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Scott Lloyd

Head of Talent Acquisition

Always looking for top talent!!!!!!

Greater Los Angeles Area

Section title

Scott Lloyd's Email Addresses & Phone Numbers

Scott Lloyd's Work Experience

Always looking for top talent!!!!!!!!

Head of Talent Acquisition

Northrop Grumman Corporation

Talent Acquisition/Sourcing Director ( consultant)

March 2016 to October 2016

Greater Los Angeles Area

Transamerica

Global Talent Acquisition/Sourcing Director ( LA office was shut down)

February 2015 to October 2015

Greater Los Angeles Area

Scott Lloyd's Education

Melrose High School

Northeastern University

Master of Science, Industrial Psychology

1984 to 1987

Merrimack College

B. S, Psychology

1980 to 1984

Scott Lloyd's Professional Skills Radar Chart

Based on our findings, Scott Lloyd is ...

Conscientious
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50% Left Brained
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Scott Lloyd's Estimated Salary Range

About Scott Lloyd's Current Company

Always looking for top talent!!!!!!!!

Frequently Asked Questions about Scott Lloyd

What company does Scott Lloyd work for?

Scott Lloyd works for Always looking for top talent!!!!!!!!


What is Scott Lloyd's role at Always looking for top talent!!!!!!!!?

Scott Lloyd is Head of Talent Acquisition


What is Scott Lloyd's personal email address?

Scott Lloyd's personal email address is sc****[email protected]com


What is Scott Lloyd's business email address?

Scott Lloyd's business email address is s****[email protected]


What is Scott Lloyd's Phone Number?

Scott Lloyd's phone (**) *** *** 254


What industry does Scott Lloyd work in?

Scott Lloyd works in the Retail industry.


Who are Scott Lloyd's colleagues?

Scott Lloyd's colleague is Robert Bacchi


About Scott Lloyd

đź“– Summary

Head of Talent Acquisition @ Always looking for top talent!!!!!!!! Talent Acquisition/Sourcing Director ( consultant) @ Northrop Grumman Corporation •Create, organize, and implement strategic recruitment plans and supporting initiatives to build the overall talent acquisition process and quality of hiring across the Aerospace/Defense Sector.•Manage a team of 65 full time/contract recruiters/sourcers as well as manage a requisition load of 10+ senior level roles.•Develop and implement strategic recruitment plans for attracting and selecting the best talent.•Responsible for the recruiting team for the Aerospace/Defense Sector in El Segundo,CA, San Diego, CA, Redondo Beach, CA, Azusa CA and Melbourne/St Augustine Florida.• Successfully work with Business Partners to deliver high-level services. • Create and Deliver a “best-in-class” service model.• Drive the talent acquisition process across all business functions, focusing on candidate experience, recruitment marketing, process improvement, and team development.• DDI certified Train the Trainer in all of the newest behavioral interview models. From March 2016 to October 2016 (8 months) Greater Los Angeles AreaGlobal Talent Acquisition/Sourcing Director ( LA office was shut down) @ Transamerica • Manage, train & develop a team of proactive recruitment/sourcing professionals who provide a full range of recruitment services. • Oversee the recruitment and sourcing for IT, Digital Media, Finance, Marketing, Sales, Communication, Legal, Compliance, and HR.• Filled 250 IT/Engineering roles, 360 Sales roles and 100 HR/Legal/Finance roles in first 6 months• Responsible for saving $1,000,000 in agency fees within the first 6 months.• Reduced time to fill by 37 days.• Coordinate with our senior leaders of the Talent Organization, HR Business Partners and key hiring managers to determine workforce planning, recruiting/ sourcing strategies, selection criteria, recruiting metrics• Created a new training module for the talent acquisition team-28 sourcers/recruiters, on the newest and innovative methods to source new candidates. (Prophet, E-mailvalidator, Source Hub, Google CSE, Google Hangout, Twiangulate, Rocket Reach, Connectifier, Data Miner, etc).• Create compelling and innovative campaigns and tools to target diverse passive candidates. • Hands-on recruitment of senior and executive level positions – Director and above.• Responsible for the global hiring needs for the largest business units at Transamerica; supporting a client base of 15000+ employees with an average fill of 400 positions per quarter.• Direct management of team of 28 Talent Acquisition professionals- 14 senior recruiters, 8 strategic sourcers and 4 HR interns across the United States and EU.• Lead Transamerica's strategic business objectives by building and implementing talent acquisition strategies that produce a strong pipeline of qualified, diverse and best-in-class candidates in a compliant, cost effective manner. Introduced 5 new metrics into organization to evaluate success rate of recruitment team. From February 2015 to October 2015 (9 months) Greater Los Angeles AreaGlobal Talent Aquisition/Sourcing Leader( Contractor-6 month contract) @ Arup • Provide recruitment/sourcing strategy and direction on all talent acquisition matters for our operations throughout the United States, Canada and Brazil and parts of Europe (18 offices) • Filled 25 VP roles in IL, NY, CA, UK, Canada and Brazil in 6 months• Created and implemented corporate talent acquisition function that allowed a cost savings of $700,000 in first 6 months through elimination of agency spend and implementing core recruiting disciplines and recruiting strategies. • Develop and support Arup’s diversity and inclusion goals by ensuring diverse candidates are presented to managers for all positions. Responsible for new resources and strategies to build a diverse talent pool for key positions and all openings across our businesses. Build relationships with external diversity groups (NSBE, SHPE, and SWE) that will allow Arup to attract a more diverse workforce.• Responsible for creating innovative search/sourcing tools to find passive candidates and strengthen the talent pipeline by using social media networking (LinkedIn, Viadeo ,Xing, Meetup, Quora, Talent Spring, Boolean Strings, AIRS Training, Twitter, Face Book).• Responsible for leading the search/sourcing process for all executive level roles as well as IT/Digital, Engineering, and Marketing,• Provide input into and support an employer branding strategy to create awareness among target source channels and working to establish Arup as an “Employer of Choice”• Manage, train and develop a team of 15 proactive recruitment professionals. (10 recruiters/sourcing associates and 5 Human Resources Interns), • Developed the diversity recruitment program for the entire region: US/ Canada/Brazil that increased our diversity/inclusion hires by 71%• Oversee the entire university relations program for the region. Hired 133 into our grad and intern programs in 2012-2013.• Created the behavioral interview model to be used throughout all of the US, Canada and Brazil. From 2012 to 2013 (1 year) Greater Los Angeles AreaDirector of Talent Acquisition- Bus Operations @ Los Angeles County Metropolitan Transportation Authority Develop and guide staff in utilizing a wide variety of recruitment resources and methods for the second largest transportation agency in the United States.•Responsible for designing, organizing and providing guidance for staff work on complex human resources projects and programs.•Created the current recruitment process that increased staffing by 75%. Develop and guide staff in utilizing a wide variety of recruitment resources and methods.•Develop a succession planning criteria for future organizational developments.•Developed a bridge program with all local businesses and career centers throughout all of California.•Responsible for all diversity and university relations and the college/diversity recruitment process throughout the U.S.•Responsible for recruiting/staffing of all non-rail HIGH VOLUME union/non-union positions: custodians, customer service agents, drivers, transit police, maintenance, mechanics, electrical systems supervisors, transit managers as well as in house corporate and strategic positions within the organization. •Responsible for the recruitment/staffing of all IT( filled 700+ tech roles), engineering( filled 300+ engineering roles), financial, marketing, planning, procurement, advertisement, and multi-media positions. •Responsible for sourcing/recruitment of construction and design roles for the gold/purple line expansion, and for all non-represented and union represented positions for the rail systems.•Supervise the development and administration of screening criteria and selection devices.•Develop and direct the training of Authority staff in implementation of human resources policies and practices.•Supervise a staff of 40 employees: 8 employee-processing clerks, 8 Senior Human Resource Recruiters, 4 Human Resource Analysts, 6 Human Resource Sourcers, and 14 college interns. From September 2002 to April 2008 (5 years 8 months) Director/Vice President of Staffing and Recruitment Specializing in Retail and Hospitality @ ROPES Ltd/ PACER Consulting Inc. Director/VP of Staffing and Recruitment for a global executive search firm.Our company did staffing for all types of industries:corporate, entertainment( Disney, Warner Brothers), retail/IT(Target, Lowes, Home Depot K-Mart, May Co.,etc), and hospitality services( Marriott,Hilton).•Responsible for the entire function of a nationwide executive search firm specializing in Retail/Finance/IT/Marketing/Supply Chain and Distribution. (Some of our clients: Disney Stores, Lowes, Home Depot, Target, Marshalls, Wal-Mart, K-Mart, Mervyn’s, and Montgomery Ward.•Responsible for the recruiting and networking of specialized searches (bilingual and diversity candidates). Created an extensive database of diversity candidates through our referral programs.•Responsible for recruiting and the researching of candidates in diverse fields (IT, finance, security, advertising, key hourly, warehouse, shipping, personnel, merchandising,medical, entertainment, food services, retail and corporate)•Responsible for managing a recruitment team of 95 employees: 65 recruiters,10 college interns, 17 support staff and 3 Executive Managers in 3 states for recruiting executive positions for multiple fortune 500 companies.•Responsible for IT-Technical Recruitment team of 6 recruiters. Filled over 2000 IT roles•Oversaw payroll, scheduling, training and hiring of all recruiters and executives. •Developed a standard behavioral/situational interview process that all recruiters used to form a consistent and accurate measuring point in screening candidates. •Created and developed a “Recruitment Training Program” which enabled our company to recruit on 80 university campuses in 35 states which resulted in successfully placing top candidates with our clients. •Responsible for the sourcing/recruitment of engineers and design roles for all new construction of distribution centers with K-Mart, Target and Montgomery Ward. From September 1987 to September 2002 (15 years 1 month) Head of Talent Acquisition & Executive Recruitment ( company laid off 80% of employees) @ Calyx Peak Companies Oversee all of recruitment and hiring for a fast growing, nationwide cannabis company.Responsible for all C-Suite, Finance, Technology, Supply Chain, Compliance, and Manufacturing hires.Build a behavioral interview training for all employees.Introduced PREVUE, a predictive analytics system to help in the hiring of top talent. Manage a team of recruiters and sourcers. From June 2019 to January 2020 (8 months) CaliforniaVP of Talent Acquisition & Executive Recruitment-Reorganization @ MedMen • Manage a growing team of talent acquisition professionals, 2 Talent Acquisition Directors, 7 Sr. Talent Acquisition Specialists , 1 Intern and 1 Talent Acquisition coordinator. I act as a resource and mentor to their needs. Hands-on recruiting. I know the principles of the machine and I bring to the table the latest trends that are plugged into the recruitment community.• Own candidate experience and actively coach my team to partner with Department Heads and Hiring Managers to create a superb client and candidate experience.• Design, implement and maintain the appropriate processes, tools, systems and training necessary to scale and support MedMen.• Identify, integrate and manage all recruiting related vendors and tools• Develop customized reports that track and communicate recruiting metrics, trends, variances, and spending• Create, manage and have accountability for the recruiting budget• Lead targeted executive searches as well as provide back-up sourcing and interview assistance to the recruiting team and hiring managers as needed• I have experience recruiting both in-house and agency-side, and/or in startups. From April 2018 to May 2019 (1 year 2 months) Culver CityDirector of Global Talent Acquisition/Sourcing/Executive Recruitment & Employer Branding @ Tillster, Inc. • Create, organize, and implement strategic recruitment plans and supporting initiatives to build the overall talent acquisition process and quality of hiring across Tillster.• Build and iterate on global Talent Acquisition (TA) platform, program and practices.• Develop and implement workforce plans and create a successful talent pipeline strategy for all finance, sales, marketing, accounting and technology positions.• Drive data-driven recruiting activities, including analytics that provide insight and decision support• Created innovative sourcing methods to source top technology talent. • Develop alternative labor strategies – outsourced, contingent workforce, internships and the like• Closely collaborate with Marketing and other functions to develop and manage employer branding – internal and external, social and traditional; Increased Glassdoor company approval by over 60% in first 30 days• Create innovative candidate sourcing; and development of a strong talent pipeline for our technology team. Increase technology pipeline by 300% in 90 days.• Actively nurture and maintain high-trust partnerships with leadership and employees; and, build mutually beneficial relationships in the communities in which we live and work• Develop university community, and internship recruiting programs; lead diversity talent acquisition initiatives by partnering with national diversity organizations (NSBE, SHPE, SWE, NSHMBA, MBMBAA); create a physical presence (meetups, conferences, user groups) and online presence to promote Tillster, meet prospective candidates and stay abreast of market trends From February 2017 to April 2018 (1 year 3 months) Los Angeles, CA, San Diego, CA , Atlanta, GA & Paris, FranceGlobal Talent Acquisition/Sourcing/Executive Recruitment Leader ( Contractor 6 month contract) @ BlackLine • Create, organize, and implement strategic recruitment plans and supporting initiatives to build the overall talent acquisition and university relations process all offices in US and abroad.• Design, develop, communicate and implement an integrated staffing strategy (internal and external) and talent tracking process, with an emphasis on talent pipeline and feeder pool development to ensure meeting future workforce needs.• Provide overall leadership for a team of 12 recruiting/sourcing professionals and act as a strong role model, providing mentor ship and motivation for growth. Filled 150 IT/Technical roles in less than 6 months• Reduced the usage of outside agencies by 80%.• Develop strategy for candidate sourcing by introducing new recruiting and sourcing tools-Blockspring, Github, UID Extractor, Prophet, Connectifier, Hiretual, Social Talent, Followerwonk, Talentsonar, Bitly, Candidate.ai, Amazing Hiring, Hikido, etc..• Design and implement external candidate marketing and proactive recruiting programs and processes that attract, select and retain a qualified, diverse workforce through cutting edge technology and effective use of all social networking tools, as well as traditional sourcing techniques.• Create, organize, and implement strategic recruitment plans and supporting initiatives to build the overall talent acquisition and university relations process all offices in US and abroad.• Design, develop, communicate and implement an integrated staffing strategy (internal and external) and talent tracking process, with an emphasis on talent pipeline and feeder pool development to ensure meeting future workforce needs.• Created University relations program to help build a pipeline for new graduates throughout the US & EU From October 2015 to March 2016 (6 months) Woodland Hills, CAGlobal Talent Acquisition Director & Executive Recruitment-Claims @ Farmers Insurance • Oversee all executive recruitment for Farmers US/EU. Personally filled 24 Senior Director/VP roles in first 8 months.• Responsible for filling 200 IT/Digital roles, 800 Claims roles, and 200 Sales roles in 12 months.• Reduced time to fill from 102 days to 40 days in less than a year, by introducing new sourcing and recruiting initiatives.• Reduced agency spend by $2 million dollars in 2013• Introduced 5 new metrics into organization to evaluate success rate of recruitment team.• Worked on team to help launch new ATS-Taleo System July 2014• Airs certified in internet mining/search engines: Flip search, peer search, x-ray, google+, sperse, duckduck go, boounce, blekko, slikk, peek you, and social mention. Trained 18 recruiters/sourcers in these new search engines.• Develop and recommend recruitment, interviewing, developmental testing and selection policies and procedures.• Trained Zurich’s global TA team (65 team members) in new search tools and internet mining techniques.• Oversee all of the claims/management recruitment: 2013-2014 hires-3400 new employees (IT, finance, Executive/Director level, customer service, analysts, underwriters, claims specialists, field managers/supervisors, and marketing)• Created a LinkedIn training program that maximized the organization’s ability to attract talent as well as brand the company’s global reputation. Increased our presence on LinkedIn to over 61,000 monthly visits to our employee profiles and 115,000+ visitors to our Farmer’s company profile.• Oversee the entire university relations program and military hire program for the claims division which is averaging 300-500 hires a year for the grad and intern programs and 200+ for our military program.• Oversee Farmers diversity & inclusion goals by ensuring diverse candidates are presented to managers for all positions. Build relationships with diverse external organizations (NBMBAA, NHSMBAA, Reaching Out, SWE), that enable access to a diverse applicant pool. From July 2013 to January 2015 (1 year 7 months) Westlake Village, CADirector Global Talent Acquisition -Bioscience @ Baxter Healthcare Corp. •Oversee Medical Director/Physician Recruiting for all of Bioscience.•Manage a requisition load averaging around 5-10 VP/Senior level positions at a time as well as manage the recruitment team. •Responsible for the staffing of all US/Global Operations for our Bioscience group in the US and Europe :12,500 employee region. • Responsible for the hiring of over 3100+ new employees from 2008-2012.•Responsible for the development of our global inclusion/diversity recruitment program for our Bioscience division which resulted in an increase of inclusion hires by 30%. •2010-2011 Winner of Global HR Team Excellence Award for initiating a new and cost effective method to attract talent that reduced the agency spend by $3 million.•Oversee the university relations program throughout all of Bioscience (job fairs, branding, information seminars, and internships).•Oversaw the sourcing/recruitment process for the new $1 billion manufacturing facility in Atlanta, GA. Worked closely with Fluor Corp. (filled engineering, design, construction and all other start up roles for this facility).•Oversee global inclusion/diversity recruitment program and identify key metrics and processes to ensure success. •Manage, train and develop a team of proactive recruitment/sourcing professionals.(Senior Staffing Reps., administrative aides and Human Resources Interns),who provide a full range of recruitment services including project-specific and proactive recruitment results.•Helped create and oversee our university relations programs: MDP-Marketing Development Program, EDP-Engineering Development Program and ODP-Operational Development Program all rotational assignment programs. This has filled our pipeline with recent Master’s program graduates by over 70%.•Proactively identify and facilitate ongoing operational inefficiencies within staffing and our Brass Ring-Kenexa ATS system From May 2008 to November 2012 (4 years 7 months) Westlake Village, CA


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In a nutshell

Scott Lloyd's Personality Type

Extraversion (E), Intuition (N), Feeling (F), Judging (J)

Average Tenure

2 year(s), 11 month(s)

Scott Lloyd's Willingness to Change Jobs

Unlikely

Likely

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There's 73% chance that Scott Lloyd is seeking for new opportunities

Scott Lloyd's Social Media Links

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