About Scott G. Allen, Psy.D.
Scott G. Allen, Psy.D.
Dr. Allen provides talent management consulting with leaders in various organizations, including those within manufacturing, construction, finance, health care, hospitality, food service, non-profit and other service industries. He has more than 20 years of experience in business psychology, business ownership and management, organizational consulting with start-up and growing companies, career development, executive coaching, team-building and psychological assessment. Having served as both an advisor to business and a business owner, Scott offers clients a unique blend of strong assessment skills and business experience as he helps identify “A-players” to consider for leadership positions within their organizations. He earned his Doctorate of Psychology degree from Wisconsin School of Professional Psychology.
Scott has a broad history of service in various volunteer leadership capacities. At his church he has served several terms as Congregation President, Elder and Personnel Committee Chair. He previously served as Director of the Board of Education for a suburban parochial elementary school and a member of the board of directors for a local health care foundation. An avid golfer, Scott served as president of his local country club and remains an active committee member. Not surprisingly, he finds himself coaching golf and involved in several charity golf outings each year.
What Our Clients Have to Say
“With the demands on today’s leaders, it is perhaps five percent of their job to assess and hire new staff. Assessing candidates is 100 percent of what we do. Our depth of experience is why our clients look to us for assistance.”
“With HMM…we were running assessments through a hiring process that was near bullet-proof…huge decreases in turnover at the executive level.”
“HMM assessments are the cheapest insurance policy you’re going to get when it comes to hiring top-level people… It becomes expensive to take a high level person out of your business.”
“Working with HMM is easy. The longevity of the relationship means they know the company and they know me when I call.”
“Hiring leadership without HMM is a huge mistake. They learned more about our candidate in one hour than we could have learned in four months!”