New York Project & Delivery: Stakeholder Management, Project Management, Agile Lead 644 Roles -- January 2026

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New York Project and Delivery job market tracked 644 roles across 349 employers in January 2026, with remote work available in 42% of tracked postings and a median salary of $152,650. Project managers and programme managers account for 85% of open roles, with enterprise employers driving most hiring activity among tracked companies.

This report analyzes 644 Project & Delivery job postings from 346+ companies tracked via direct employer career pages and job board aggregators. Our coverage skews toward tech-forward and scaling companies; large enterprises using enterprise hiring platforms may be underrepresented. Coverage varies by section and is noted throughout.

Key Takeaways for Hiring Managers

1.0Salary expectations vary widely by subfamily Programme managers show a median of $172,000 versus $120,000 for project managers among tracked roles with disclosed compensation. When scoping new headcount, clarifying whether the role requires programme-level strategic ownership or project-level execution could help set appropriate compensation bands and attract the right candidates.

1.1Remote flexibility may widen your candidate pool With 42% of tracked delivery roles offering remote work and only 6% requiring full onsite presence, employers who offer location flexibility are likely competing for a broader talent pool. In a market where broader return-to-office mandates are tightening (ResumeBuilder/Archie, Jan 2026), maintaining remote options could be a differentiator for delivery hires.

1.2AI literacy is entering delivery role expectations AI appears in 5% of tracked delivery postings, consistent with industry surveys showing over half of project managers now use AI tools (PMI/TechTarget, 2026). Considering AI proficiency in job descriptions may help attract candidates who can drive efficiency in reporting, risk assessment, and task coordination.

1.3Enterprise employers face concentrated competition Among tracked employers, 78% of roles with size data come from enterprise companies (1,000+ employees). With large firms like Google, JPMorgan, and Meta all actively hiring delivery professionals, smaller employers may need to emphasize growth opportunities, scope of impact, or flexibility to compete for the same talent.

Compensation

13% of roles with disclosed salary ranges

Overall Distribution

25th Percentile

$114K

Median

$153K

75th Percentile

$185K

IQR (Spread)

$71K

Advertised Salary by Seniority

Advertised Salary by Role

Employers Hiring for Project & Delivery Roles

Low

High

Market interpretation: Google leads tracked employers with 40 delivery postings, followed by JPMorgan Chase entities which collectively account for 70 roles across three separate listings. Meta (13), Capital One (11), and AECOM (10) are new entrants to the top employer list compared to December, suggesting fresh hiring cycles at these firms. The top 5 employers account for 19% and the top 15 for 32% of all tracked postings. Note that employer concentration figures reflect which companies are included in our tracking and should not be interpreted as overall market share.

Industry Distribution

48% of roles with industry data

Low

High

Among the 48% of tracked roles with industry metadata, Professional Services and Consumer Tech share the lead at 21% each, followed by Financial Services (9%) and Fintech (8%). Based on a single month's movement, Consumer Tech gained 12 percentage points from December, likely reflecting new-year hiring activity at large technology employers tracked in this dataset. The remaining share is spread across Healthcare, E-commerce, Mobility, PropTech, MarTech, and Productivity sectors, suggesting delivery roles span a broad range of industries in New York.

Role Specialization

Low

High

Project managers lead the role mix at 46% of tracked postings, followed by programme managers at 39%, delivery managers at 12%, and scrum masters at 3%. Based on a single month's movement, project manager share gained 6 percentage points from December while programme manager share declined by 8 points. This shift could reflect seasonal patterns where employers prioritize execution-focused project roles at the start of the year, though a single month's movement should be interpreted cautiously.

Seniority Distribution

Junior: 0-2 years | Mid-Level: 3-5 years | Senior: 6-10 years | Staff/Principal: 11+ years (IC track) | Director+: Management track

Low

High

Senior-to-Junior Ratio

6:1

Senior+ roles per Junior role

Entry Accessibility Rate

31%

Junior + Mid-Level roles combined

Senior roles account for 50% of tracked postings, with the senior-to-junior ratio standing at 6:1. The mid-level band holds 20% and Director+ roles 14%, providing a defined pathway for advancement within tracked employers. Entry accessibility (junior plus mid-level combined) sits at 31%, indicating a moderately accessible market for less experienced delivery professionals. Staff/Principal roles at 4% represent a niche but present band.

Company Maturity

45% of roles with company age data

30%Growth Stage

Mature (>15 yrs)66%

Growth (6-15 yrs)30%

Young (<=5 yrs)4%

Among the 45% of tracked roles with company age data, mature companies (over 15 years old) account for 66% of postings, with growth-stage firms at 30% and young companies at just 4%. This distribution likely reflects the presence of established employers like Google, JPMorgan, and AECOM in the top hiring list, and is consistent with the enterprise-heavy size profile observed in the employer data.

Ownership Type

48% of roles with ownership data

40%Private

Public42%

Private40%

Subsidiary17%

Acquired1%

Among the 48% of tracked roles with ownership data, public and private companies are nearly evenly split at 42% and 40% respectively, with subsidiaries comprising 17%. The near-parity between public and private employers may reflect New York's mix of publicly traded financial and technology firms alongside large private professional services and fintech companies in the delivery hiring space.

Employer Size Distribution

46% of roles with company size data

78%Enterprise

Enterprise (1,000+)78%

Scale-up (50-1,000)14%

Startup (<50)8%

Among the 46% of tracked roles with company size data, enterprise employers (1,000+ employees) account for 78% of postings, with scale-ups at 14% and startups at 8%. This heavy enterprise concentration is consistent with the top employer list, where firms like Google, JPMorgan, Meta, and Amazon each post multiple delivery roles. Smaller companies may still hire delivery professionals but likely do so at lower volumes per employer.

Working Arrangement

Onsite: office full-time | Hybrid: mix of office and remote | Remote: work from anywhere | Flexible: employee chooses arrangement

97% of roles with known working arrangement

42%Remote

Remote42%

Hybrid30%

Flexible22%

Onsite6%

Remote work leads at 42% of the 121 ATS-sourced roles with arrangement data (97% coverage), followed by hybrid at 30%, flexible at 22%, and onsite at just 6%. Combined, 94% of tracked delivery roles offer some form of location flexibility. This stands in contrast to broader workforce trends where nearly half of US companies now require 4+ days in-office (ResumeBuilder/Archie, Jan 2026), and may reflect how delivery professionals often coordinate distributed teams and are well-suited to remote or hybrid setups.

Skills Demand

43% of roles with skills data

Low

High

Skills insight: Among the 280 roles with skills data (43% coverage), stakeholder management leads at 25%, followed by Agile and Project Management tied at 21%, JIRA at 16%, and risk management at 15%. The top co-occurring skill pairs are Risk management + Stakeholder management and Agile + JIRA, both at 10%, suggesting employers value candidates who combine interpersonal governance skills with delivery methodology fluency. AI appears in 5% of tracked roles, an emerging requirement that is consistent with broader industry adoption of AI in project management workflows (PMI/TechTarget, 2026).

Market Context

1.Return-to-office mandates continue tightening Nearly half of US companies now require 4 or more days in the office, with only 27% maintaining fully in-person policies. Delivery roles in this dataset show 42% remote availability, which may indicate the function retains more flexibility than the broader workforce. (ResumeBuilder/Archie, January 2026)

2.AI adoption accelerating in project management Industry surveys show 54% of project managers now use AI for risk management and 53% for task automation. This aligns with AI appearing in 5% of tracked delivery postings in New York, suggesting employers are beginning to formalize AI as a desired competency for delivery professionals. (PMI/TechTarget, 2026)

3.US labor market in a holding pattern The US labor market has been characterized as a 'low hire, low fire' environment, with employers cautious about both new headcount and layoffs. The 1.85 jobs-per-employer ratio among tracked New York delivery roles is consistent with measured hiring rather than rapid expansion. (SF Standard, January 2026)

4.New York pay transparency law shapes salary data availability New York's pay transparency legislation requires employers to disclose salary ranges in job postings. Among tracked delivery roles, 13% include disclosed compensation data, with an overall median of $152,650. The law provides a useful baseline for benchmarking, though coverage varies by employer and role type.

5.Enterprise employers lead delivery hiring volume Among tracked roles with size data (46% coverage), 78% come from enterprise employers with 1,000+ employees. Google (40 roles) and JPMorgan Chase entities (70 combined roles) account for a substantial share of postings, reflecting how large organizations tend to maintain dedicated delivery functions at scale.

Methodology

This report analyzes direct employer job postings for Project & Delivery roles in New York during January 2026.

Data collection:

1.Over 600 roles from 349+ employers aggregated from multiple sources
2.Recruitment agency postings identified and excluded (9% of raw data)
3.Jobs deduplicated across sources to avoid double-counting

Classification:

1.Roles classified using an LLM-powered taxonomy
2.Subfamily, seniority, skills, and working arrangement extracted
3.Employer metadata enriched from company databases where available

Limitations:

1.Not a complete census of the market - some roles may not be captured
2.Skills analysis based on 280 roles with skill data (43% coverage)
3.Salary data available due to pay transparency law
4.Working arrangement based on 121 ATS-sourced roles (Adzuna excluded due to truncated descriptions)

Data coverage:

63%

Seniority coverage

Roles with seniority level classified

97%

Arrangement coverage

Roles with working arrangement known

43%

Skills coverage

Roles with skills extracted from description

53%

Employer metadata

Roles with enriched company data

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