Senior Talent Partner

About the Role

At Brighton Jones, we’re a purpose-driven, client-focused team committed to helping individuals live richer lives. As one of the largest RIAs in the nation, we’ve built a culture of continuous growth, collaboration, and community—recognized with 15 consecutive “Best Places to Work” awards including Inc.com’s 2025 list, as well as national honors for community impact. We lead the industry in aligning wealth, passion, and purpose to help our clients thrive. With over $30 billion in assets under advisement, 300+ teammates nationwide, and a dynamic, team-based approach, we’re growing fast—and we’re looking for driven, curious individuals to join our #OneTeam.

With this growth in mind, we are looking for a Senior Talent Partner to help us attract and hire the people who will shape the next chapter of Brighton Jones. This person will own full-cycle recruiting for priority, senior-level, and hard-to-fill roles across the organization and in new markets. The role combines proactive sourcing, thoughtful assessment, trusted partnership with hiring leaders, and a high-touch candidate experience. We are looking for someone who brings strong recruiting judgment, curiosity about the business, and the persistence to build relationships with exceptional talent, including people who may not be actively looking for a new opportunity.

Responsibilities

Full-Cycle Recruiting & Search Leadership

• Own the end-to-end recruiting process, from intake and search strategy through sourcing, assessment, selection, and closing, for priority, senior-level, and hard-to-fill roles.
• Partner with hiring leaders to clarify the business need, define the candidate profile, align on the interview and decision process, and establish realistic expectations for the search.
• Manage multiple searches with strong organization, urgency, and attention to detail while maintaining clear communication with candidates and stakeholders.
• Use sound judgment to assess experience, capabilities, motivations, and alignment with Brighton Jones’ culture and Values in Action.
• Guide hiring teams toward thoughtful, evidence-based decisions and help maintain momentum through each stage of the process.

Strategic Sourcing & Talent Pipelines

• Develop and execute creative sourcing strategies that reach qualified, diverse talent across markets, industries, and professional communities.
• Proactively identify, engage, qualify, and cultivate passive candidates through direct outreach, referrals, networking, research, social channels, and other relevant sourcing methods.
• Build and maintain relationships with prospective candidates for current and future opportunities, creating durable talent pipelines rather than starting each search from zero.
• Become knowledgeable about Brighton Jones’ business, teams, career opportunities, and employee value proposition so you can represent the firm credibly and authentically.
• Use market intelligence and candidate feedback to help hiring leaders understand talent availability, competitive dynamics, and potential tradeoffs.

Candidate & Hiring Team Experience

• Create a candidate experience that is responsive, transparent, thoughtful, and consistent from first contact through offer and transition to onboarding.
• Build trusted relationships with candidates by listening carefully, communicating clearly, and representing both the opportunity and Brighton Jones experience authentically.
• Partner closely with recruiting coordination and operations teammates to ensure interviews, communications, feedback, and offers move forward smoothly.
• Prepare hiring teams to assess candidates consistently and reinforce timely, specific interview feedback and clear next steps.
• Handle sensitive candidate, compensation, and business information with judgment and discretion.

Recruiting Strategy, Data & Continuous Improvement

• Maintain accurate and timely candidate, requisition, source, and activity data in the applicant tracking system.
• Use pipeline and recruiting data to evaluate search health, identify