Job Description
We're hiring a Principal Scholarship & Financial Senior Counsellor to join our growing Scholarship & Financial Aid Guidance - Fundamentals team - if this sounds like your kind of work, read on.
You'll be working out of Nagpur (full-time), and honestly, the day-to-day is going to revolve around Financial Aid Guidance and Fundamentals. We're not looking for someone who just ticks boxes - we want someone who actually cares about scholarship & financial aid guidance - fundamentals.
On paper, we'd expect MBA (Education Management) and somewhere around 12 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 3.6-13.3 LPA - fair for the senior level band and open to discussion based on what you bring.
Interested candidates should be prepared to walk through relevant past work during the interview process. 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. The organisation has historically promoted from within for a majority of its senior and lead openings.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
References may be requested closer to the offer stage rather than at the start of the process. The package is structured with a fixed component, performance bonus, and standard health coverage. Learning and certification support is available for tools and frameworks directly relevant to the role.
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.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
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. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
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.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
You'll be working out of Nagpur (full-time), and honestly, the day-to-day is going to revolve around Financial Aid Guidance and Fundamentals. We're not looking for someone who just ticks boxes - we want someone who actually cares about scholarship & financial aid guidance - fundamentals.
On paper, we'd expect MBA (Education Management) and somewhere around 12 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 3.6-13.3 LPA - fair for the senior level band and open to discussion based on what you bring.
Interested candidates should be prepared to walk through relevant past work during the interview process. 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. The organisation has historically promoted from within for a majority of its senior and lead openings.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
References may be requested closer to the offer stage rather than at the start of the process. The package is structured with a fixed component, performance bonus, and standard health coverage. Learning and certification support is available for tools and frameworks directly relevant to the role.
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.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
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. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
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.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.