Job Description
Position: Senior Robotic Process Automation Engineer – AI Applications
Function: Robotics Process Automation (RPA)
Industry: Artificial Intelligence (AI)
Grade: senior level
Location: Nagpur
Employment Type: Hybrid
Compensation: INR 43.1-105.4 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with robotics process automation (rpa), in accordance with the standards and processes laid down by Artificial Intelligence (AI).
Minimum Qualification: M.Tech (AI/ML)
Minimum Experience: 15 years
Core Competencies Required: Robotics Process Automation (RPA), Statistical Modelling, Model Deployment (MLOps), Python, Data Preprocessing, Computer Vision
Further Information:
References may be requested closer to the offer stage rather than at the start of the process. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. High performers in this role typically move into a broader ownership scope within 18-24 months. The package is structured with a fixed component, performance bonus, and standard health coverage. The organisation has historically promoted from within for a majority of its senior and lead openings. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Learning and certification support is available for tools and frameworks directly relevant to the role. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Function: Robotics Process Automation (RPA)
Industry: Artificial Intelligence (AI)
Grade: senior level
Location: Nagpur
Employment Type: Hybrid
Compensation: INR 43.1-105.4 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with robotics process automation (rpa), in accordance with the standards and processes laid down by Artificial Intelligence (AI).
Minimum Qualification: M.Tech (AI/ML)
Minimum Experience: 15 years
Core Competencies Required: Robotics Process Automation (RPA), Statistical Modelling, Model Deployment (MLOps), Python, Data Preprocessing, Computer Vision
Further Information:
References may be requested closer to the offer stage rather than at the start of the process. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. High performers in this role typically move into a broader ownership scope within 18-24 months. The package is structured with a fixed component, performance bonus, and standard health coverage. The organisation has historically promoted from within for a majority of its senior and lead openings. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Learning and certification support is available for tools and frameworks directly relevant to the role. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.