Agentic Engineering Transformation Lead

About Apexon:

Apexon is an AI-first technology services firm that engineers intelligent enterprises. Our interconnected disciplines of Domain & Strategy, Cognitive Architecture, and Harness Engineering guide every engagement, helping clients deliver meaningful business outcomes while applying collective intelligence to confidently scale from early AI strategies to enterprise-grade production systems. For over three decades, we have helped organizations by leveraging our deep and practical expertise in Artificial Intelligence, Data & Analytics, Digital Engineering, and Experience, combined with our industry knowledge across Banking & Financial Services, Healthcare and Life Sciences to create lasting business value. Apexon is backed by Goldman Sachs Asset Management and Everstone Capital.

Role Summary

Apexon is seeking an experienced Agentic Engineering Capability Transfer Lead to help a large engineering organization independently operate, govern, and scale agentic delivery. This role will lead the transition from execution-heavy engineering practices to judgment-led ways of working. You will define the roles, capability standards, learning journeys, governance controls, and staged transfer mechanisms required to embed sustainable agentic engineering capabilities across the client organization. Readiness will be measured through independent performance in live delivery environments and validated evidence, rather than training completion alone. Success means leaving the client with:

A calibrated internal core team capable of making gate decisions independently

Transferred role owners who can perform their responsibilities independently under audit

A repeatable model for onboarding additional engineering teams without ongoing Apexon dependency

Key Responsibilities

Assess the client's current AI capabilities, engineering practices, organizational readiness, and role-level capability gaps.

Position skills inventories as mechanisms for measuring organizational capability, not as tools for individual surveillance.

Identify and seed the client's internal core team, prioritizing individuals with strong product, engineering, and codebase knowledge.

Establish the roles required to support the agentic delivery model, including: Agent Supervisor, Verification and Evidence Owner, Harmonization Architect and Harness/Platform Engineer

Develop role profiles, competency expectations, learning journeys, assessment methods, and calibration criteria for each new role.

Lead a staged capability-transfer model across seed, shadow, co-own, and own phases.

Transfer responsibility only after role owners have demonstrated independent and audited performance against agreed thresholds.

Establish reviewer calibration as a measurable governance control, including: Inter-reviewer agreement, False-approval rates and Approval-time drift

Threshold-based return to shadowing when reviewer performance falls below the required standard

Coach engineering and product teams in specification engineering, ensuring requirements and acceptance criteria are clear, complete, and testable enough to support agentic delivery.

Design and lead Communities of Practice, practical labs, coaching interventions, and train-the-trainer programs.

Connect learning programs to jury-validated or evidence-based capstones that produce reusable organizational assets.

Define adoption, capability-transfer, and readiness KPIs at team and value-stream levels.

Ensure leadership readiness reporting protects individual privacy and does not expose individual-level attribution.

Partner with Engineering, HR, Learning and Development, and senior leadership to manage role transitions and capability-building strategies.

Reinforce the workforce narrative that the transformation represents a capability shift, not a headcount-reduction program.

Ensure no existing role is eliminated before its replacement role is staffed, trained, and calibrated.

Lead stakeholder communications, resistance management, facilitation, and leadership reinforcement activities.

Provide evidence-based readiness insights to program governance and steering forums.

Enable the client's named core team to independently make gate decisions against defined calibration thresholds.

Ensure every new role has a transferred owner who has operated independently under audit.

Prepare the client to onboard its next engineering team without ongoing Apexon dependency.

Mandatory Skills Required

10+ years of experience in one or more of the following areas: Organizational change, Enterprise transformation, Learning and capability development, Technology adoption leadership

Proven experience leading capability transfer within technology or engineering transformations involving multiple interdependent workstreams.

Strong understanding of AI-enabled software engineering and harness engineering practices.

Ability to translate AI-enabled engineering practices into changes across roles, skills, workflows, governance controls, and operating models.

Experience designing competency assessments, readiness evaluations, or calibration mechanisms.

Practical knowledge of assessment methods such as: Inter-rater agreement, Audited performance, Evidence-based validation, Jury-validated capstones

Demonstrated ability to partner effectively with Engineering, HR, Learning and Development, and senior leadership.

Proven experience delivering role-based learning journeys, practical labs, Communities of Practice, coaching initiatives, and train-the-trainer programs.

Strong capabilities in stakeholder engagement, facilitation, curriculum design, communications, and resistance management.

Experience defining and applying adoption analytics, readiness KPIs, and capability-transfer measures.

Ability to operate effectively in complex transformation environments where responsibility is transferred based on demonstrated delivery readiness.

Nice to Have Skills

Experience working in a regulated industry.

Certification in change management, learning and development, or program management.

Our Commitment to Diversity & Inclusion:

Did you know that Apexon has been Certified™ by Great Place To Work®, the global authority on workplace culture, in each of the four regions in which it operates: USA (for the seventh time in 2026), India (for the tenth consecutive time in 2026), the UK(for the fourth time in 2026) and Mexico (for the second time in 2026). Apexon is committed to being an equal opportunity employer and promoting diversity in the workplace. We take affirmative action to ensure equal employment opportunity for all qualified individuals. Apexon strictly prohibits discrimination and harassment of any kind and provides equal employment opportunities to employees and applicants without regard to gender, race, color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other applicable characteristics protected by law. You can read about our Job Applicant Privacy policy here Job Applicant Privacy Policy (apexon.com)

Our Commitment to Environment:

Actively contribute to Apexon's commitment to environmental responsibility by following sustainable practices and supporting ESG initiatives.

Our Perks and Benefits:

Our benefits and rewards program has been thoughtfully designed to recognize your skills and contributions, elevate your learning/upskilling experience and provide care and support for you and your loved ones. As an Apexon Associate, you get continuous skill-based development, opportunities for career advancement, and access to comprehensive health and well-being benefits and assistance.

We also offer:

oGroup Health Insurance covering family of 4

o Term Insurance and Accident Insurance

o Paid Holidays & Earned Leaves

o Paid Parental LeaveoLearning & Career Development

o Employee Wellness