Job Description
## MLOps Technology Strategist
**Department:** MLOps | **Industry:** Machine Learning
**Location:** Bengaluru | **Job Type:** Full-time | **CTC:** INR 41.5-76.1 LPA
### Role Overview
An opening exists for a MLOps Technology Strategist to join the Machine Learning vertical, focused on MLOps. The role is positioned at the senior level and reports into the broader MLOps charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to mlops.
- Apply working knowledge of MLOps and Python 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.
- 15 years of relevant experience (senior level).
- Working proficiency in: MLOps, Python, Cloud Platforms (AWS/GCP), Data Preprocessing, TensorFlow/PyTorch, Machine Learning Algorithms, Statistical Modelling, Model Evaluation & Tuning.
### Additional Notes
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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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 role alternates between independent deep work and short coordination huddles with stakeholders across functions. The package is structured with a fixed component, performance bonus, and standard health coverage. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The organisation has historically promoted from within for a majority of its senior and lead openings. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. 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. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The next logical step from this position is a senior or lead-track role within the same function. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Internal job postings are open to employees who've completed a minimum tenure in their current role. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
**Department:** MLOps | **Industry:** Machine Learning
**Location:** Bengaluru | **Job Type:** Full-time | **CTC:** INR 41.5-76.1 LPA
### Role Overview
An opening exists for a MLOps Technology Strategist to join the Machine Learning vertical, focused on MLOps. The role is positioned at the senior level and reports into the broader MLOps charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to mlops.
- Apply working knowledge of MLOps and Python 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.
- 15 years of relevant experience (senior level).
- Working proficiency in: MLOps, Python, Cloud Platforms (AWS/GCP), Data Preprocessing, TensorFlow/PyTorch, Machine Learning Algorithms, Statistical Modelling, Model Evaluation & Tuning.
### Additional Notes
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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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 role alternates between independent deep work and short coordination huddles with stakeholders across functions. The package is structured with a fixed component, performance bonus, and standard health coverage. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The organisation has historically promoted from within for a majority of its senior and lead openings. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. 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. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The next logical step from this position is a senior or lead-track role within the same function. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Internal job postings are open to employees who've completed a minimum tenure in their current role. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.