David Mills

Vice President, Talent Acquisition

“Today talent is the most important asset of any company, and managing and retaining talent has become the most difficult function in an organization. In the next few years, the greatest challenge for companies is going to be finding and retaining top talent. Be extremely innovative and creative in attracting and retaining a very fluid and demanding workforce.”David Mills

Experience

David has over 25 years of experience working in the Professional Services and Consulting space. His experience involves multiple aspects of the professional services industry prior to his current role including Director of Technical Staffing, Director of Business Development, and Business Unit Leader supporting IT/Business talent acquisition and management for a 160 consultant/$25M business unit.

As the Vice President Human Resources, David leads ATG’s Human Resources including Talent Acquisition, Employee Services, Corporate Onboarding & Training across the organization including offices in St. Louis, MO., Overland Park, KS, and Missoula, MT. as well as a personal focus on developing and supporting Denver, CO.

David attended Kearney State College in Nebraska. Actively involved in their church and community, David and his wife, Rebecca are involved with feeding the homeless in downtown Denver; supporting Compassion International, as well as Hands of Mercy Ministry (HOMM) supporting orphans and women in India. He and Rebecca enjoy hiking and jeep trips exploring the beautiful mountains living west of Denver.

Career Highlights

  • Successfully built and trained multiple talent acquisition teams, revamping processes and methods of improving performance
  • Led team responsible for securing largest managed services contract worth $3.1M – a three year renewable contract
  • Recognized multiple times for developing strongest customer relationships utilizing a “customer intimacy” value proposition
  • Development of Employee Services Manager programs to ensure a higher degree of employee relations, retention and process consistency in the employee lifecycle

Viewpoint

“Roles that Talent Management must perform in the future include augmenting and developing talent, relationship building, becoming a center of excellence— acting as an agent of change; taking the ownership of vision, of not waiting to be told that training programs need to be organized but to be more involved, aware and proactively thinking about external dynamics and taking the initiative to develop talent.”