Job Description
Senior AI Consultant – Learning Platforms | Pune | INR 21.6-86.4 LPA
AI in Education role, senior level, full-time.
Need: M.Tech (AI/ML), 8+ yrs.
Core skills: TensorFlow/PyTorch, AI in Education, Computer Vision, Python, Machine Learning.
If this fits your profile in ai in education, apply now.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Interested candidates should be prepared to walk through relevant past work during the interview process.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The package is structured with a fixed component, performance bonus, and standard health coverage.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Compensation includes standard statutory benefits along with performance-linked variable pay. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. High performers in this role typically move into a broader ownership scope within 18-24 months.
The next logical step from this position is a senior or lead-track role within the same function. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
The organisation has historically promoted from within for a majority of its senior and lead openings. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
AI in Education role, senior level, full-time.
Need: M.Tech (AI/ML), 8+ yrs.
Core skills: TensorFlow/PyTorch, AI in Education, Computer Vision, Python, Machine Learning.
If this fits your profile in ai in education, apply now.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Interested candidates should be prepared to walk through relevant past work during the interview process.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The package is structured with a fixed component, performance bonus, and standard health coverage.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Compensation includes standard statutory benefits along with performance-linked variable pay. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. High performers in this role typically move into a broader ownership scope within 18-24 months.
The next logical step from this position is a senior or lead-track role within the same function. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
The organisation has historically promoted from within for a majority of its senior and lead openings. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.