Role Summary

You will build everything the trainers teach. That means the material for the 5 trainer-led hours, the case packs managers use for the 2 practice hours, the self-paced module on the LMS, and the tests we run before and after.

The one thing only you can do: you decide how it gets taught. That is the value of this seat. The trainer tells you what the problem is and what the training must cover. You decide the rest — which real situation to use, which practice activity, which example, how the test is built.

A vague need comes in from the trainer. Something that actually teaches goes out. This is not typing up someone's notes. When the 30-day check says the work did not change, you rewrite it. Our content has to work at four levels — the common NIAT standard, the role track, the campus-specific piece, and the single module given to one person for their own gap.

Everything is taught remotely, so the material has to hold attention over video and also make sense on its own when nobody is teaching it. The hard part is how we judge this work. Content here is not judged on whether the deck looked good.

It is judged on whether people worked differently afterwards, checked on a real sampled case.

Key Responsibilities

● Start from the trainer's brief — The trainer hands you the problem, the topic and what a person must be able to do at the end. That is your starting point every time. If the brief is thin, go back and ask. Do not guess.

● Decide how it will be taught — This is your call. Pick the real situation the session is built around. Pick the practice activity. Pick the example. Decide what people do in the room, not just what they hear. Sit in classes, listen to recorded calls and read tickets yourself so the examples are real ones.

● Build the trainer-led material — Write the content for the 5 trainer-led hours, made for remote teaching, in a form a trainer can pick up and run.





● Build the manager practice packs — Write the 2-hour practice packs that a line manager, not a trainer, has to run with their own team. These have to work in the hands of someone who has never trained anyone.

● Build the self-paced module — Every taught module also exists as recorded content. This is what lets the self-paced hour run for ~900 people without adding trainers.

● Load the content into the platform yourself — You made it, so you put it in. Keep it tidy and keep the versions straight. Pulling reports back out is the Coordinator's job, not yours. TO CONFIRM: LMS — repurpose the existing learner product, or use something light like Notion. Not yet decided, no request raised. Build the content so it can move to either one without being rewritten from scratch.

● Write the tests, before and after — Build the check we run before training to size the gap, and the check we run after training to see whether the person can now do the work. The after check tests ability, not attendance. Build it at the same time as the module, not weeks later. There is no baseline today, so building one we can defend is the first piece of work.

● Set the rule for the individual module — Decide which module a person gets when a test shows a particular gap, so nobody has to sort this by hand.

● Make a campus version — Produce the campus-level version of the material, because one common programme will not work across 40 campuses.





● Fix the content when the follow-up says it did not work — When the 30-day check shows the work did not change, that is a content problem as much as a training one. Find the weak part, rewrite it, and put the new version into the next cycle.

● Rebuild from what comes back — Take what trainers and managers report and fix the weak parts every cycle. Go and ask the most junior person in the system directly, instead of waiting for feedback to climb three levels.

● Use AI where it helps — Use AI for first drafts, question banks and pulling themes out of recordings. The call on what to teach stays with a person. We are not making this content AI-first.

Who We're Looking For

● Has written training or teaching material that somebody else taught from, and can show the pack that person was handed.

● Has built material for a non-trainer to run — a teacher's guide, a manager's discussion pack — and can say what they changed to make it work in those hands.

● Has built tests, seen the results come back, and rewritten the test because of what the results showed.

● Has put content on an LMS or a learning platform and can say what made people finish it or drop it.

● Has built content by watching the actual work — sitting in a class, listening to calls, reading tickets — not from a written brief alone.

● Has made the same content in several versions for different groups, and can explain what changed between them.

● Has worked to a fixed monthly calendar where the content had to be finished before the session, not during it.

Positive to Have

● Has made video or recorded content.

● Knows Telugu or Hindi in addition to English.

Growth Path

Next designation: Senior Content Creator (Level 2). You earn it when other people teach from your material and it works in their hands, and the 30-day check holds for three cycles in a row.

Compensation

📌 Content Creator — Learning & Development (Hyderabad)
🏢 r3 Consultant
📍 Hyderabad