Job Description
Zero Trust & Cybersecurity Architecture is looking for an experienced Senior Cloud Security Architecture Security Architect (Strategy) to take ownership of the Cloud Security Architecture - Strategy & Planning charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 8 years of progressively senior experience, holding M.Tech (Cyber Security), with a demonstrated track record across Strategy, Threat Detection & Response, Incident Response Planning, Planning, Cloud Security Architecture. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hybrid - Bengaluru on a full-time arrangement. Compensation is benchmarked at INR 11.2-84.1 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within cloud security architecture - strategy & planning.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The successful candidate will bring approximately 8 years of progressively senior experience, holding M.Tech (Cyber Security), with a demonstrated track record across Strategy, Threat Detection & Response, Incident Response Planning, Planning, Cloud Security Architecture. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hybrid - Bengaluru on a full-time arrangement. Compensation is benchmarked at INR 11.2-84.1 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within cloud security architecture - strategy & planning.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.