Scott M. Email and Phone Number
As a Talent Acquisition (TA) Manager with 15+ years of experience, I achieve enterprise objectives by developing strategic talent acquisition programs, refining recruitment processes, and leading resilient, high-performing teams.At Unum, I spearheaded the design of a recruiting framework from the ground up, implementing an Agile model to streamline requisition and intake processes. By categorizing teams into recruiting pods and introducing best practices to prioritize requisitions, I reduced time-to-fill by over 20%. I also structured interview panels, limiting interviews to two per panel and directing bi-weekly scrum meetings with 8 sprints per requisition.As a diversity champion, I increased diversity hires for senior positions by 20% through a targeted inclusive hiring strategy. I crafted dynamic email campaigns with a 37% open click rate and collaborated with senior leaders to shape long-term DEI strategies.In recognition of my performance, I earned the 2022 Aspire Award as one of the top 350 employees at Unum for envisioning and deploying the Agile Recruitment Framework to funnel candidates and expedite the hiring process.KEY SUCCESSES:- Led a 5-member team to complete 520+ requisitions using a responsive recruitment framework.- Increased diversity hires through Women in Tech initiatives and diversity-focused events.- Boosted organic applications by enhancing the brand’s presence via social media, industry, and assorted venues.
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Talent Acquisition (Ta) ManagerUnum Mar 2022 - PresentChattanooga, Tn, UsDuring this time, I steered the design and execution of end-to-end recruiting strategies to meet IT and digital transformation hiring needs while enhancing the candidate experience. I collaborated with organizational teams to forecast quarterly hiring and reported monthly TA activities to the Chief Digital Officer, managing a team of 5 TA consultants.By partnering with the analytics team, I integrated a Tableau dashboard for better visibility into key metrics such as open-fill-close rates, candidate pipelines, and time-to-hire. This helped reduce attrition from 17% to 6% over two years and cut the average time-to-fill from 90 to 47 days.To strengthen the talent pipeline, I trained the team on LinkedIn Recruiter projects to build proactive candidate pipelines and created a pool of silver medalist candidates for future roles -
Senior Talent Acquisition ConsultantUnum Mar 2019 - Mar 2022Chattanooga, Tn, UsHere, I improved recruiting and turnaround for the digital transformation organization by processing over 240 requisitions with a 58-day median time-to-fill. I successfully hired Product Owners, Enterprise Architects, Business Analysts, Software Engineers, Data Scientists, IT Directors, and AI/ML experts, while mentoring junior consultants on recruitment SOPs.I maintained a 96% offer acceptance rate by managing a recruiting funnel of 4,900 initial candidates and achieving a 96% completion rate to the hiring stage. I set clear expectations for hiring managers through talent advisement and utilized LinkedIn Recruiter and Workday to streamline the process.
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Senior Recruiting ConsultantJvt Advisors Jan 2017 - Mar 2019Andover, Ma, UsIn this role, as an individual contributor, I hired for various IT positions using LinkedIn Recruiter and Bullhorn as primary ATS systems.I increased candidate engagement by 50% and placements by 35% by designing recruitment plans based on in-depth market research and exploratory calls with hiring managers to understand industry-specific needs. I ensured a premium candidate experience by incorporating frequent touchpoints throughout the recruitment lifecycle, including salary negotiations, interview coaching, and onboarding verification.Additionally, I enhanced team performance by hosting monthly meetings to identify bottlenecks, improve pipelines, and recommend LinkedIn Learning courses, while collaborating with stakeholders to drive results. -
Senior Technical RecruiterMarket Street Talent, Inc. Aug 2014 - Jan 2017Portsmouth, Nh, UsWhile I was in this position, I recruited Technology, Product, Marketing, Operations, and PMO roles for direct hires and contracts across various states.As the favored supplier for Time Warner Cable, I interfaced monthly with their talent acquisition team to document hiring forecasts and budgets while conducting contract reviews and negotiating fee and billing structures.I increased workforce flexibility by 30% by leading talent strategy reforms, restructuring the sales team, and streamlining contingent workforce utilization. Additionally, I established foundational policies for requisition information management, automating the offer letter process with Bullhorn and reducing administrative dependencies. -
Independent Recruiting ConsultantBridge Point Consulting Sep 2011 - Aug 2014Here, I serviced renowned companies and contracting houses, fulfilling hiring requirements by executing projects and assembling high-performing teams.I increased year-over-year sales by 15% and expanded profit margins by developing a metric that guided contractual negotiations based on project size and scope. This allowed for more informed decision-making related to billing and fees by improving my understanding of P&L.Furthermore, I facilitated H1B 3rd-party contract candidates through the hiring pipeline by negotiating contract terms and supporting interview processes.
Scott M. Education Details
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Mount Washington CollegeBusiness Administration
Frequently Asked Questions about Scott M.
What company does Scott M. work for?
Scott M. works for Unum
What is Scott M.'s role at the current company?
Scott M.'s current role is Talent Acquisition Strategy | Hiring Life Cycle | Candidate Experience Enhancement | Agile Recruiting | Recruitment Program Visibility | Organic Application Optimization | Continuous Process Improvement.
What schools did Scott M. attend?
Scott M. attended Mount Washington College.
Who are Scott M.'s colleagues?
Scott M.'s colleagues are Janice Albert, John Bamrick, Jennifer Foster, Tanya Cox, Dayna Shaw, Marisa Rawl, Lynne Davis.
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