Job Description
We are looking to onboard a Senior Blog Writer to strengthen our Content Writing function within Media & Communications. This is a mid level opening based out of Lucknow, offered on a full-time (wfh) basis.
The ideal candidate holds B.A (Journalism/Mass Comm) and brings roughly 3 years of hands-on exposure to content writing. Day-to-day, the work draws heavily on Content Writing, Journalism, Broadcast Journalism, Media Relations, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 7.2-15.1 LPA, in line with market standards for mid level roles within media & communications.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Compensation includes standard statutory benefits along with performance-linked variable pay. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Learning and certification support is available for tools and frameworks directly relevant to the role. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
References may be requested closer to the offer stage rather than at the start of the process. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The next logical step from this position is a senior or lead-track role within the same function. The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
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 hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
If your background aligns with the above and you're looking for your next step in Content Writing, we'd like to hear from you.
The ideal candidate holds B.A (Journalism/Mass Comm) and brings roughly 3 years of hands-on exposure to content writing. Day-to-day, the work draws heavily on Content Writing, Journalism, Broadcast Journalism, Media Relations, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 7.2-15.1 LPA, in line with market standards for mid level roles within media & communications.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Compensation includes standard statutory benefits along with performance-linked variable pay. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Learning and certification support is available for tools and frameworks directly relevant to the role. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
References may be requested closer to the offer stage rather than at the start of the process. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The next logical step from this position is a senior or lead-track role within the same function. The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
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 hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
If your background aligns with the above and you're looking for your next step in Content Writing, we'd like to hear from you.