Lutz Mueller 

From the previous article, you already know that the hiring process can be quite extensive. A typical hiring process involves the following people: The hiring manager, the recruiter, the inbound sourcer, and the interview panel.

Depending on the company size, one person might execute several roles, especially in smaller companies. We will have a look at each person’s tasks, goals, and constraints.

The Hiring Manager

The hiring manager is THE most important person during the hiring process for you. This person asks for new positions, defines the requirements, and writes the job description.

The hiring manager is your “customer”. This person decides to hire you or not.

Besides, the hiring manager decides who will take part in the interview with you and if there will be a “Get to know the team” event.

A hiring manager’s goal is to hire a Scrum Master who can help a team and the organization progress on their agile journey.

The Recruiter

The recruiter serves the hiring manager and coordinates everything to get the position filled:

  • Scanning (skimming) profiles and resumes
  • Getting in touch with qualified candidates
  • Guiding candidates  through the whole hiring funnel

The goal of the recruiter is to fill the positions the hiring manager asks for. Recruiters aim to find candidates meeting the requirements of the hiring manager and the interview panel.

Recruiters’ performances are measured in the number of positions they fill, so they have targets to hit.

A recruiter wants to fill the position with candidates matching the hiring manager’s requirements.

If a hiring manager is looking for a Scrum Master with experience in data science teams, there is no need to tell the recruiter that domain knowledge is not crucial as a Scrum Master.

Recruiters will most likely follow the requirements set by the hiring manager.

The Inbound Sourcer

The inbound sourcer scans all incoming resumes. Large companies get hundreds of applications every week for each role. Depending on the company size, there might be several people doing this job.

Your job is to help the inbound sourcer identify very quickly that you are an excellent fit for the Scrum Master role. 

Keep in mind that this person scans your Scrum Master resume very quickly, so your resume needs to grab this person’s attention based on the job description.

The inbound sourcer has one goal: Forward qualified candidates to the recruiter to save the recruiter time running the hiring process.

Suppose you have a referral from someone already working for that company. In that case, your application gets directly to the inbound sourcer (sometimes to the recruiter) with higher priority than all the other resumes.

The Interview Panel

A panel is just a group of people who interview you. That could be your future team, other Scrum Masters, or people from the agile chapter/agile community of practice.

The hiring manager selects this group.


When writing your Scrum Master resume, keep in mind that:

  1. The hiring manager is your customer. This person decides to hire you or not.
  2. The recruiter and inbound sourcer are your friends. Those people have to hit target numbers. Please help them to identify you as an excellent fit for the Scrum Master role.
  3. An interview panel is a group of people you will work with when you get the job.

Learn How to Write a Compelling Scrum Master Resume That Gets You Interviews

Over the next few weeks, I will write articles that will help you write a compelling resume without paying hundreds of dollars for professional writing services or resume templates.

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