Job Description
Robotics Perception Lead | Hybrid - Pune | INR 17.4-34.6 LPA
Artificial Intelligence for Robotics role, mid level, full-time (wfh).
Need: M.Tech (Automation), 3+ yrs.
Core skills: Control Systems Design, Artificial Intelligence for Robotics, SCADA Systems, PLC Programming, Python/C++.
If this fits your profile in artificial intelligence for robotics, apply now.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The organisation has historically promoted from within for a majority of its senior and lead openings. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Learning and certification support is available for tools and frameworks directly relevant to the role. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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 places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. References may be requested closer to the offer stage rather than at the start of the process.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Compensation includes standard statutory benefits along with performance-linked variable pay. The package is structured with a fixed component, performance bonus, and standard health coverage.
Artificial Intelligence for Robotics role, mid level, full-time (wfh).
Need: M.Tech (Automation), 3+ yrs.
Core skills: Control Systems Design, Artificial Intelligence for Robotics, SCADA Systems, PLC Programming, Python/C++.
If this fits your profile in artificial intelligence for robotics, apply now.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The organisation has historically promoted from within for a majority of its senior and lead openings. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Learning and certification support is available for tools and frameworks directly relevant to the role. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. 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 places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. References may be requested closer to the offer stage rather than at the start of the process.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Compensation includes standard statutory benefits along with performance-linked variable pay. The package is structured with a fixed component, performance bonus, and standard health coverage.