SeniorFull TimeEN
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
What makes someone thrive in this role
How Success is Measured
Specific targets are defined annually through the OKR cycle. Capability Leaders are assessed against the following areas:
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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