Fast, accountable team augmentation for Agile delivery performance
Embed the roles that matter (Scrum Master to Delivery Lead) in 1–3 weeks. Every engagement is principal-backed with rigorous assessment and onboarding to cut time-to-competency and improve flow.
“Source Agility consistently provided quality people for our agile delivery practice; a reliable talent and capability partner.”
Why this model?
Key delivery roles make or break predictability. Our as-a-service model provides the right skills at the right time – embedded with your teams to strengthen delivery capability.
- Principal-backed support across every role.
- Strategic talent partner – not a vendor of CVs.
- Faster ramp with structured onboarding and playbooks.
- Flexible scale up/down without losing context.
What’s included
- Rigorous capability assessment and references.
- Context-specific onboarding and 30/60/90 plan.
- Operating agreements and definition of done/ready.
- Principal check-ins, mentoring, and escalation path.
Where we specialise
Roles that underpin Agile delivery performance
Specialists who improve flow, clarity, and outcomes. We embed across product, delivery, and enablement – always with principal support.
Agile Delivery Manager / Lead
Flow, impediment removal, cadence, and delivery assurance.
Agile Project & Program Manager
Cross-team orchestration, risk management, and roadmap delivery.
Digital Delivery Lead
Digital product delivery, stakeholder alignment, and value tracking.
Scrum Master
Team facilitation, continuous improvement, and healthy delivery cadence.
Release Train Engineer
ART facilitation, PI planning, and dependency management at scale.
Agile Consultant / Coach
Operating model uplift and team-of-teams enablement.
Delivery Enablement Specialist
Ways-of-working, metrics, and tooling to improve flow.
Jira / Work Management Tooling Consultant / Admin
Jira/ADO configuration, governance, dashboards, and support.
Product Owner / Product Manager
Outcome definition, prioritisation, and backlog clarity.
Change Manager
Adoption planning, stakeholder engagement, and communications.
Engagement model
Curate, embed, uplift – with principal oversight
A simple model designed to reduce time-to-competency and protect outcomes.
1) Brief & fit
Clarify context, outcomes, constraints, and working agreements. Define success measures and the 30/60/90 plan.
2) Assess & select
Capability assessment, references, and scenario walk-throughs. Shortlist backed by our principal and talent partner.
3) Embed & onboard
Accelerated onboarding to your ways of working and rituals. Deliver from week one with agreed operating agreements.
4) Operate & uplift
Principal check-ins, mentoring, and lightweight assurance. Measure flow, predictability, and value delivery.
5) Scale or exit cleanly
Flex up/down without losing context. Clean handover with playbooks and artefacts retained by your team.
Strategic talent partner, not labour hire
We act as a strategic talent partner alongside a dedicated talent agency, while leveraging our principal consultant’s deep and wide network. You get a curated, assessed shortlist – not a stack of CVs.
- Curated candidates aligned to context and outcomes.
- Transparent ways-of-working and escalation path.
- Continuity through principal oversight and coaching.
Assurance and onboarding that reduce ramp time
| Component | How it helps |
|---|---|
| Capability assessment | Validates skills, behaviours, and domain fit. |
| Operating agreements | Clarifies roles, cadences, and decisions. |
| 30/60/90 plan | Shared expectations and outcome checkpoints. |
Quick questions
How is this different from labour hire?
We're not in the business of forwarding CVs and hoping they stick. Every role comes with principal-backed support: rigorous assessment, structured onboarding, operating agreements, and ongoing oversight.
We focus on quality of fit, speed to competency, and continuity – not seat filling. You get people who can deliver from week one and lift capability while they're embedded.
How quickly can someone start?
Often within 1–3 weeks, depending on role and domain fit. Our partnership network and principal's deep industry connections let us source rapidly without compromising quality.
We're selective – we'd rather delay a week than place the wrong person. Speed matters, but fit matters more.
What does principal support mean in practice?
You're not alone. Our principal provides mentoring, escalation paths, and light governance throughout the engagement. That means proactive risk surfacing, help removing systemic blockers, and coaching to lift performance across teams-of-teams.
It's the safety net that protects outcomes when complexity or uncertainty spikes.
How do you ensure fit and fast ramp?
We validate capability through scenario walk-throughs, references, and behavioural fit – not just CV screening. Then we build a shared 30/60/90 plan with clear operating agreements, so expectations and success measures are aligned from day one.
Faster ramp comes from better onboarding, not magical talent. We do the work others skip.
Will you replace our internal staff?
No. We augment and uplift – never displace. Our goal is to stabilise delivery, transfer capability, and leave your team stronger than we found them.
If conversion to permanent makes sense, we'll support it. If a clean exit is better, we design for that from day one.
What if the fit isn't right?
Honesty first. If it's not working, we'll surface it early and fix it – whether that means coaching, a role adjustment, or a replacement. We don't defend poor fits to protect revenue.
Our reputation depends on people who perform, not people who just fill seats.
Need the right role, right now?
Let's identify the highest-leverage roles and embed support with principal oversight to lift delivery performance.
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