So You Want to Hire a Unicorn...I Mean, a Scrum Master

Hiring a scrum master today comes with its own challenges. While the role has always been central to fostering agile practices and supporting teams, the responsibilities of scrum masters have expanded significantly based on what their organizations require, and—if you're involved in recruiting and hiring—you may have run into roadblocks finding that perfect candidate. 

Scrum masters are now expected to take on increasingly strategic roles, integrating agile practices into broader business processes. To add to the complexity, you want a scrum master who knows your industry. Therefore, finding a candidate who can excel in all these areas can feel like searching for an elusive unicorn.

This blog will walk you through what it takes to hire the right scrum master. We'll explore the expanding expectations placed on them, why finding someone with the right blend of skills can be so challenging, and how you can structure your job description to attract the perfect candidate.

Ever-expanding scrum master responsibilities

Traditionally, scrum masters made sure that scrum practices were being followed and acted as servant leaders to the team. But today, the lines between scrum masters and product or team leadership roles have become increasingly blurred in many organizations. Depending on the organization, the responsibilities and role definition of a scrum master may include being a team facilitator, project administrator, agile coach, or product leader.

The Scrum Master Skills in the New World of Work Report found that organizations are looking for a mix of both functional and human skills in scrum masters. One hundred percent of organizations demand agile acumen (table stakes for a scrum master), with 49% looking for technical skills and 38% requiring coaching and facilitation abilities. On the human skills side, 56% need strong communication skills, 40% want adaptability, and 37% look for influence skills like conflict resolution and leadership.

So what can you do if these qualifications sound similar to what you're looking for in a scrum master? You should try to identify candidates who can navigate today's complex work environments, work well within team dynamics, and contribute to delivering valuable results while supporting broader business goals.

What makes hiring scrum masters so challenging?

With such varied expectations placed on scrum masters, it's no wonder that hiring one is no easy task. The scrum master skills report points out several key challenges organizations face when filling this role.

One of the main hurdles is finding candidates with the right mix of skills. It's often not enough to have agile knowledge; organizations also seek technical proficiency and industry-specific expertise. However, many candidates fall short in one or more areas. Some might be excellent at guiding teams through agile ways of working but fall short when it comes to the technical expertise needed for complex product development. Others may demonstrate strong leadership but struggle with the practical, hands-on aspects of coaching within an agile environment.

In fact, 55% of organizations report that hiring scrum masters with the right combination of skills is "very challenging." The growing expectation for scrum masters to take on broader responsibilities—such as project management, product leadership, or technical expertise—likely contributes to this difficulty. As a result, hiring managers need to carefully assess candidates' full range of skills and think carefully about what they expect from a scrum master above and beyond agile acumen.

The many hats of a scrum master today

Today, scrum masters are expected to juggle a wide range of responsibilities. In addition to running scrum events and helping teams embrace agile, scrum masters frequently manage stakeholder interactions, oversee technical processes, and take on broader leadership tasks. This wide range of responsibilities often makes the role harder to fill.

The scrum master skills report highlights that real-world job descriptions vary widely across organizations. Some companies now expect scrum masters to take on duties traditionally held by other roles. For instance, 93% of organizations emphasize the need for coaching skills, 49% require technical expertise, and 38% prioritize influence and leadership abilities.

As an example, two current LinkedIn job postings for scrum master roles require, among other things:

• "Solid understanding of the function, policies, procedures, and compliance requirements that meet deliverables."
• "Strategically collaborate and consult with client personnel."
• "Competency in applying knowledge of business and the marketplace to advance the organizational goals."
• "Ability to lead and influence behavior change."

In some organizations, the role expands even further. Some companies want scrum masters to act as transformation leaders, where they help weave agile practices into the broader business. In other cases, scrum masters might be asked to manage team performance, deal with budgeting, or handle project management tasks like scheduling and managing risks. In more technical settings, they might need to get involved with code reviews or assist with DevOps.

These expectations also shift depending on the industry. For example, in the tech sector, scrum masters may have a more hands-on technical role, while in fields like healthcare or finance, the emphasis is on agile coaching and navigating complex regulatory landscapes.

Ultimately, the key to hiring the right scrum master is finding someone who can adapt to your organization's unique needs.

How to find the right scrum master

Finding a scrum master who fits well within your organization starts with how you present the job role you're hiring for. Your job description is often the candidate's first interaction with your company. To attract the right talent, focus on being clear and specific when outlining the role's main responsibilities. Are you looking for someone to lead coaching efforts, or will they need to manage technical project implementations? Be upfront about your expectations to help narrow the pool to candidates aligned with your organizational needs.

When writing the description, try not to focus solely on technical qualifications. A scrum master who combines technical expertise (sought by 49% of organizations) with strong communication skills and adaptability (valued by 56% and 40%, respectively) is more likely to excel in navigating team dynamics and technical challenges. Most importantly, tailor the job description to reflect the technical and human skills critical for your organization specifically.

Additionally, when listing required certifications, make sure they aren't the only focus. With so many resumes—on average, 182 for each scrum master job—you'll want to look beyond certifications and assess real-world experience and practical skills. Candidates who show how they've applied agile methods and overcome industry-specific challenges will stand out.

Another important consideration is cultural fit. Scrum masters don't just guide teams—they shape the working environment. Your job description should reflect your company's values and culture, helping you find someone who will foster a positive, collaborative atmosphere.

While hiring a scrum master can be tough, clearly outlining the role's responsibilities, balancing technical and human skills, and focusing on practical experience can greatly improve your chances of finding the right fit.

Ready to make your next hire?

Download the Scrum Master Skills in the New World of Work Report to gain deeper insights into what today's job market is looking for and how to stand out as an employer.