Job Description
Machine Learning is looking for an experienced Senior Visual Intelligence Engineer to take ownership of the Computer Vision 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 (Machine Learning), with a demonstrated track record across Deep Learning, Model Evaluation & Tuning, Computer Vision, Python, Computer Vision/NLP Basics. 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 Delhi NCR on a full-time arrangement. Compensation is benchmarked at INR 37.4-85.6 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 computer vision.
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.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
The next logical step from this position is a senior or lead-track role within the same function. The package is structured with a fixed component, performance bonus, and standard health coverage.
Interested candidates should be prepared to walk through relevant past work during the interview process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Learning and certification support is available for tools and frameworks directly relevant to the role. High performers in this role typically move into a broader ownership scope within 18-24 months. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation has historically promoted from within for a majority of its senior and lead openings.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. 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.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
References may be requested closer to the offer stage rather than at the start of the process. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
The successful candidate will bring approximately 8 years of progressively senior experience, holding M.Tech (Machine Learning), with a demonstrated track record across Deep Learning, Model Evaluation & Tuning, Computer Vision, Python, Computer Vision/NLP Basics. 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 Delhi NCR on a full-time arrangement. Compensation is benchmarked at INR 37.4-85.6 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 computer vision.
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.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
The next logical step from this position is a senior or lead-track role within the same function. The package is structured with a fixed component, performance bonus, and standard health coverage.
Interested candidates should be prepared to walk through relevant past work during the interview process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Learning and certification support is available for tools and frameworks directly relevant to the role. High performers in this role typically move into a broader ownership scope within 18-24 months. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation has historically promoted from within for a majority of its senior and lead openings.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. 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.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
References may be requested closer to the offer stage rather than at the start of the process. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.