Delivery Manager

• Build delivery plans grounded in real data: backlog sizing (story points/estimates), team velocity history, known dependencies, and risk.
• Convert scope and velocity into realistic timelines and communicate them as ranges with clear assumptions and confidence levels.
• Re-forecast the plan on a regular cadence (e.g., every sprint) as scope, velocity, or risk changes, and proactively flag slippage.
• Maintain visibility tools (burnup/burndown, roadmap views, RAID logs) that let stakeholders self-serve status.

• Be the primary point of contact for delivery status to leadership and stakeholders — translating team-level detail into a clear picture of progress, risk, and trade-offs.
• Identify and actively manage cross-team dependencies, blockers, and resourcing conflicts before they hit the critical path.
• Facilitate trade-off conversations (scope vs. time vs. quality) with data.

• Own the delivery process documentation (workflow stages, gate criteria, estimation method, ceremony structure) and keep it current, e.g. in Confluence.
• Run retrospectives that produce real process changes.
• Balance rigor with pragmatism — add process where it removes risk or ambiguity and remove process if not needed.

Are you the one?

• 8+ years in a Delivery Manager, Scrum Master, Program Manager, or Technical Project Manager role, ideally spanning multiple teams or workstreams.
• Demonstrated experience running Agile/Scrum (or Kanban/hybrid) delivery cadences end-to-end — not just attending ceremonies but designing and improving them.
• Hands-on experience with story-point estimation, velocity tracking, and forecasting delivery timelines from that data.
• Proven ability to hold a line on process/quality gates under deadline pressure, with the communication skill to do so without becoming a bottleneck or being seen as purely a blocker.
• Strong stakeholder management — comfortable presenting status, risk, and trade-offs to senior leadership.
• Fluency with delivery tooling (Jira, Confluence, or equivalent) and building reporting views (burnup/burndown, roadmaps, dashboards) that reduce manual status-chasing.
• Hands-on exposure to tools such as Postman and Datadog, with an interest in leveraging AI to improve delivery and operational efficiency.
• Proven experience delivering technology transformation initiatives, including system migrations, process transitions, or Global Capability Centre (GCC) setup and transition projects.
• Excellent written and verbal communication; able to turn ambiguous, fast-moving work into a clear plan and a clear narrative.

• Experience in [industry — e.g., fintech, trading platforms, regulated environments], particularly where compliance/risk sign-off is part of the stage-gate process.
• Certification such as CSM, PSM, SAFe, or PMP (useful signal, not a substitute for hands-on experience).
• Experience introducing or maturing a delivery process in an organization that didn't previously have one.

Axi's bag of delights

• Competitive and attractive compensation.
• Extensive learning opportunities including professional certifications and soft-skills development.
• 18 annual leave days and 12 sick leave days per year.
• Public holidays as declared by local government.
• Maternity leave as per law.
• Health insurance coverage.

Axi's interview journey

• Talent Acquisition Round – 45 Minutes
• Hiring Manager Interview – 1 Hour
• Final Interview – 1 Hour

Please note that our organization works with recruitment agencies on a pre-approved basis only.

A recruitment agency that wishes to submit candidate profiles or resumes for consideration must obtain prior written consent from our talent acquisition team.

We do not accept unsolicited resumes from recruitment agencies, and we will not be responsible for any fees related to unsolicited resumes.

Should we receive an unsolicited resume from a recruitment agency that does not have prior written consent, we will not be responsible for the payment of any fees related to the recruitment of the candidate represented in the unsolicited resume.

At Axi, we prioritize creating a workplace that upholds fairness and respect for all.

We encourage every individual within our community to contribute towards a culture where everyone feels a sense of belonging and is treated with the dignity they deserve.

We make all employment-related decisions—whether in hiring, compensation, training, performance reviews, or termination—based on merit and without bias, ensuring equal opportunities for everyone.

We consciously work to identify and overcome any unconscious biases, with a commitment to fostering an inclusive environment where every employee and candidate feels genuinely welcomed and valued.