Most jobs pay you and hope you don't notice you've stopped learning. This one pays you, publishes your ladder in advance, and hands you every course we sell — Investment Banking, Data Science, Cybersecurity, Business Analysis, all of it — free, from your first day. Build a career here while we build one for you.
What you walk away with
in writing.
A second career, on our budget
Full access to all seven programs, the ones learners pay lakhs for.
A promotion ladder in writing
Four stages, dated, agreed before you start. Not “we'll see how it goes.”
Pay you didn't have to fight for
Bands published on the ad, re-benchmarked to the market every year.
Work with your name on it
You'll be able to point at people whose income changed because of you.
This is the deal — signed before you are
18,000+
careers changed
150+
hiring partners
4.8/5
rated by our own team on Glassdoor (71 reviews)
7
programs, yours free from day one
You have options. Some of them pay more on day one. Here's the honest argument for spending the next three years here instead.
Every Meritshot program is open to you from day one — live cohorts, practising mentors, projects, placement support. Join in admissions, learn data science on our time, and move internally when you're ready. Most employers make you choose between earning and upskilling. We think that's a false choice we happen to be uniquely able to solve.
The ladder is written down before you join: what month three looks like, what year two looks like, and what has to be true for each move. Your KPIs are agreed at the start of the cycle and those exact numbers are what gets reviewed. Nobody here waits eighteen months to find out the goalposts moved.
Pods of five. Your manager is one seat away, not one floor away. You'll own a pipeline in month three, mentor someone by year one, and sit in the planning room by year two — timelines that a big org would spread across six years and three reorgs.
Not “contributed to a workstream.” Actual people, with names, whose salary doubled because of a conversation you had with them. There are not many jobs where the impact is that legible, and it turns out to matter enormously on the days when the work is hard.
Every role that exists at Meritshot, department by department — and exactly where each one stands today. Three states, and all three accept a resume. Nothing on this page is a dead end.
What it means
Live listing below with full details. We are interviewing this month.
What to do
Apply to the listing.
What it means
Headcount approved, not advertised yet. The shortlist is being built now.
What to do
Send your resume and you are on that shortlist before the advert goes up.
What it means
Not hiring for it today.
What to do
Send your resume. It stays on file, and this list is where we look first the day the seat opens.
All three states accept a resume — including the waiting list.
Every listing below is live and accepting applications right now — full description, pay band and location, with the form attached.
Checking the board…
No cover letter. No “tell us about a time you failed.” Pick the role, tell us where to find your work, and we'll take it from there.
What happens after you hit send
If we go quiet on you, that's a failure on our side — write to careers@meritshot.com and a person will answer.
Nothing fits right now? Choose “Not sure yet — keep me in mind” above and tell us what you're good at — we go to that list before we go to a job board. Or write to careers@meritshot.com.
Every application that comes in is read by one of these four. So when we say you'll hear back either way, they're the people who make that true.
Reema
Human Resources
Deepesh
Human Resources
Riya
Human Resources
Dev
Human Resources
Applied and heard nothing? That's a failure on our side, not yours — write to us and a person will answer.
These are not live adverts. They are seats we know are coming — budgeted, planned, and not yet posted anywhere. Applying now is the earliest anyone can apply.
| Role | Department | Expected window | Location | Send now if | Action |
|---|---|---|---|---|---|
| Content Writer | Marketing | This quarter | Noida · Hybrid | You have EdTech, finance or tech writing samples | Get on the shortlist for Content Writer |
| Performance Marketing Executive | Marketing | This quarter | Noida · On-site | You have run paid social or search budgets end to end | Get on the shortlist for Performance Marketing Executive |
| Business Development Associate | Sales & BD | This quarter | Noida · On-site | You have sold to working professionals or B2B | Get on the shortlist for Business Development Associate |
| Batch Coordinator | Finance & Operations | Next quarter | Noida · On-site | You have run live cohorts, schedules or learner support | Get on the shortlist for Batch Coordinator |
| Full Stack Developer | Technology | Next quarter | Remote · India | You ship product, not just tickets | Get on the shortlist for Full Stack Developer |
| Placement Manager | Placements & Partnerships | Next quarter | Noida · Hybrid | You have placed candidates or owned employer relationships | Get on the shortlist for Placement Manager |
Marketing
Noida · Hybrid
Send now if
You have EdTech, finance or tech writing samples
Marketing
Noida · On-site
Send now if
You have run paid social or search budgets end to end
Sales & BD
Noida · On-site
Send now if
You have sold to working professionals or B2B
Finance & Operations
Noida · On-site
Send now if
You have run live cohorts, schedules or learner support
Technology
Remote · India
Send now if
You ship product, not just tickets
Placements & Partnerships
Noida · Hybrid
Send now if
You have placed candidates or owned employer relationships
Timelines are indicative. If a role moves forward, everyone on that list hears from us first.
We benchmark every learner against the market before building their roadmap. Same for you. Three taps — no email, no form, no “book a call”.
Answer three questions
We'll rank every open role by how well it fits — with the reasoning shown, not hidden.
Most careers pages ask for a CV and never mention it again. Here is precisely what happens to yours.
Email careers@meritshot.com with the subject line “Waiting list — [Role, Department]”, or choose “Not sure yet — keep me in mind” on the application form below and attach your CV.
Role, department, experience band, location preference and notice period — so it can actually be found later.
Every waiting-list resume goes to the person who will eventually run that hire, not to a generic inbox nobody opens.
Refresh it any time by replying to the same thread with an updated CV — a promotion, a new skill, a shorter notice period. Ask us to remove it and we delete it, no questions asked.
For the first two weeks of any new hire, the only candidates we speak to are the ones already on it. Only after that does the role reach a job board.
We acknowledge every resume within five working days, and we tell you plainly if the role is a year away rather than leaving you guessing.
Use the subject line “Waiting list — [Role, Department]” so it reaches the function head who will run that hire.
careers@meritshot.comAlready applied for a role that closed? You are on this list automatically. You do not need to send anything twice.
Nothing above matches you? Send it anyway, with “Waiting list — Open application” as the subject and two lines on what you do best. Small companies create roles around good people more often than large ones do — several of the roles listed on this page did not exist eighteen months ago.
Four routes people take from here — all open after twelve months, and a manager is not permitted to block an internal application.
Own a team, a hiring plan and a number. The fastest route to real management experience — most people here reach it inside two to three years rather than the five or six a larger firm would take.
Take the Data Science, Cyber Security or Business Analytics programme free while employed, then apply internally. You would be switching careers with no course fee, no career break and no income gap.
Move from supporting a programme to designing one — working directly with mentors from Goldman Sachs, IBM and the Big 4, and owning what thousands of learners are taught.
Marketing, technology, HR, finance, placements — every function here is still small enough that the person running it in three years is probably joining now. That includes people who arrive through the waiting list.
We build a custom growth plan for every learner. Handing our own team a vague “we'll see how it goes” would be embarrassing. So here's the ladder, in advance.
Paired with a named senior team member from day one. Structured playbooks, weekly check-ins, and your first independent target by week six — not month six.
Your own pipeline, campaign, module, project or account set — depending on your team. KPIs set jointly with your manager and visible on a shared dashboard, so you always know where you stand without having to ask.
Go deep — senior counselor, curriculum specialist, marketing or tech specialist, partnerships lead — or start leading a team of three to five. Both routes carry the same pay band. We don't penalise people for not wanting to manage.
Own a function with a number attached: a program vertical, a channel, a region, or a hiring-partner category — reporting into leadership with a seat in the quarterly planning room.
Salary secrecy protects the employer, not you. Every role above shows its range. Here's how the rest of the package works.
Roles that carry an incentive on top of fixed pay say so on the listing. You'll see the split in the first conversation, not buried in the offer letter.
Two cycles annually, both tied to the KPIs agreed at the start. The percentage matters less than the reasoning — and you get the reasoning in writing.
We re-benchmark annually against comparable ed-tech and BFSI employers. If the market moves and your pay doesn't, that's our problem to fix, not yours to raise.
Where you land inside a band depends on the role round, not on how hard you negotiate.
The same courses learners pay lakhs for — live cohorts, mentor access, projects, placement support — are yours at no cost for as long as you're here. Join as a counselor and leave as a data analyst if that's where you land. We'd rather train you into a new career than watch you leave to go buy one somewhere else.
Programs unlocked
Transparent KPIs set at the start of every cycle, and appraisals that follow them to the decimal.
After twelve months you can apply to any internal opening, and your manager is not permitted to block it.
Every new hire gets a named senior buddy for the first quarter. Structured, not sink-or-swim.
Group medical insurance from day one of full-time employment, with dependant add-on options.
Planned time off gets approved, not interrogated. Manage your own calendar; we'll manage the outcomes.
Bring in someone good and get paid for it. A large share of our best hires came from someone already here.
A career break, a non-target college, a wrong first job — none of those predict performance. If one describes you, apply through the route built for it.
for freshers
A structured first job for graduates from any college and any stream. Paid training before you carry a target, a named mentor throughout, and a full-time role on completion.
for those returning from a career break
A paid returnship for people — most often women — coming back after a break of a year or more. Flexible hours, a phased ramp, and a conversion conversation before it ends.
everyone
Role rounds are built from real scenarios and scored against a rubric agreed before the panel meets — so the decision is about your work, not your accent or your college.
Values are cheap when things are going well. These are the ones we've kept when they cost us something.
We track on results — not who logged off last. Whatever your function, your KPIs are written down at the start of the cycle and those exact numbers are what we revisit at appraisal. No surprises, no politics.
Small teams of four to six. Your manager sits three feet away, not three org levels up. If a decision needs making it gets made in the meeting where it's raised, not in the follow-up to the follow-up.
New cohorts, new domains and new hiring partners every quarter — but process scales with headcount. Growing fast is not a licence to run the place on WhatsApp messages and good intentions.
Our mentor bench comes from Goldman Sachs, J.P. Morgan, IBM, Amazon and the Big 4. The same rule applies internally: whoever trains you — in any team — has done the job recently and can show you their own work.
Every job has trade-offs. Here are ours, named plainly — and next to each, the reason people take it anyway.
The trade-off
Your work is measured and visible. Transparency runs both ways — whether it's enrollments, campaigns, cohorts or code, the team can see how it's going.
Why people take it anyway
Which is exactly why nobody's good quarter goes unnoticed either. Promotions here are argued from data, not from who the manager likes.
The trade-off
The work carries real weight. A learner's decision to enroll is often the largest financial bet they've made — and every team here touches that decision somewhere.
Why people take it anyway
And when it pays off, you were part of the reason. That's the trade most people here say they'd never give back.
The trade-off
We're still being built. Some processes were written last quarter and aren't finished yet.
Why people take it anyway
So the person who fixes them gets credited for it. At this stage you can still change how the company works — that stops being true above a few hundred people.
We don't hire people to fill seats. We hire people who want to be accountable for a stranger's career outcome — and who find that thrilling rather than terrifying.
The team, in their own words — written by them, not by marketing.
Zainab
Chelsee
Vanshika
Saurabh
Preeti
Dhananjay
Mansi
Ananya
Zainab
Brand Manager
I have worked at different companies before, but I can genuinely say that Meritshot is the only company where I have found everything I was looking for. Be it fair recognition for hard work, a great work culture, or a workplace with no politics — everyone appreciates and supports each other because, in the end, every win is a Meritshot win.
Every stage has a stated turnaround. If we miss one, that's on us.
Step 1
The form takes five minutes. No cover letter required, ever.
Acknowledged same day
Step 2
Twenty minutes on your background and what you're actually looking for next.
Within 3 working days
Step 3
A real scenario from the job with the hiring manager, scored on a rubric written in advance.
Within 7 working days
Step 4
Yes or no within three working days of your final round, with feedback either way.
≤ 3 working days
If we go quiet on you, that's a failure on our side — write to careers@meritshot.com and a person will answer.
No. These roles hire on aptitude, communication and evidence you've hit a target before. Teaching you the product and the process is our job, not your prerequisite.
The same thing a paying learner gets: live cohorts, practising mentors, projects and placement support across all seven programs. People have used them to move from admissions into analytics roles internally — no fee, no career break, no drop in income while they retrained.
It varies, and each listing states it plainly. Counseling and admissions are largely on-site in Noida because the pod format genuinely works better in a room. Academic and content roles are hybrid or fully remote.
Because withholding them wastes your time and ours. Every band is the real range for the role. Where you land inside it depends on the role round, not on how hard you negotiate.
Yes. Restart is a paid returnship built for exactly this. A gap is never a screening question here, and you won't be asked to justify it in an interview.
A decision within three working days of your final round, plus the specific reason. If a different opening suits you better we'll say so rather than closing the file.
After twelve months you can apply to any internal opening, and your manager cannot block it. Several current team leads started in a completely different department.
