Job Description
**Robotics Technology Engineer** | Remote (Pan India) | Full-time | INR 25.9-51.2 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 Machine Learning Algorithms 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:**
- Machine Learning Algorithms
- TensorFlow/PyTorch
- Computer Vision/NLP Basics
- Python
- Statistical Modelling
- Robotics and Autonomous Systems
- Model Evaluation & Tuning
- M.Tech (Machine Learning)
- 3+ years of relevant experience
**Good to know:**
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- The organisation has historically promoted from within for a majority of its senior and lead openings. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Compensation includes standard statutory benefits along with performance-linked variable pay. References may be requested closer to the offer stage rather than at the start of the process. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- 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 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Interested candidates should be prepared to walk through relevant past work during the interview process.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- 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. 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.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
**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 Machine Learning Algorithms 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:**
- Machine Learning Algorithms
- TensorFlow/PyTorch
- Computer Vision/NLP Basics
- Python
- Statistical Modelling
- Robotics and Autonomous Systems
- Model Evaluation & Tuning
- M.Tech (Machine Learning)
- 3+ years of relevant experience
**Good to know:**
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- The organisation has historically promoted from within for a majority of its senior and lead openings. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Compensation includes standard statutory benefits along with performance-linked variable pay. References may be requested closer to the offer stage rather than at the start of the process. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- 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 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Interested candidates should be prepared to walk through relevant past work during the interview process.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- 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. 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.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.