Job Description
**Robotics Automation Engineer** | Hybrid - Pune | Full-time | INR 7.2-29.3 LPA
**About the role:**
- Position within Robotics and Autonomous Systems, under the Machine Learning vertical
- Level: mid level
- Reports to the functional head for Robotics and Autonomous Systems
**What you'll do:**
- Handle core robotics and autonomous systems activities on a day-to-day basis
- Use MLOps regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- MLOps
- Statistical Modelling
- Cloud Platforms (AWS/GCP)
- Python
- TensorFlow/PyTorch
- Robotics and Autonomous Systems
- M.Tech (Machine Learning)
- 5+ years of relevant experience
**Good to know:**
- 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.
- Learning and certification support is available for tools and frameworks directly relevant to the role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. The package is structured with a fixed component, performance bonus, and standard health coverage. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation has historically promoted from within for a majority of its senior and lead openings.
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- 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.
- Interested candidates should be prepared to walk through relevant past work during the interview process. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- Compensation includes standard statutory benefits along with performance-linked variable pay. 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.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
**About the role:**
- Position within Robotics and Autonomous Systems, under the Machine Learning vertical
- Level: mid level
- Reports to the functional head for Robotics and Autonomous Systems
**What you'll do:**
- Handle core robotics and autonomous systems activities on a day-to-day basis
- Use MLOps regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- MLOps
- Statistical Modelling
- Cloud Platforms (AWS/GCP)
- Python
- TensorFlow/PyTorch
- Robotics and Autonomous Systems
- M.Tech (Machine Learning)
- 5+ years of relevant experience
**Good to know:**
- 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.
- Learning and certification support is available for tools and frameworks directly relevant to the role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. The package is structured with a fixed component, performance bonus, and standard health coverage. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation has historically promoted from within for a majority of its senior and lead openings.
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- 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.
- Interested candidates should be prepared to walk through relevant past work during the interview process. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- Compensation includes standard statutory benefits along with performance-linked variable pay. 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.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Most days include at least one review checkpoint where progress is discussed against the plan for the week.