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Coach leaders, teams and Scrum Masters in SAFe, agile mindsets and new processes. They act as a servant leader and coach for the Agile Release Train (ART) or product.
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Senior Agile Transformation Coach. Able to cover multiple roles as required such as an RTE, Product Owner, Scrum Master or Coach. Monitor, make visible, & coach on best practices with the artifacts for Scrum (Backlog, Burn Down, etc.
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Process Health Results – Delivery Managers are team process coaches (Scrum Master, Agile Coach), and are responsible for process health results (the quality of collaboration across the whole team, the removal of impediments, and coaching towards improvements of the team(s.
$110,000 - $135,000 a yearExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Have3+ years of experienceas a Scrum Master or Agile Coach,preferably in a corporate venturing or innovation setting. Certified SCRUM Master (CSM) or equivalent Agile certification.
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This position includes the following key components: The Scrum Master (Team Coach) will be responsible for managing team iteration and AI projects proactively working within and outside the agile team on identifying dependencies and resolving problems and will coach team members on Agile methodologies.
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Experience working in SAFe Agile framework , i n-depth knowledge of Scrum and Agile Software Development Methodology. This role will drive team evolution in a digital ecosystem through the establishment of a High Performing Agile Team(s) applying A gile & L ean practices.
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This position is responsible for acting as a a key influencer in shaping the quality strategy for the software products within an Agile Scrum framework. Familiarity with one or more of the following: Azure DevOps, Visual Studio, Git, Selenium, Agile methodology, C#, or Java.
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Certifications such as SAFe Agilist (SA, Certified Agile Coach (CAC), or Certified Scrum Coach (CSC) are a plus. Coach and Mentor Marketing Teams: Provide expert coaching, guidance, and mentorship to Agile teams, Scrum Masters, Product Owners, and senior leadership, fostering a culture of continuous improvement, collaboration, and innovation.
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Reports the status on metrics and any risks as part of governance process Accountable for zero-tolerance adherence to Scrum processes (Standups, Release plan, Sprint Planning, Reviews and Retros) Leads key Agile meetings such as Scrum workshops to shape discussions and share best-in-class practices.
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Methodologies: Agile Scrum, Jira, and Confluence, We believe in providing staffing solutions to address the current talent gap Right Talent Right Time Right Place Right Price and acting as a Career Coach to our consultants.
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To be successful as a scrum master, you should have a firm grasp of agile practices and the ability to effectively manage and coach delivery teams. 8-12 years of project management or technical lead experience with minimum of 3 years of hands-on experience as a Scrum master or in an agile environment.
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One or more Expert-level Agile certification(s) - PMI Agile Certified Practitioner (PMI-ACP), SAFe Program Consultant (SPC), Certified Scrum Professional (CSP), or other Agile related certifications a plus.
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Für unsere Automotive Kunden suchen wir einen Agile Coach (m/w/d) Scaled Agile Framework (SAFe) Agile Coach (m/w/d) Scaled Agile Framework (SAFe) B. SAFe Practitioner, SAFe Scrum Master) sind von Vorteil.
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OVERVIEW:We are seeking for a Senior Web Applications Developer with Scrum Master skills who will be an active, collaborative creator of improvements within our Agile Scrum project team.
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Previous experience as an Engineer, Product Designer, Scrum Master, or Agile Coach. Experience as a product or program manager within Agile/Scrum/Kanban enterprise-scale environment.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.