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Mar 02, 2020

Kevin Dunn

  • Global Talent Acqusition Manager
  • Baltimore, MD, 21224, US
Telecommute Human Resources HR Influencers Sourcing Talent Acquisition

Personal Summary (describe yourself)

Kevin has over 20 years in the staffing business having worked/managed teams at large agencies (Robert Half International, Spherion (Mergis) and Ajilon) as well as local firms in the Baltimore, MD area (Clovis (Eliassen) and CPSI) on contingency/retained as well as staff augmentation searches. He achieved the distinction as a “Top Performer” twice in his tenure with Robert Half (top 10% company -wide) as well as that of a multi-million dollar biller on multiple occasions. His vertical expertise includes but is not limited to, Information Technology, Accounting & Finance and Administrative.

Kevin’s philosophy in staffing has always been to build partnerships and build careers. This not only applies to staffing external clients but also managing internal employees. His goal has been to bring out the best in others, whether it is finding a candidate that perfect position that will enable them to gain valuable experience or to motivate his internal employees to perform at their best. All of this while giving them the tools and resources needed to help them succeed.

Work Experience

Talent Acquisition Sourcing Sourcing Partner
Sep 2018 - Jan 2019 T. Rowe Price

• Sourcing for hard to fill FTE roles at all levels including AWS Engineers, SDET, Full Stack, Front End
• Working with hiring managers to create go to market sourcing strategies including LinkedIn campaigns,
Twitter, Facebook and entelo reach outs for a more effective recruiting strategy
• Utilizing Hiretual and other AI and data mining tools to uncover hard to find talent in the marketplace
• 7 FTE hires in 2 months

Global Talent Acquisition Manager
Jan 2019 - Contrast Security

• Full Cycle recruiter for all IT roles up through Sr. Director for roles in Baltimore, MD, Los Altos, CA and Belfast Ireland
• Managed a team of 7 (3 Recruiters, 2 Sourcers and 2 Coordinators) located across the US
• Responsible for 23 FTE IT hires to date across MD/CA and Belfast. Roles include but not limited to; Sr.
Cloud Architect, NodeJS Engineer/Manager, SDET (IC, Manager, Architect, Principal, IC), .Net Engineer,
Performance Engineer, Full Stack, Sr. Manager UX, Java Engineer/Sr. Manager, Cloud Infrastructure,
Ruby Engineer, Application Security Engineer/Manager, Python, IT Manager, Sr. DBA
• Created custom metrics spreadsheet for staff to track submittals, req aging, time to fill and interviews
• Lead and develop a high performing recruiting team that can proactively and efficiently support the hiring
needs of a business unit(s) across multiple sites and partners with other regions to support the business unit
talent strategies
• Participate in global projects as needed such as ATS, Social media, Recruitment Marketing, diversity and inclusion recruitment strategies, development of interview tools and process, etc.
• Maintain labor market expertise, deep industry/competitor and company business knowledge (movement, compensation, hot skill demand, key and emerging roles/technologies). Understand the availability of talent
across critical talent segments.

• Provide leadership and expertise to create and oversee talent acquisition strategies that strengthen
organizational capability for a large business unit(s) and ensures the business unit has the talent to successfully implement its business objectives.

• Lead and develop a high performing recruiting team that can proactively and efficiently support the hiring
needs of a business unit(s) across multiple sites and partners with other regions to support the business unit
talent strategies

• Manage headcount and capacity, which can be comprised of regular as well as contingent staff. Coaches,
mentors and develops direct reports, as well as others within Talent Acquisition on increasing their
capabilities, skills, and impact as a recruiting professional.

• Manage workflow and determines variable, contingent staffing required to support business needs. Works
with leadership and Finance on staff planning and forecasting to ensure alignment of recruitment staff with the appropriate requisition workload and projects.

• Partner with other leads in Talent Acquisition to implement programs and services to identify and hire the highest quality talent.
• Provide substantive recommendations to senior leaders on candidate requirements, search strategies, and interview content.

• Ensure strategies and programs attract qualified candidates with a focus on diversity, as well as leadership

• Advises business on optimal sourcing strategies. Responsible for development and management of sourcing
and acquisition strategies and building talent pipelines for all level positions.

• Develops and maintain relationships internally and externally with various recruitment sources.
Accountable for partnerships, results, and on-going evaluation.

Sr. Talent Acquisition Specialist
Nov 2012 - Mar 2018 Mattaponi Partners

Full cycle Recruiting across the SDLC for IT as well as Accounting & Finance positions for contract,
contract to hire and direct hire roles
• Manage 2 Recruiters and 3 off-shore Sourcers
• Responsible for landing clients such as Google, Facebook, SAP/Ariba, Yelp! And Deloitte
• Provide Sales & Recruiter training for well-known staffing agencies on the East Coast to include social
media, recruiting/sales, Boolean search strings, LinkedIn Recruiter and writing job postings for external use
• Created a metrics-based system to hold Recruiters/Salespeople accountable for weekly, monthly, and quarterly goals
• Full P&L responsibility
• Negotiate rates/fees with external clients and subcontractors
• Continuing relationships with local colleges and Universities (UMBC, Johns Hopkins, UMD, Mt. St. Mary's University) to attract up and coming talent
• Teach LinkedIn to above colleges and Universities as well as Networking groups on "Building your Professional Brand"

Principal Global Talent Acquisition Specialist/Team Lead
Nov 2015 - Sep 2016 Cisco Systems

• Main BU focus was the Cisco Talos division which was specific to IT security within the firm
• Managed 2 recruiters/Sourcers in support of Cisco's SourceFire/Talos Security product
• Created a positive candidate experiences during the hiring process as well as partnering with hiring
managers to uncover top talent
• Filled 102 jobs during the contract period
• Full cycle IT staffing support for Cisco in San Jose, CA, Austin, TX, Boston, MA and Columbia, MD
• Cradle to grave full cycle recruiting from identifying sources to "pull" from to candidate close
• Utilized sourcing tools such as LinkedIn, Prophet, Hiretual, Indeed and Boolean

Principal Global Talent Acquisition Specialist/Team Lead
Jul 2011 - Oct 2015 eBay Inc

San Jose/San Francisco, CA, Omaha, NE, Boston, MA.
Baltimore, MD, Boston, MA and Scottsdale, AZ
• Averaged over 120 fills in 2012 and 2013 within PayPal Technology with req aging over 90 days under 6%
and less than 10% for jobs filled within 120 days.
• Full cycle recruiting in the following areas; Developers (front & back-end) Network Engineers & Network
Security, QA Testers as well as Program/Project Managers, Business Analysts
• Responsible for the internal recruitment and related efforts for corporate business units within the PayPal
division of eBay, Inc. Accountability focuses on developing and implementing strategic recruiting plans
and programs to achieve qualitative staffing results.
• Developed a LinkedIn marketing campaign that has been rolled out to all Sr. Managers in PayPal
technology, so they can assist with attracting top talent
• Lead the entire recruitment process including recruitment of candidates, on-site interview process, and on-
• Collaborated with business leaders to determine organization structure, current and future talent needs and establish a talent acquisition plan.
• Worked with business leaders to strategically apply succession planning and internal candidate slates for a
growing population based in Baltimore's Inner Harbor, international teammates and field-based teammates.
• Created a talent pipeline to address our future growth needs through networking, business and community
partnerships and exploratory interviewing.
• Evaluated success by metrics which include cost per hire, time to fill, quality of hire. Research, analyze,
prepare and present hiring statistics to executive leaders
• Championed employment branding initiatives through social and professional networking avenues.
• Provided feedback and coaching to a high performing talent acquisition team focused on best in class
• Institute cost-reduction programs and upgraded policies and procedures regarding outside agency usage
• Represented PayPal at public speaking engagements in regard to employment honors, branding and initiatives. Attended industry related functions for networking opportunities and enhanced business
• Industry expert in all full lifecycle recruiting components including; sourcing, strategic knowledge of social
networking techniques, qualifying, networking, job analysis, wage and salary trends, and relationship
• Partnered with hiring managers to target companies in the area (and outside the area) in order to source top
• Developed and deliver training tools for line managers and Human Resources personnel which ensure high
quality and lawful interviewing and selection practices.
• ATS system used, Kenexa BrassRing

Director of Recruiting
Sep 2008 - Jan 2012 CPSI

• Managed a team of 12 full life-cycle recruiters, 2 of which were remote in Manila, Philippines for a
$24.7mm book of business
• Created defined metrics for the recruiting team that is tracked weekly and then rolled into quarterly
numbers to measure growth
• Cut time to hire in half by effectively training staff how to keep a live pipeline of "go to" talent
utilizing a "give to get" mentality
• Selling Manager closing $40k per month in direct hire revenue and $15k in on-going weekly contract
revenue. Billed a total of $450k in direct hire business within last 18 months of employment
• Positions staffed included: Development (Java, C++), QA Risk/Compliance, QA Fraud as well as Application Development, Networking and DBA's
• Clients included: ING Direct, Citi, Wells Fargo, PNC, Legg Mason, Lockheed Martin, CSC, Northrop
Grumman, Accenture, McCormick & Co., Geico and Constellation Energy.
• Researched and implemented a new ATS (MaxHire) company wide and led migration from the old
• Conducted weekly training sessions on topics such as; Boolean searching to source talent, LinkedIn
tips/tricks, how to use social media to your advantage and time management techniques
• Reduced overhead by $150k per year by utilizing LinkedIn, Jigsaw and Boolean searching to load the internal database with qualified candidates
• Designed assessment evaluations and tools for core skill positions to ensure a good technical fit of our
candidate and the prospective position
• Continuously develop a recruiting strategy that replenishes the candidate pipeline based on market
conditions, the existing Consultant pool, and current and projected engagements.
• Partnered with local Colleges and Universities Career Centers to council graduating seniors on
interviewing skills, resume writing techniques and how to search for a job
• Increased overall GM percentage from an average 24% to 35% using targeted negotiating techniques
for both clients and candidates

MD area
Oct 2007 - Sep 2008 Dunn & Associates

Executive Search Baltimore, MD

• Identified and sourced direct hire finance/accounting & IT candidates for positions via referrals,
Linkedin and Jigsaw. Clients include Goldman Sachs, UBS, Bank of New York, Constellation Energy,
and CACI as well as mid to large sized firms local to the DC Metro Area
• Worked with LMR Staffing in Ft. Lauderdale, FL on direct hire Business to Business Sales positions
for fortune 500 organizations such as Ryder, Aerotek, Cintas and Saxon Business Systems
• Assisted Rich Healthcare in Northern Virginia source direct-hire candidates in the nursing industry
(ERN's, OR Surgery nurses and Patient Care Directors for major hospitals in the NoVa/DC/MD area)
• Collected a total of $160k in fees

Accounting & Finance Staffing Division Manager
Feb 2007 - Oct 2007 Clovis

• Hired to "re-launch" the staffing division after 6 months of its dormancy.
• In the first 8 months we placed 25 contract and direct hire candidates with fees totaling $45k.
• Involved in the "full cycle" of both the contract as well as the permanent placement of Accounting and Finance professionals ranging from AP/AR to SOX/Audit/Tax Consultants.
• Negotiated long term contracts with companies such as National Association of Home Builders
(NAHB), UBS, Legg Mason, American Trucking Association (ATA) and NCO for Clovis to be one of their "first call" search providers.
• Initiated the policies & procedures for the division as a whole while focusing on the P&L for the division.
• Ongoing formal training of my staff on company "best practices" as they relate to the strategic
recruiting of top talent in the marketplace and targeted client sales techniques.
• Continually motivated staff utilizing daily/weekly/monthly "goal" contests
• Held weekly peer meetings to discuss current market trends and how to capitalize on them.
• Streamlined training for all new hires to include closing techniques, direct sourcing of candidates (how to NOT use job boards to find top talent) and targeted selling.

Branch Manager
May 2004 - Feb 2007 Ajilon

Began in May 2004 with a staff of 2 people, one temp recruiter and one perm recruiter. Built the team
to 11 people, 6 full cycle Perm recruiters and 5 full desk temp recruiters.
• Full P&L responsibility of the branch operations
• Took a division that lost approximately $120,000 f/y 2003 to become a top producer the next 3 years
• Spearheaded negotiations for long term contracts with companies that included AES, Pepco, NVR,
Coventry HealthCare, National Association of Home Builders, NASD and Danaher
• Involved in Organizing training objectives for the team, designing and producing training materials,
and facilitating Corporate training programs
• Made approximately 250+ cold calls to clients and candidates per week. Active in the growth of the branch (attending monthly recruiting events, networking meetings)
• Continuously trained staff on creative business development techniques to grow market share within
the region.

Sr. Recruiter
May 2002 - May 2004 Spherion

• Managed full-cycle desk for internal positions ranging from Staffing Manager to Director
• Utilized networking contacts, referrals, monster.com (and other job posting sites) as well as cold
calling to prospect candidates for Spherion offices across the country
• Averaged 3 placements per month with fees ranging from $10k to $20k
• Produced a "fall-off" rate of less than 5% for all positions

Sr. Mortgage Banking Recruiter
• Managed full-cycle desk for the Mortgage Banking field, from post-closers to department heads
• Clients included both retail and wholesale companies, prime and sub-prime lenders
• Billed over $150k within the first 2 months of employment
• Built the Northern Virginia market from zero clients to approximately 15, creating a strong Spherion
presence as the number one company to go to for Mortgage Banking candidates
• Large accounts included Chase Manhattan Bank, Wells Fargo, and Countrywide Home Loans

Sep 2001 - May 2002 Robert Half International

Founded in 1948, Robert Half International (NYSE: RHI) is the world’s first and largest specialized staffing firm. Our divisions place professionals on a temporary, temporary-to-hire, and full-time basis in the accounting and finance, technology, office administration, legal, and creative, marketing and design fields. With more than 350 locations worldwide, Robert Half is dedicated to providing you highly skilled professionals whose skills are well-matched to your unique hiring requirements and workplace environment.

Division Director
May 1999 - Sep 2001 Staffing Managers

Increased Company/Division revenue approximately 10% per week while managing a team of 7
Staffing Managers
• Managed a $6.5 million dollar per year line of business
• Full branch P&L responsibility
• Successfully negotiated long term contracts with JP Morgan/Chase, Goldman Sachs, Brown Brothers
Harriman and AIG
• Involved in training for new employees; including sales presentation and customized computer
training. Organized training objectives, designed and produced training materials, and facilitated
Corporate training programs
• Educated and instructed a variety of internal and external audiences with deployment and solutions
classes on the most effective and efficient way to utilize the company's Oracle database system
• Business development of prospective clients while cultivating and building on existing relationships
through cold calling, talent marketing and networking
• Screened and placed candidates, as well as conducted sales and recruiting presentations for clients and in-house staff
• Consistently performed in the top 1% of the OfficeTeam sales division on the East Coast
• Member of the million dollar sales club for 2 consecutive years in the OfficeTeam Division
• A member of the President's Club in 2000 & 2001


B.S. - Criminal Justice/Spanish
Aug 1993 - May 2020 Mount Saint Mary's College

Hire Me For

Talent Acquisition