Let's be honest. Hiring a Scrum Master can feel frustrating.
You write a job post. You post it online. You get a mountain of resumes. But something's wrong. The candidates look good on paper, but you have a feeling they can't really do the job. Will they help your team get better, or will they just schedule meetings?
The problem isn't a lack of Scrum Masters. The problem is that you're using the same tool for every job.
You wouldn't use a bulldozer to plant a flower seed. In the same way, you can't use one hiring plan to find every type of Scrum Master.
The truth is, Scrum Masters are not all the same. They have different skills and experience. To find the right one, you need a new plan.
Let me show you a simple way to think about it. Imagine a ladder with four steps. Each step is a different level of Scrum Master.
Level 1. Hiring the Eager Beginner
When you're looking for someone just starting out, you need to understand who they are. This person is excited and has a basic certificate. They are looking for their first chance to prove themselves. They are actively sending out resumes every single day.
Your best strategy is to go where they are already looking. This means the big job boards like LinkedIn and Indeed. They are searching these sites for words like "Junior Scrum Master" or "CSM."
To attract them, your job post should sound like a great learning opportunity. Talk about the training they will get and the experienced team members who will help them. You want to find someone eager to learn and grow with your company.
This works because you are making it easy for them to find you. You're offering exactly what they want: a start to their career.
But here's the big mistake. Trying to use this method to hire an expert. An experienced leader won't be looking at your basic job post. You'll only meet beginners, which is great if that's what you need.
Level 2. Finding the Experienced Team Player
This Scrum Master has a few years of experience. They are good at their job, and their team likes them. They aren't desperately looking for a new job, but they will listen if a great opportunity comes along.
To find this person, you need to stop posting and start talking. They aren't spending time on big job boards. Instead, they are in special online clubs and groups. Think Scrum.org forums, Agile groups on LinkedIn, or tech communities on Slack.
To get their attention, you need to join the conversation. Share helpful ideas in those groups. When you do post a job, don't just list duties. Describe the interesting problems they get to solve and the team they will help.
This works because you are not just another job post. You are a company that understands its world. You are offering an interesting challenge, not just a paycheck.
Level 3. Recruiting the True Leader
This person is a game-changer. They don't just help one team. They help managers and work to improve the entire company. They are leaders.
You will never find this person on a job board. They are too busy leading. They are speaking at conferences and writing articles. They are the experts others learn from.
To find them, you have to recruit them directly. Send a personal message on LinkedIn. Mention an article they wrote that you liked. Explain that you are building something special and need a leader like them.
A great way to start is by saying, "You are a true expert in this. We're looking for someone with your skills to help us. If you're not looking, could you recommend anyone else like you?" This is friendly and shows you respect their time.
This works because you are treating them like the leader they are. You are starting a conversation, not just sending a job description.
Level 4. Partnering to Hire the Top Boss
This is a top-level executive who sets the company's entire Agile strategy. They work directly with the CEO.
For this level, you need to call in the experts. Top bosses are found through special headhunting firms. They have relationships with these firms and trust them.
Your job is to partner with one of these firms. They will find the right person for you.
This works because it is the only way to reach these high-level people. They expect to be found this way.
The One Mistake That Ruins Everything
The biggest waste of time is using a Level 1 strategy for a Level 3 job.
If you need a leader who can change your company, a simple job post on a website will fail. The right person will never see it. You will only get applications from people who are not qualified, and you'll wonder why you can't find good people.
Your New Hiring Plan
First, decide what you need. Are you hiring a beginner, an expert, or a leader?
Then, go to their world. Use the strategy that matches their level.
Finally, talk to them the right way. Use words that they care about.
By matching your plan to the person you need, you will find better people, faster.
A Quick Word for Future Scrum Masters
If you are trying to become a Scrum Master, think of this as your secret map.
If you're just starting out, make it easy for Level 1 companies to find you. Be on LinkedIn and job sites.
If you have some experience, don't just wait. Go to the online groups where Level 2 companies are looking. Join the conversation.
If you want to be a leader, start acting like one. Share your ideas. This is how you get the personal messages from Level 3 companies.
We have guides to help you with each step on your journey.
Just starting. Here's The Real Path to Your First Scrum Master Role.
Want to stand out. Read Making Yourself Irresistible to Recruiters.
Ready for a plan. Follow Your 90-Day Action Plan to Land Your First Scrum Master Role.
I’m Dejan. I teach people how to use Scrum.
I help teams work together better so they can build great products.
Why? Because when teams work well together, they can do amazing things. www.whatisscrum.org
