D (ML/AI) or equivalent qualification.
- 8 years of relevant experience (senior level).
- Working proficiency in: Statistical Modelling, Cloud Platforms (AWS/GCP), Deep Learning, Model Evaluation & Tuning, Python, Data Preprocessing, Feature Engineering, Machine Learning Engineering, TensorFlow/PyTorch.
### Additional Notes
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Learning and certification support is available for tools and frameworks directly relevant to the role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The organisation has historically promoted from within for a majority of its senior and lead openings. High performers in this role typically move into a broader ownership scope within 18-24 months. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The package is structured with a fixed component, performance bonus, and standard health coverage. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The next logical step from this position is a senior or lead-track role within the same function. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Interested candidates should be prepared to walk through relevant past work during the interview process. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.