Job Description
Management Consulting is looking for an experienced Product Management Consulting Partner to take ownership of the Product Management Consulting charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 11 years of progressively senior experience, holding PGDM, with a demonstrated track record across Product Management Consulting, Data-driven Recommendations, Problem Structuring, Market & Competitive Analysis, Stakeholder Management. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Kolkata on a full-time arrangement. Compensation is benchmarked at INR 28.2-76.1 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within product management consulting.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The next logical step from this position is a senior or lead-track role within the same function.
References may be requested closer to the offer stage rather than at the start of the process. 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
High performers in this role typically move into a broader ownership scope within 18-24 months. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Interested candidates should be prepared to walk through relevant past work during the interview process. Compensation includes standard statutory benefits along with performance-linked variable pay.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Learning and certification support is available for tools and frameworks directly relevant to the role.
The successful candidate will bring approximately 11 years of progressively senior experience, holding PGDM, with a demonstrated track record across Product Management Consulting, Data-driven Recommendations, Problem Structuring, Market & Competitive Analysis, Stakeholder Management. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Kolkata on a full-time arrangement. Compensation is benchmarked at INR 28.2-76.1 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within product management consulting.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The next logical step from this position is a senior or lead-track role within the same function.
References may be requested closer to the offer stage rather than at the start of the process. 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
High performers in this role typically move into a broader ownership scope within 18-24 months. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Interested candidates should be prepared to walk through relevant past work during the interview process. Compensation includes standard statutory benefits along with performance-linked variable pay.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Learning and certification support is available for tools and frameworks directly relevant to the role.