Job Description
Here's the deal: we need an Officer Client Account Management Service Engineer (Client Relations) who can hit the ground running on Client Account Management (Reprographics) - Client & Stakeholder Management work.
You'll be working out of Kochi (full-time), and honestly, the day-to-day is going to revolve around Client and Equipment Maintenance & Servicing. We're not looking for someone who just ticks boxes - we want someone who actually cares about client account management (reprographics) - client & stakeholder management.
On paper, we'd expect Any Graduate and somewhere around 3 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 11.0-25.3 LPA - fair for the mid level band and open to discussion based on what you bring.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Learning and certification support is available for tools and frameworks directly relevant to the role. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation has historically promoted from within for a majority of its senior and lead openings. Interested candidates should be prepared to walk through relevant past work during the interview process.
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.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. High performers in this role typically move into a broader ownership scope within 18-24 months.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The next logical step from this position is a senior or lead-track role within the same function.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
You'll be working out of Kochi (full-time), and honestly, the day-to-day is going to revolve around Client and Equipment Maintenance & Servicing. We're not looking for someone who just ticks boxes - we want someone who actually cares about client account management (reprographics) - client & stakeholder management.
On paper, we'd expect Any Graduate and somewhere around 3 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 11.0-25.3 LPA - fair for the mid level band and open to discussion based on what you bring.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Learning and certification support is available for tools and frameworks directly relevant to the role. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation has historically promoted from within for a majority of its senior and lead openings. Interested candidates should be prepared to walk through relevant past work during the interview process.
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.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. High performers in this role typically move into a broader ownership scope within 18-24 months.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The next logical step from this position is a senior or lead-track role within the same function.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.