Job Description
Join us as a Manager - Cloud Security Architecture Security Consultant (Ops) and help us push Cloud Security Architecture - Operations & Execution forward within Zero Trust & Cybersecurity Architecture.
You'll be working out of Hyderabad (hybrid), and honestly, the day-to-day is going to revolve around Operations and Zero Trust Architecture Design. We're not looking for someone who just ticks boxes - we want someone who actually cares about cloud security architecture - operations & execution.
On paper, we'd expect CISSP/CISM Certification and somewhere around 8 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 34.1-72.5 LPA - fair for the senior level band and open to discussion based on what you bring.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
High performers in this role typically move into a broader ownership scope within 18-24 months. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The organisation has historically promoted from within for a majority of its senior and lead openings.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. 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.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
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's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. References may be requested closer to the offer stage rather than at the start of the process.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
You'll be working out of Hyderabad (hybrid), and honestly, the day-to-day is going to revolve around Operations and Zero Trust Architecture Design. We're not looking for someone who just ticks boxes - we want someone who actually cares about cloud security architecture - operations & execution.
On paper, we'd expect CISSP/CISM Certification and somewhere around 8 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 34.1-72.5 LPA - fair for the senior level band and open to discussion based on what you bring.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
High performers in this role typically move into a broader ownership scope within 18-24 months. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The organisation has historically promoted from within for a majority of its senior and lead openings.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. 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.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
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's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. References may be requested closer to the offer stage rather than at the start of the process.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Relocation assistance may be extended for candidates moving from a different city, subject to approval.