Associate Program Manager

Job Description

Role Title: Associate Program Manager – Revenue

Department / Function: Business

Team / Sub-department: NA

Reporting to: VP – Business

Job Location: Bengaluru, Karnataka

Employment Type: Onroll

Role Overview

1. Department / team Objective: Build and grow a high-quality loan book in the EV segment, increase the profitability of the core lending business, and launch and stabilize new revenue streams.

2. Area of responsibility: Revenue program management including disbursal growth through funnel optimization and new initiatives, higher monetization, cross-sell and new form factor launches.

3. Key results / outputs and impact on organizational goal: Improve the disbursal funnel through hypothesis-driven interventions on sales process, incentive design etc.; run pricing experiments that improve revenue per loan; cross-sell insurance and other products; ensure new launches (e.g. Cars) deliver against agreed targets.

4.       Duties of the role: Own structured analytical deep-dives on disbursal revenue funnel; launch and / or manage monetization projects; assist in managing new programs end-to-end; prepare crisp written analyses and recommendations for leadership; coordinate across sales, tech, credit and external partners.

5. Things candidate is expected to do by themselves: Identify funnel leakage independently and build structured problem statements with supporting data; design process or pricing interventions with a clear hypothesis; own programs from design through execution and post-facto measurement; prepare analyses and recommendations without prompting.

6. Things they will get guidance / support on: Vidyut's lending product mechanics and credit framework; P&L structure; market, OEM and dealer context; onboarding onto internal systems and data infrastructure.

 

Required Skills & Competencies

·         Technical Skills: Strong proficiency in Excel / Google Sheets for analytical modelling; comfortable working with raw data to build structured analyses from scratch. SQL is a non-mandatory plus – but the ability to design rigorous experiments and articulate what metrics need to be tracked is crucial. No domain knowledge in lending or EVs required.

·         Communication Skills: Expected to write structured problem statements and analytical memos (2–4 pages) that stand on their own without a verbal walkthrough. Will present findings and recommendations to leadership regularly – requiring high clarity of thought and concise verbal communication. Will also communicate directly with external partners (dealers, OEMs) in written and verbal formats.

·         Customer Backward thinking: In this role, "customer" means both the end borrower (whose cost of ownership and loan experience must be tracked) and internal stakeholders who consume this role's analyses and programs. Candidate must think about downstream effects of every program they design – not just the immediate metric being optimised.

·         Problem Solving: Expected to operate at the frontier of ambiguity – identifying what the right question is before attempting to answer it. Must be able to decompose problems (e.g., declining sales in a city) into falsifiable hypotheses and test them with available data. Will regularly encounter problems with no established playbook.

·         Ability to get things done: Must execute against a constantly shifting set of priorities across multiple workstreams simultaneously. Expected to own a program end-to-end – from initial analysis through coordinating rollout with field teams to measuring outcomes. Must follow through without reminders. Velocity matters as much as quality of thinking.

·         Strategic Thinking and Prioritization: Must be able to distinguish between problems that matter and problems that just feel urgent. Expected to make a case for what to work on next, with supporting reasoning, rather than waiting to be told. Should understand how individual programs connect to Vidyut's broader commercial goals.

·         Leadership: No direct reports, but expected to influence stakeholders without formal authority.

Relevant Experiences

 

·         Years of Experience: 1–3 years in a generalist, analytical, or program management role. Strong candidates with less experience who demonstrate exceptional analytical ability will be considered.

 

·         Industry Experience: No industry-specific experience required. Backgrounds in consulting, analytics, early-stage startups, or operations are all relevant. Lending or EV domain knowledge is neither required nor prioritized.

 

·         Educational Background: Quantitative undergraduate backgrounds (engineering, economics, mathematics, statistics) from tier-1 institutes correlate with the analytical aptitude required.

 

Interview Process:

If shortlisted, candidates can expect the following rounds of interviews, that is a part of a structured interview process designed to assess skills, competencies, experience, and alignment with our values and culture. The process includes the following stages:

1.       Initial Screening: A brief introductory call with our recruiting team to discuss your background, the role, and your interest in joining our team.

2.       Hiring Manager Intro call: A meeting with the hiring manager to dive deeper into the role, expectations, and your qualifications.

If Hiring manager is ok to proceed with the candidate, then the following rounds:

1.       Technical/Skills Assessment / Round 1: A conversation or practical exercise focused on assessing your technical skills or relevant expertise. Can be written / practical or interview based (problem solving / analytics ability etc for business generalist / sales / operations / collections). Evaluating on a competency / value as required in the JD.

2.       Round 2 /Bar Raiser – Interviewer will evaluate whether candidate is raising the bar on quality of talent for the org at the specific team / layer. This is conducted by a team member of a different function. Evaluating on a competency / value as required in the JD.

3.       Team Fit and Culture Interview: HR round - an opportunity to learn more about the work environment and discuss alignment with our core values and culture.

4.       Round 3: Evaluating required competency / value as required in the JD. 3 rounds + HR round mandatory for all on-roll employees. For off-roll employees 3rd round can be optional.