Job Description
## Specialist Middleware Configuration EDI Analyst (QA)
**Department:** Middleware Configuration - Quality & Compliance | **Industry:** XML & Data Interchange Engineering
**Location:** Indore | **Job Type:** Contract | **CTC:** INR 4.3-14.7 LPA
### Role Overview
This position calls for a Specialist Middleware Configuration EDI Analyst (QA) who can take ownership of core responsibilities within our Middleware Configuration - Quality & Compliance team. The role is positioned at the mid level and reports into the broader Middleware Configuration - Quality & Compliance charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to middleware configuration - quality & compliance.
- Apply working knowledge of B2B Integration and Data Validation & QA to daily execution.
- Coordinate with cross-functional stakeholders within XML & Data Interchange Engineering.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Software Engineering) or equivalent qualification.
- 6 years of relevant experience (mid level).
- Working proficiency in: B2B Integration, Data Validation & QA, Quality, Middleware Configuration, Technical Documentation.
### Additional Notes
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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. 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. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The package is structured with a fixed component, performance bonus, and standard health coverage. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Learning and certification support is available for tools and frameworks directly relevant to the role. 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.
**Department:** Middleware Configuration - Quality & Compliance | **Industry:** XML & Data Interchange Engineering
**Location:** Indore | **Job Type:** Contract | **CTC:** INR 4.3-14.7 LPA
### Role Overview
This position calls for a Specialist Middleware Configuration EDI Analyst (QA) who can take ownership of core responsibilities within our Middleware Configuration - Quality & Compliance team. The role is positioned at the mid level and reports into the broader Middleware Configuration - Quality & Compliance charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to middleware configuration - quality & compliance.
- Apply working knowledge of B2B Integration and Data Validation & QA to daily execution.
- Coordinate with cross-functional stakeholders within XML & Data Interchange Engineering.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Software Engineering) or equivalent qualification.
- 6 years of relevant experience (mid level).
- Working proficiency in: B2B Integration, Data Validation & QA, Quality, Middleware Configuration, Technical Documentation.
### Additional Notes
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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. 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. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The package is structured with a fixed component, performance bonus, and standard health coverage. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Learning and certification support is available for tools and frameworks directly relevant to the role. 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.