Hire Scrum Developers
Work with top Scrum developers from LatAm. Save 70%, onboard pre-vetted talent quickly, and get your remote team up and running in just 21 days.
Hire Remote Scrum Developers
Sofía is a dynamic developer from Colombia, mastering JS, React, and Docker for 5 years.
- JavaScript
- HTML
- React.js
- TypeScript
- Docker
Mariana's your go-to dev with 8 years in Java, Docker, Python, Kubernetes, and CSS.
- Java
- Docker
- Python
- Kubernetes
- CSS
Valeria is a dynamic developer from Costa Rica, mastering Swift to C++ with 5 years' finesse.
- Swift
- Kotlin
- Angular
- TypeScript
- C++
Meet Sebastián, a developer with 11 years of expertise in Kotlin, Swift, AI, and more.
- Kotlin
- Swift
- AI
- Machine Learning Basics
- Data Visualization
Isabella is a skilled developer from Costa Rica, mastering C#, Azure, and Docker.
- C#
- Azure
- Docker
- Machine Learning Basics
- HTML
Meet Benjamín, your go-to developer with 12 years of Vue.js, AWS, and SQL expertise.
- Vue.js
- TypeScript
- Node.js
- AWS
- SQL
Meet Daniela, a developer from Ecuador. 5 years in, she’s your go-to for Angular, React, and more.
- Angular
- HTML
- CSS
- React.js
- C++
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
Lupa's Proven Process
Together, we'll create a precise hiring plan, defining your ideal candidate profile, team needs, compensation and cultural fit.
Our tech-enabled search scans thousands of candidates across LatAm, both active and passive. We leverage advanced tools and regional expertise to build a comprehensive talent pool.
We carefully assess 30+ candidates with proven track records. Our rigorous evaluation ensures each professional brings relevant experience from industry-leading companies, aligned to your needs.
Receive a curated selection of 3-4 top candidates with comprehensive profiles. Each includes proven background, key achievements, and expectations—enabling informed hiring decisions.
Reviews
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
“We scaled our first tech team at record speed with Lupa. We couldn’t be happier with the service and the candidates we were sent.”
"Recruiting used to be a challenge, but Lupa transformed everything. Their professional, agile team delivers top-quality candidates, understands our needs, and provides exceptional personalized service. Highly recommended!"
“Lupa has become more than just a provider; it’s a true ally for Pirani in recruitment processes. The team is always available to support and deliver the best service. Additionally, I believe they offer highly competitive rates and service within the market.”
"Highly professional, patient with our changes, and always maintaining clear communication with candidates. We look forward to continuing to work with you on all our future roles."
“Lupa has been an exceptional partner this year, deeply committed to understanding our unique needs and staying flexible to support us. We're excited to continue our collaboration into 2025.”
"What I love about Lupa is their approach to sharing small, carefully selected batches of candidates. They focus on sending only the three most qualified individuals, which has already helped us successfully fill 7 roles.”
"We hired 2 of our key initial developers with Lupa. The consultation was very helpful, the candidates were great and the process has been super fluid. We're already planning to do our next batch of hiring with Lupa. 5 stars."
"Working with Lupa for LatAm hiring has been fantastic. They found us a highly skilled candidate at a better rate than our previous staffing company. The fit is perfect, and we’re excited to collaborate on more roles."
"We compared Lupa with another LatAm headhunter we found through Google, and Lupa delivered a far superior experience. Their consultative approach stood out, and the quality of their candidates was superior. I've hired through Lupa for both of my companies and look forward to building more of my LatAm team with their support."
“We’ve worked with Lupa on multiple roles, and they’ve delivered time and again. From sourcing an incredible Senior FullStack Developer to supporting our broader hiring needs, their team has been proactive, kind, and incredibly easy to work with. It really feels like we’ve gained a trusted partner in hiring.”
Working with Lupa was a great experience. We struggled to find software engineers with a specific skill set in the US, but Lupa helped us refine the role and articulate our needs. Their strategic approach made all the difference in finding the right person. Highly recommend!
Lupa goes beyond typical headhunters. They helped me craft the role, refine the interview process, and even navigate international payroll. I felt truly supported—and I’m thrilled with the person I hired. What stood out most was their responsiveness and the thoughtful, consultative approach they brought.
Scrum Developer Soft Skills
Accountability
Take responsibility for deliverables within the scope of each sprint
Team Communication
Share progress, blockers, and priorities transparently with the team
Time Management
Balance sprint commitments with unexpected project shifts effectively
Responsiveness
React to changing requirements while protecting sprint focus
Collaboration
Support cross-functional teammates in achieving shared sprint goals
Adaptability
Learn from retrospectives and adjust processes to improve velocity
Scrum Developer Skills
Sprint Planning
Define deliverables, estimate effort, and organize tasks for efficient sprint execution.
Backlog Management
Maintain and prioritize product backlogs using tools like Jira or Trello.
Daily Stand-Ups
Facilitate daily check-ins to synchronize team progress and surface blockers.
Retrospective Analysis
Conduct sprint retrospectives to identify improvements and refine team workflows.
Cross-Functional Collaboration
Work closely with QA, designers, and product owners for end-to-end delivery.
Agile Reporting
Track velocity, burndown charts, and sprint health using agile dashboards.
How to Write an Effective Job Post to Hire Scrum Developers
Recommended Titles
- Agile Developer
- Scrum Team Engineer
- Scrum Framework Developer
- Agile Project Developer
- Scrum Workflow Developer
- Collaborative Software Engineer
Role Overview
- Tech Stack: Proficient in Agile methodologies, Scrum framework, and software development practices.
- Project Scope: Facilitate Scrum ceremonies; ensure Agile principles are followed; collaborate with cross-functional teams.
- Team Size: Work within a Scrum team of 5–9 members.
Role Requirements
- Years of Experience: Minimum of 2 years in Agile software development.
- Core Skills: Strong understanding of Scrum principles, team facilitation, and continuous improvement.
- Must-Have Technologies: Jira, Confluence, Agile tools, software development languages.
Role Benefits
- Salary Range: $117,904 – $145,941 annually, depending on experience and location.
- Remote Options: Remote work opportunities available.
- Growth Opportunities: Opportunities to lead Agile transformations and improve team performance.
Do
- List compensation and agile workflow benefits
- Require Scrum, Agile, and project leadership skills
- Promote teamwork and iteration-based culture
- Highlight leadership paths in agile product delivery
- Use agile-native and goal-driven language
Don't
- Don’t confuse this with project managers.
- Omitting Scrum certification is a missed detail.
- Skip agile values and you'll lose relevance.
- Failing to define sprint cadence is incomplete.
- Be transparent with salary and team size.
Top Scrum Developer Interview Questions
Screening questions for Scrum Developers
Can you describe your experience with version control systems like Git?
Look for candidates who have hands-on experience with Git, including branching, merging, and resolving conflicts. They should also be comfortable using Git in a collaborative environment.
How have you implemented automated testing in your previous projects?
Search for candidates who mention specific testing frameworks or tools, such as JUnit, Selenium, or pytest. They should understand the importance of automated testing in maintaining code quality and facilitating continuous integration.
What is your approach to code reviews and how do you handle feedback?
Seek candidates who value constructive code reviews and see them as a learning opportunity. They should demonstrate a collaborative spirit and an ability to improve based on feedback.
How do you ensure your code is scalable and maintainable?
Look for candidates who emphasize best practices like writing clean, modular code, using design patterns appropriately, and considering scalability from the outset. They should also mention documentation as part of maintainability.
Describe a challenging technical problem you solved in a Scrum team.
Listen for examples that showcase their problem-solving skills, technical expertise, and ability to work effectively within a team. They should also discuss how they collaborated with team members to reach a solution.
Describe a time when you faced a technical challenge during a sprint. How did you resolve it?
Look for evidence of analytical thinking and resourcefulness. The candidate should demonstrate their ability to collaborate, research solutions, and apply coding best practices to overcome challenges.
How do you handle conflicting priorities in a sprint?
Seek candidates who can effectively communicate with product owners and teammates to reprioritize tasks. They should demonstrate the ability to stay focused on sprint goals while managing stakeholder expectations.
Have you ever had to modify a solution based on team feedback? How did you approach this?
Evaluate the candidate’s receptiveness to feedback and adaptability. Look for those who value team input, can pivot when necessary, and maintain a collaborative attitude.
What strategies do you use to tackle a problem you haven’t faced before?
Candidates should show a proactive approach to problem-solving, such as researching, seeking mentorship, or leveraging online resources to gain new knowledge and apply it effectively.
Can you give an example of a problem that required liaising with other Scrum team roles?
The candidate should illustrate their ability to communicate and collaborate across different roles, showing an understanding of how various team dynamics contribute to problem-solving.
Can you describe a time when you successfully collaborated with a team to complete a project?
Look for examples where the candidate actively participated in the team's success, demonstrating their ability to work well with others and contribute to a shared goal.
How do you handle disagreements within a team?
Listen for responses that emphasize the importance of open communication, finding common ground, and maintaining a professional approach to conflict resolution.
When working in a team, how do you ensure everyone's ideas are heard?
Pay attention to whether the candidate values inclusivity and ensures diverse perspectives are considered, showing they respect others’ input.
Describe a situation where you had to balance multiple priorities under pressure.
Evaluate if the candidate can prioritize effectively, stay calm, and maintain high performance without getting overwhelmed in stressful situations.
Have you ever taken on a leadership role, even if it wasn't your official position?
Look for instances where the candidate demonstrated leadership qualities such as initiative, decision-making, and motivating a team, regardless of their formal title.
- Frequent Miscommunication
- Defensive Against Criticism
- Poor Analytical Thinking
- Regularly Fails to Meet Timelines
- Resistant to New Knowledge
Build elite teams in record time, full setup in 21 days or less.
Book a Free ConsultationWhy We Stand Out From Other Recruiting Firms
From search to hire, our process is designed to secure the perfect talent for your team
Local Expertise
Tap into our knowledge of the LatAm market to secure the best talent at competitive, local rates. We know where to look, who to hire, and how to meet your needs precisely.
Direct Control
Retain complete control over your hiring process. With our strategic insights, you’ll know exactly where to find top talent, who to hire, and what to offer for a perfect match.
Seamless Compliance
We manage contracts, tax laws, and labor regulations, offering a worry-free recruitment experience tailored to your business needs, free of hidden costs and surprises.
Lupa will help you hire top talent in Latin America.
Book a Free Consultation
Top Scrum Developer Interview Questions
Screening questions for Scrum Developers
Can you describe your experience with version control systems like Git?
Look for candidates who have hands-on experience with Git, including branching, merging, and resolving conflicts. They should also be comfortable using Git in a collaborative environment.
How have you implemented automated testing in your previous projects?
Search for candidates who mention specific testing frameworks or tools, such as JUnit, Selenium, or pytest. They should understand the importance of automated testing in maintaining code quality and facilitating continuous integration.
What is your approach to code reviews and how do you handle feedback?
Seek candidates who value constructive code reviews and see them as a learning opportunity. They should demonstrate a collaborative spirit and an ability to improve based on feedback.
How do you ensure your code is scalable and maintainable?
Look for candidates who emphasize best practices like writing clean, modular code, using design patterns appropriately, and considering scalability from the outset. They should also mention documentation as part of maintainability.
Describe a challenging technical problem you solved in a Scrum team.
Listen for examples that showcase their problem-solving skills, technical expertise, and ability to work effectively within a team. They should also discuss how they collaborated with team members to reach a solution.
Describe a time when you faced a technical challenge during a sprint. How did you resolve it?
Look for evidence of analytical thinking and resourcefulness. The candidate should demonstrate their ability to collaborate, research solutions, and apply coding best practices to overcome challenges.
How do you handle conflicting priorities in a sprint?
Seek candidates who can effectively communicate with product owners and teammates to reprioritize tasks. They should demonstrate the ability to stay focused on sprint goals while managing stakeholder expectations.
Have you ever had to modify a solution based on team feedback? How did you approach this?
Evaluate the candidate’s receptiveness to feedback and adaptability. Look for those who value team input, can pivot when necessary, and maintain a collaborative attitude.
What strategies do you use to tackle a problem you haven’t faced before?
Candidates should show a proactive approach to problem-solving, such as researching, seeking mentorship, or leveraging online resources to gain new knowledge and apply it effectively.
Can you give an example of a problem that required liaising with other Scrum team roles?
The candidate should illustrate their ability to communicate and collaborate across different roles, showing an understanding of how various team dynamics contribute to problem-solving.
Can you describe a time when you successfully collaborated with a team to complete a project?
Look for examples where the candidate actively participated in the team's success, demonstrating their ability to work well with others and contribute to a shared goal.
How do you handle disagreements within a team?
Listen for responses that emphasize the importance of open communication, finding common ground, and maintaining a professional approach to conflict resolution.
When working in a team, how do you ensure everyone's ideas are heard?
Pay attention to whether the candidate values inclusivity and ensures diverse perspectives are considered, showing they respect others’ input.
Describe a situation where you had to balance multiple priorities under pressure.
Evaluate if the candidate can prioritize effectively, stay calm, and maintain high performance without getting overwhelmed in stressful situations.
Have you ever taken on a leadership role, even if it wasn't your official position?
Look for instances where the candidate demonstrated leadership qualities such as initiative, decision-making, and motivating a team, regardless of their formal title.
- Frequent Miscommunication
- Defensive Against Criticism
- Poor Analytical Thinking
- Regularly Fails to Meet Timelines
- Resistant to New Knowledge
