In project/delivery roles (Project Manager, Delivery Manager, Scrum Master), certifications can act as a quick shortlist filter, especially when:
- the company wants a standardized, easy-to-verify signal,
- the role is client-facing and needs shared vocabulary (risk, scope, change control),
- the team runs mature processes and wants people who understand them (not just “meeting organizers”).
At the same time, certifications don’t replace experience: interviews look for concrete situations (scope creep, dependencies, stakeholder alignment, estimation, trade-offs).
TL;DR
- Start from explicit job-ad mentions (PMP, PRINCE2, ITIL, PSM/PSPO).
- Choose based on role context: agile delivery vs project governance vs ITSM.
- Prepare 3–5 short stories (STAR) focused on decisions and outcomes, not just facilitation.
What certifications show up in job ads (from active listings)
The list below is built from explicit mentions in Project/Delivery listings on the platform.
Certifications mentioned in Project / Delivery roles
Based on job listings posted in the last 365 days.
Counts are based on explicit certification mentions in listings from the last 365 days.
How to choose (by role type)
Scrum Master / Agile delivery
Agile certifications help as shared vocabulary, but what matters is:
- running cadence without “ceremony theatre”,
- working with product and engineering on prioritization and dependencies,
- resolving real impediments (not just escalating everything).
Project governance (contracts, clients, scope)
What matters here:
- change control, risk management, timelines, budgets,
- stakeholder communication and alignment on “definition of done”,
- anticipating conflict (resource constraints, dependencies).
IT Service Management / Operations delivery
In ops/support-adjacent environments:
- incident/problem/change management,
- postmortems and process improvements,
- SLO/SLAs and “what good looks like”.
What makes a certification “count” on a CV
A certification is a single line. The weight comes from examples:
- reduced lead time / improved predictability,
- stabilized scope and reduced rework,
- fewer escalations and better client communication,
- a clear estimation approach (and explicit uncertainty).
A good bullet format:
- context + what you changed + outcome + how you measured it.
Common mistakes
- Over-focusing on ceremonies instead of delivery outcomes.
- Collecting too many badges without concrete stories: prepare 3–5 real examples.
- Mixing product vs project responsibilities: be explicit about what you owned.
Common interview questions (and how to approach them)
How do you handle scope creep?
Start by clarifying the baseline: original goals, what changed, who decides. Then show a mechanism: change request + impact (time/cost/risk) + a documented decision.
What do you do when the team is consistently late?
Show you look for causes: dependencies, estimation, WIP, blockers. Propose a small intervention (limit WIP, tighten DoD, reduce scope) and how you measure outcomes.
How do you deal with difficult stakeholders?
Give a concrete example: written updates, alignment on success criteria, steady cadence, “no surprises”.
Quick checklist (before you apply)
- Do you have 2–3 examples with measurable outcomes (predictability, lead time, scope stability)?
- Can you explain the difference between facilitation and decision-making in your role?
- Do you have a conflict example and how you resolved it without unnecessary escalation?
- If you list a certification, can you show how you applied concepts (risk register, change control, retros)?
How the list is built (short)
- Scans title + description of Project/Delivery jobs on the platform.
- Counts explicit certification mentions only (codes/names), not general technologies.
- Shows how many listings mention each certification within a recent window.
Next steps
- Project/Delivery jobs: /ro/cariere-it/rol/project-manager
- Project/Delivery CV template: /ro/ghiduri/model-cv-project-delivery-it-romania
