Job Description

Who are we

We are a vibrant tech company that augments and empowers technical teams for both international and Greek clients. What sets us apart is our unique blend of coaching, continuous learning, and innovation, forming an ecosystem where professionals don’t just contribute, they grow.

By joining Agile Actors, you don’t just work on cutting-edge solutions: You become part of diverse, dynamic teams where every step is a new career milestone. Our tech professionals augment teams that are global leaders in their domains, such as Austrian Post, Red Hat, Swissquote, etc.

We are firm believers that work should be more than just a job: It should be a place where people thrive. That’s why we’re proud to be officially certified as a Great Place to Work 2026, a recognition that reflects our commitment to creating an environment where talent, passion, and growth flourish.

Our values

Having a purpose, Being adventurous, Being Agile, Respect and Empower, Authenticity and Trust, Evolving through our clients

Role Purpose

The Capability Leader grows and runs a chapter efficiently and effectively, always following Agile Actors’ values. This is an entrepreneurial leadership mandate: building, scaling, and managing a defined Capability while contributing actively to the company’s broader commercial and people objectives. It is not a traditional management role. The Capability Leader is expected to operate with agility and an open mindset, actively driving AI adoption and agility across the chapter. This means modelling curiosity, experimenting with new tools and ways of working, and helping the team continuously evolve how it delivers value.

Requirements

Responsibilities

Attract Talent. Own the talent pipeline for the chapter. Actively source, screen, and evaluate candidates for open and anticipated positions. Work closely with Talent Acquisition to maintain a healthy inflow of qualified professionals, and take personal accountability for the quality and speed of hiring in the chapter.

Lead and Develop People. Guide people with purpose. Set clear expectations, give honest feedback, recognise strong performance, and create the conditions for individuals to grow. Manage engagement, motivation, and wellbeing proactively. The chapter’s stability and development are a direct reflection of the Capability Leader’s leadership.

Contribute to Company Growth. Think and act like a business owner. Generate new demand for the capability across existing and new clients. Maintain awareness of financial contribution and manage the chapter’s cost and revenue dynamics accordingly. Support the company’s growth targets and engage early when chapter positions are at risk.

Collaborate with Capability Leaders. Act as a genuine partner to other Capability Leaders. Share knowledge, support cross-chapter staffing where it makes sense, and model the collaborative behaviours that define Agile Actors’ culture.

Collaborate with Functions. Work effectively with Talent Acquisition, People Development, and Account Management, treating the functions as partners. Contribute to shared goals on hiring speed, people experience, and demand generation.

Promote Agile Actors’ Public Image. Be visible in the professional community. Participate in meetups, conferences, and relevant events. Contribute to Agile Actors’ employer brand through content, speaking, mentoring, or community involvement.

Grow and Maintain Chapter Manpower. Achieve net headcount growth for the chapter where open positions exist while retain existing chapter’s professionals.

What we are looking for

Experience & expertise

• Proven track record leading and growing technical teams
• Strong technical background, broad enough to evaluate talent credibly and set meaningful standards for the chapter.
• Strong technical background, broad enough to evaluate talent credibly and set meaningful standards for the chapter.
• Full-stack software development experience with JavaScript, TypeScript, and Node.js is preferred, along with broad technical fluency in modern software engineering practices.
• Commercial mindset, comfortable with P&L thinking, margin awareness, and revenue contribution
• Prior experience in consulting, staffing, or professional services context (preferred)
• Existing network in the respected technology professional community (preferred)

What makes someone thrive in this role

• Leadership: inspires and develops others, creates clarity, and takes ownership of outcomes rather than activities
• Agility: adapts quickly as priorities, clients, and technologies shift, and helps the chapter do the same
• Open mindset: curious by default, open to new ideas and perspectives, and comfortable changing their mind when the evidence says so
• AI fluency: actively adopts AI tools in their own work and champions practical AI adoption across the chapter
• Collaboration: builds real working relationships across chapters, functions, customers and communities, not just transactional ones
• Communication: direct, honest, and clear, with both the team and stakeholders
• Initiative: spots what needs doing and does it, without waiting to be asked
• Resourcefulness: finds practical paths forward under constraint, with limited hand-holding
• Ownership: operates with full accountability, follows through, and owns both wins and misses

How Success is Measured

Specific targets are defined annually through the OKR cycle. Capability Leaders are assessed against the following areas:

• Talent acquisition speed: high-priority roles filled within agreed timeframes
• Attrition: chapter attrition at or below the annual target
• Net headcount growth: chapter growth against the annual target
• Demand generation: new positions created across existing and new clients
• People experience: chapter satisfaction at or above target
• Client experience: client satisfaction at or above target
• Company EBITDA: contribution to the companywide financial target

Performance is reviewed quarterly and includes a 360° DOT (Definition of Target) covering collaboration, communication, and ownership, with feedback from all related stakeholders across functions and sub-capabilities.

Benefits

Compensation benefits

Capability Leaders operate under a performance-based partnership model. Compensation is linked directly to chapter profitability, headcount growth, recruitment speed, and company-level financial results. Personal billable contribution, where it exists, is recognised separately. Full details are set out in the CL Compensation Policy.

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