Job Description
An opening exists for a Senior Conversational AI Engineer to join the Artificial Intelligence (AI) vertical, focused on AI Chatbots. This is a senior level opening based out of Indore, offered on a full-time basis.
The ideal candidate holds Ph.D (AI) and brings roughly 10 years of hands-on exposure to ai chatbots. Day-to-day, the work draws heavily on Cloud Platforms (AWS/GCP/Azure), Model Deployment (MLOps), Neural Network Architectures, Natural Language Processing, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 19.0-41.1 LPA, in line with market standards for senior level roles within artificial intelligence (ai).
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Compensation includes standard statutory benefits along with performance-linked variable pay. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The package is structured with a fixed component, performance bonus, and standard health coverage.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Internal job postings are open to employees who've completed a minimum tenure in their current role. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Interested candidates should be prepared to walk through relevant past work during the interview process. References may be requested closer to the offer stage rather than at the start of the process. High performers in this role typically move into a broader ownership scope within 18-24 months.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The next logical step from this position is a senior or lead-track role within the same function.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Learning and certification support is available for tools and frameworks directly relevant to the role. The organisation has historically promoted from within for a majority of its senior and lead openings.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
If your background aligns with the above and you're looking for your next step in AI Chatbots, we'd like to hear from you.
The ideal candidate holds Ph.D (AI) and brings roughly 10 years of hands-on exposure to ai chatbots. Day-to-day, the work draws heavily on Cloud Platforms (AWS/GCP/Azure), Model Deployment (MLOps), Neural Network Architectures, Natural Language Processing, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 19.0-41.1 LPA, in line with market standards for senior level roles within artificial intelligence (ai).
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Compensation includes standard statutory benefits along with performance-linked variable pay. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The package is structured with a fixed component, performance bonus, and standard health coverage.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Internal job postings are open to employees who've completed a minimum tenure in their current role. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Interested candidates should be prepared to walk through relevant past work during the interview process. References may be requested closer to the offer stage rather than at the start of the process. High performers in this role typically move into a broader ownership scope within 18-24 months.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The next logical step from this position is a senior or lead-track role within the same function.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Learning and certification support is available for tools and frameworks directly relevant to the role. The organisation has historically promoted from within for a majority of its senior and lead openings.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
If your background aligns with the above and you're looking for your next step in AI Chatbots, we'd like to hear from you.