Bill Seaman's Location
Elkridge, Maryland, United States, United States
Bill Seaman's Contact Details
Bill Seaman work email
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Bill Seaman personal email
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About Bill Seaman
Talent Acquisition geek who has spent 20+ years’ experience developing, driving, and optimizing recruitment programs to align with the business strategy and culture. Passionate, adaptable, and responsive in leveraging experience from both agency and corporate environments to implement new products and strategies that enhance candidate and hiring manager experience. Empowering interviewing teams through tools, resources, reporting, and training/coaching to improve their selection process increasing productivity and minimizing turnover. Thrives in turning vision into reality for fast growth, start-up, and/or quickly evolving technology organizations providing SAAS products and services.
Bill Seaman Work Experience Details
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Human Resources ManagerFilamatic Oct 2024 - PresentBaltimore, Md, Us• Establish and execute Filamatic Talent Strategy in partnership with the Director of HR in support of the overall business plan and strategic direction of the organization. • Assist in developing, administering, and driving a performance management framework and program. • Develop and implement strategies for acquiring new talent. • Work with hiring managers and the HR Director on workforce planning to anticipate hiring needs. • Assist the HR Director in developing, administering, and driving an onboarding and training program to enhance effectiveness of new employee onboarding and professional development of existing workforce. • Assist leadership with organizational structure and role clarity. • Identify areas of continuous improvement through root-cause analysis, diagnostic tools and metrics, identifies and addresses areas needing development and provide the necessary resources. • Support the effort with leadership to transform Filamatic’s culture to include our core values, accountability, performance driven, empowerment, proactive with a growth mindset. • Manage and build external partner relationships with outside counsel, staffing agencies and other vendors/partners required to deliver goals and objectives. • Assist in the evaluation of total reward offerings and provide recommendations to remain competitive in the marketplace. • Support the Director of HR on workplace/facility enhancement and proper safety training and protocols. • Aid in the oversite of employee disciplinary meetings and terminations. -
Talent Acquisition ConsultantFilamatic Feb 2024 - Oct 2024Baltimore, Md, Us• Created and implemented formalized recruitment program for a manufacturing company building engineered to order complex industrial machinery.• Structured all key elements of the recruitment process including standardization of job ads, 3 round interview process and candidate evaluation forms enabling leveraging quantitative and qualitative feedback for allowing a better selection process with an emphasis on the candidate experience.• Led efforts to fill critical leadership positions while assisting in restructuring organization and providing compensation analysis to elevate openings to market value allowing them to attract critical talent to the organization.• Identified key area of risk and implemented guidance to ensure legal, unbiased, and fair processes that supported a strong candidate experience.
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Director Talent AcquisitionDragos, Inc. Oct 2019 - Jun 2023Hanover, Maryland, Us• Led and built a scalable Talent Acquisition function/team through rapid global expansion of a unicorn industrial cybersecurity startup through multiple funding rounds. • Grew team from just myself to a team of 8 in support of the company’s growth from 130 employees to approximately 600 employees in 8 different countries during a 3.5-year period.• Developed candidate focused recruitment process that is transparent, consistent, efficient, respectful, and increased diversity of candidate pool and employee base.• Managed companies Affirmative Action program and strategy to increase diversity and build stronger teams.• Launched Dragos’s internship program which included both traditional college students as well as leveraging SkillBridge program for those completing their military service.• Replaced legacy ATS (Lever) with scalable solution (iCims) driving capability, creating efficiencies, and enabling robust reporting.• Implemented Skill Survey as reference/resource to enhance selection process and decrease turnover.• Transitioned team from manual reporting to automated reporting through iCims, improving quality of data, minimizing errors, and eliminating multiple points of manual data entry.• Built a “Manager Toolbox” of strategies, guidelines, tools, and custom dashboards to drive better selections and minimize turnover. • Personally recruited more than 120 senior level professionals per year, my first 2 years, while building the team and continued to carry requisition load during peak times. • Worked closely with multiple PEO’s as we entered new countries to get staff on the ground as we set up official entities in Canada, Australia, New Zealand, United Kingdom, Germany, United Arab Emirates, and Saudi Arabia.• Managed global agency strategy to leverage additional resources and local expertise when required. -
Technical Recruiter14 West Feb 2016 - Jul 2019Baltimore, Maryland, Us• Manage all technical recruitment for our enterprise centralized services as well as all technical positions for our affiliates in a fast-paced, rapid growth environment.• Led Executive level recruitment including CIO, COO, VP, and Chief of Staff.• Streamline and standardize all staffing agency contracts and implement strategy and process for engagement allowing a more efficient process and level playing field.• System Administrator for recruitment technology including our ATS (iCims), video interviewing (Convey), technical testing (Prove It), reference verification (Skill Survey) and continually identifying and implanting new solutions that allows better reporting, compliance, and capabilities.• Consult and partner with managers from cradle to grave which includes position creations, developing job descriptions, recruitment strategy, interview structure, interview training, compensation analysis and extension of employment offers.• Create and maintain strategic partnerships with local colleges and coding schools for networking and to give back by holding regular resume writing and interview preparation seminars that have resulted in many hires.• Built preliminary compensation models elevate salaries to market rates and enable a stronger candidate pool.• Hired an average of 90 people per year with an average salary above 100K.• Managed recruitment interns and was a mentor to 3 recruiters and a coordinator. -
Senior Talent Acquisition SpecialistAncile Solutions, Inc. Feb 2015 - Feb 2016Elkridge, Md, Us• Manage all recruitment activity in a global environment by partnering with senior leadership to build strategy and processes to quickly fill key positions with talented professionals.• Introduced cost effective (free) recruitment tools such as CatalystFive, DevBistro, Snagajob, ResumeBucket, JobSpider, Facebook and Twitter.• Increased quality of job advertisements by introducing a performance profile methodology based on Lou Adler’s Power Hiring best seller.• Facilitate all onboarding activities including background checks, new hire orientation, and setting up initial meetings with key personnel for all new employees. -
Resource Development ManagerModis Dec 2011 - Dec 2014Zurich, Zurich, Ch• Recruitment of highly skilled technology professionals in Software Engineering, Project Management, Operational Support and Cybersecurity• Leveraged network and relationships securing new clients in either an exclusive or preferred vendor status resulting in significant direct hire revenues and ongoing consultants billing. • Coached, mentored and trained consultants and staff on developing performance-oriented resumes and how to best present themselves during interviews to ensure they are having a strategic conversation during behavior-based interviews. • Built solid consultative relationships in the technology community. -
Manager, Recruitment OperationsPrometric Aug 2010 - Oct 2011White Marsh, Md, Us• Worked closely with internal employees in coaching and understanding the direction they are looking to take their careers and preparing them in pursuing opportunities.• Certified in delivering and interpreting the PI (Predictive Index) utilized to both match candidates with positions and as a consultative tool to aid management and employees on communication and work styles to create a better work environment.• Provided constructive feedback and action steps to internal employees not chosen for a new role to ensure continued engagement Develop and manage recruiting infrastructure and process in the US and in partnership with global offices.• Provided full recruitment lifecycle support to the Information Technology, Operations, Sales and Client Services, Human Resources, and Finance organizations for permanent and contract positions.• Developed strategic partnerships with hiring managers and/or Business Unit leaders to define core competencies for each function and develop targeted key evaluators for the interview process. Also, partner to identify and forecast future needs.• Partnered with management in identifying key performance indicators and team fit in the creation of a performance profile to be utilized as the baseline for both advertising and evaluating candidates.• Promoted the identification of quality talent by coaching hiring managers on utilizing behavioral interviewing techniques as well as other screening and testing tools such as the PI (Predictive Index) -
Manager Talent AquisitionMedassurant Jan 2009 - Aug 2010Bowie, Md, Us• Lead team of 12 recruiters in hiring over 1400 specialized IT and Healthcare professionals in 2009 for a fast-growing medical informatics business.• Restructured the recruitment team into specialty teams to better support the diverse needs of the organization creating subject matter experts.• Transitioned recruitment structure and mentality from a transactional methodology to a consultative partnership.• Created layers in the recruitment organization creating a mentoring approach to development.• Selected, negotiated, and implemented the company’s first true ATS (iCims).• Created and implemented performance and budgeting reports and metrics enabling us to benchmark our true Cost Per Hire and Time to Fill rates.• Managed 1.7-million-dollar budget responsible for salaries, advertising, third party search firms, and web-based sourcing tools. -
Recruitment ManagerApex Systems Mar 2008 - Dec 2008Glen Allen, Va, Us• Train and develop 13 IT recruiters in a fast pace environment• Create and implement quarterly performance evaluation and goal setting• Manage delivery and VMS clients• Implement strategy to maximize effectiveness of recruitment team by creating hybrid strategy to focus on client and/or technology.• Grow revenue 10% in first 2 quarters while hiring and training 9 new recruiters.• Continually define and redefine roles and responsibilities of position as it was newly created in the organization.• Implemented team lead approach to foster more effective communication and training.• Implement and lead biweekly one on one meetings and team meetings to focus on performance and continual training. -
Recruitment ManagerBaltimore Sun Aug 2005 - Mar 2008Baltimore, Maryland, Us• Develop recruitment strategies in the areas of Advertising, Circulation, Marketing, Finance, Operations, HR, and IT in a multi-union environment employing over 1200 people.• Manage recruitment team and actively participate in over 200 new hires annually at multiple locations and business units.• Evaluate and analyze compensation for all open positions on a continual basis to ensure competitiveness.• Training management and employees on behavior-based interviewing from the appropriate perspective.• Consulted with staff of all levels on various employment concerns/problems and development strategies in unionized environment.• Spearheaded the Better Baltimore Sun Team, a cross departmental team focused on implementing employee suggestions for company improvements in processes and culture. • Regularly meet with employees of all levels to address employment concerns and development strategies. • Developed new employee orientation program and on-boarding processes to ensure smooth and successful transition.• Implemented an internal web-based job board which will allow employees to create search agents for internal jobs and automate the internal applicant.• Develop recruitment guide to serve as recruitment best practices for managers.• Spearheaded recruitment planning as part of our strike force strategy.• Manage all third-party staffing vendors including selections, utilization, and contract negotiations.• Participated in the implementation of employee survey and subsequent action planning teams formed because of the analysis. • Developed companywide internship guidelines and established internship standards. -
RecruiterAquent Aug 2004 - Jun 2005Boston, Ma, Us• Maintained and grew business with current clients by penetrating all departments within the company through referrals and cold calling.• Developed new business in a variety of industries with referrals and cold calling to introduce them to AQUENTS service offerings.• Serviced all clients in their staffing needs for temp, temp to hire, and direct hire.• Built Performance Profiles with clients to ensure that they hire only the best.• Partnered with both clients and contractors to make sure that all needs are exceeded.• Conducted behavioral based interviews to present only the best to clients and contractors. -
RecruiterTac Worldwide Mar 2000 - Aug 2004Cincinnati, Ohio, Us• Sourced qualified candidates for our clients’ current needs using innovative and traditional recruiting methodologies.• Acted as the point of contact to deal with any of the contractor or client problems, concerns, and needs.• Conducted background and drug testing.• Placed W-2, Corp-to-Corp and H-1 contractors. • Facilitated Health Benefits, 401K, payroll issues, and vacation time.• Negotiated contractor salaries and client bill rates.• Sold qualified candidates to client. • Prepared contractors for Interviews • Planned and Managed Job fairs.• Wrote and placed newspaper ads for current needs.• Utilized and continued to develop my strong communication and interpersonal skills while maintaining and gaining knowledge of general HR policies, procedures, and laws.
Bill Seaman Skills
Recruiting
Talent Acquisition
Sourcing
Interviews
Contract Recruitment
Technical Recruiting
Human Resources
Temporary Placement
Management
Sales
Screening
Talent Management
Training
Leadership
Onboarding
Hiring
Permanent Placement
Networking
Employee Relations
Marketing
Strategy
Cold Calling
Temporary Staffing
Crm
Staffing Services
Resume Writing
Benefits Negotiation
Call Center
New Hire Orientations
Staff Augmentation
New Business Development
Screening Resumes
It Recruitment
Healthcare
Finance
Job Fairs
Employee Benefits
College Recruiting
Executive Search
Process Improvement
Testing
Call Centers
Payroll
Peoplesoft
Coaching
Analysis
Deferred Compensation
Engineering
Time Management
Hris
Bill Seaman Education Details
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State University Of New York At Old WestburyHuman Resource Management -
Jefferson Community CollegeGeneral
Frequently Asked Questions about Bill Seaman
What company does Bill Seaman work for?
Bill Seaman works for Filamatic
What is Bill Seaman's role at the current company?
Bill Seaman's current role is Human Resources Leader.
What is Bill Seaman's email address?
Bill Seaman's email address is wi****@****dis.com
What is Bill Seaman's direct phone number?
Bill Seaman's direct phone number is +141096*****
What schools did Bill Seaman attend?
Bill Seaman attended State University Of New York At Old Westbury, Jefferson Community College.
What skills is Bill Seaman known for?
Bill Seaman has skills like Recruiting, Talent Acquisition, Sourcing, Interviews, Contract Recruitment, Technical Recruiting, Human Resources, Temporary Placement, Management, Sales, Screening, Talent Management.
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