Job Description
## Senior AI Chatbot Developer
**Department:** AI Chatbots | **Industry:** Artificial Intelligence (AI)
**Location:** Chandigarh | **Job Type:** Full-time | **CTC:** INR 26.2-74.0 LPA
### Role Overview
This position calls for a Senior AI Chatbot Developer who can take ownership of core responsibilities within our AI Chatbots team. The role is positioned at the senior level and reports into the broader AI Chatbots charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai chatbots.
- Apply working knowledge of Python and Model Deployment (MLOps) to daily execution.
- Coordinate with cross-functional stakeholders within Artificial Intelligence (AI).
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- Ph.D (AI) or equivalent qualification.
- 14 years of relevant experience (senior level).
- Working proficiency in: Python, Model Deployment (MLOps), AI Chatbots, TensorFlow/PyTorch, Neural Network Architectures, Machine Learning, Deep Learning, Natural Language Processing.
### Additional Notes
Learning and certification support is available for tools and frameworks directly relevant to the role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. High performers in this role typically move into a broader ownership scope within 18-24 months. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The package is structured with a fixed component, performance bonus, and standard health coverage. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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. 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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The next logical step from this position is a senior or lead-track role within the same function. Interested candidates should be prepared to walk through relevant past work during the interview process. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
**Department:** AI Chatbots | **Industry:** Artificial Intelligence (AI)
**Location:** Chandigarh | **Job Type:** Full-time | **CTC:** INR 26.2-74.0 LPA
### Role Overview
This position calls for a Senior AI Chatbot Developer who can take ownership of core responsibilities within our AI Chatbots team. The role is positioned at the senior level and reports into the broader AI Chatbots charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai chatbots.
- Apply working knowledge of Python and Model Deployment (MLOps) to daily execution.
- Coordinate with cross-functional stakeholders within Artificial Intelligence (AI).
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- Ph.D (AI) or equivalent qualification.
- 14 years of relevant experience (senior level).
- Working proficiency in: Python, Model Deployment (MLOps), AI Chatbots, TensorFlow/PyTorch, Neural Network Architectures, Machine Learning, Deep Learning, Natural Language Processing.
### Additional Notes
Learning and certification support is available for tools and frameworks directly relevant to the role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. High performers in this role typically move into a broader ownership scope within 18-24 months. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The package is structured with a fixed component, performance bonus, and standard health coverage. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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. 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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The next logical step from this position is a senior or lead-track role within the same function. Interested candidates should be prepared to walk through relevant past work during the interview process. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.