Sr. Scrum Master

We are looking for a senior agile practitioner to lead delivery for one or more teams — facilitating ceremonies, removing impediments, coaching teams toward high performance, and protecting flow. In 2026, companies do not hire Scrum Masters to "run ceremonies"; they hire them to accelerate time-to-market, improve delivery predictability, and create measurable competitive advantage. At senior level the role owns sprint predictability and flow health, and drives continuous improvement through data-driven insight and proactive intervention.

The defining shift for this seat in 2026 is AI-assisted agile. Emerging practice describes the AI Scrum Master as a co-pilot that summarizes discussions, detects stale work items, groups customer feedback, predicts likely delivery slippage, and drafts retrospective prompts. The strongest candidates use that signal to improve flow while keeping the team's own judgment central — the market now rewards shorter cycle times, healthier teams, and fewer blocked dependencies over ceremony mechanics.

The value this person brings is faster, healthier, more predictable delivery through strong facilitation and continuous improvement — coaching across product, engineering, risk, and leadership rather than facilitating events in isolation.

We are seeking a servant-leader with genuine facilitation and coaching strength — someone teams trust and who measurably improves how they work. They are emotionally intelligent, data-informed, and able to coach product owners and remove organizational blockers, not just team-level ones.

This is a senior profile that partners across delivery teams, product owners, engineering, architecture, security, and governance. It suits someone open to a hybrid or remote-first engagement, and to mobilization to the Middle East, Europe, or North America depending on the client. The person we want influences without authority and keeps delivery honest.

A strong candidate for this role has coached teams from struggling to high-performing — someone who has facilitated well, removed systemic impediments, and improved delivery predictability with data rather than opinion. They bring an openness to AI that supports, rather than replaces, team judgment.

In practice, the responsibilities break down as follows:

• Agile facilitation: Facilitate sprint ceremonies; protect team flow; remove impediments; coach teams and product owners on agile practice and self-management.
• Delivery health & predictability: Own sprint predictability and flow health; track and improve delivery metrics; intervene proactively.
• Dependencies & cross-team improvement: Manage dependencies and risks with product owners and engineering leads; shape agile ways of working across teams; mentor other scrum masters.
• AI-augmented agile: Use agentic assistants for sprint-signal synthesis, stale-item detection, slippage prediction, and retro prompts, keeping team judgment central.

We want to see an agile leader fluent in scrum and scaled agile who measures the right things and coaches effectively, and who is curious about AI that helps a team see itself more clearly — without gaming the metrics or outsourcing judgment.

Core agile

• Scrum, Kanban, scaled agile (SAFe / LeSS awareness); facilitation and coaching.
• Agile metrics and tooling (e.g. Jira); backlog health with product owners.
• Impediment, dependency, and risk management.

Delivery performance (KPIs from research)

• Steers cycle time, delivery predictability, velocity stability, blocked-dependency rate, sprint-goal attainment, and team-health indicators — the outcomes 2026 employers hire for.

Modern Agentic AI / AIOps (niche areas we are seeking — depth explored at interview)

• AI co-pilots that summarize discussions, detect stale work items, and predict delivery slippage.
• Governed use of assistant platforms (Amazon Bedrock or equivalent) for agile insight, with the team owning decisions.
• Responsible use of delivery data — reading signals to help teams, not to surveil them.

This role is delivered through Solutions Chapter Group's Human Resources chapter (Chapter 12) as a Recruitment Process Outsourcing (RPO) engagement, under our Technical Recruitment stream. Rather than a "post-and-pray" marketplace approach, we use a Curated Professional Recruitment model: candidate profiles are pre-vetted in our internal database, and when a required profile isn't already available, our dedicated Scout network conducts global headhunting to secure it. We screen and match candidates against each client's specific requirements, and placements may be remote or an on-site deployment with mobilization to the Middle East, Europe, or the United States.

From a recruitment-fit perspective, we screen for:

• Servant-leadership with strong facilitation and coaching.
• Emotional intelligence and the ability to build team trust.
• Data-informed continuous improvement.
• The ability to influence without authority.
• Openness to the engagement model (remote or mobilized on-site) and readiness for cross-region deployment.

Areas to explore at interview *(topics only)*

• Improving a dysfunctional team's predictability
• Clearing a systemic / organizational impediment

Scrum mastery & facilitation, team coaching, agile metrics, impediment removal, cross-team agile improvement