Head of Talent Acquisition (Player-Coach)

Brighton Jones•Seattle, WA

2d•$180,000 - $230,000•Onsite

About The Position

Ready to make a meaningful impact? 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. We are seeking a Head of Talent Acquisition to lead the talent engine that powers our growth and executes recruiting for our most critical roles: New Market Growth Advisors Lead Advisors Take our Values in Action Self-Assessment to see how our values align! Why You'll Be Proud to Recruit Here Our people are at the center of everything we do. We work hard, support one another, and bring energy and care to our work. In this role, you won’t just be filling seats — you’ll be helping shape the future of the firm. The people you bring in and the systems you build will have a lasting impact on Brighton Jones. The Opportunity This role directly drives Brighton Jones’ growth through high-impact hiring and the development of a scalable recruiting engine. You will personally lead and close our most critical advisor searches, build systems that make hiring repeatable, and coach a lean team to perform at a high level. Your work will shape how Brighton Jones shows up in the market and differentiate us in a field of traditional competitors. This is not a coordination role — it is a hands-on, build-and-lead role with direct impact on the firm’s ability to scale.

Requirements

Experience leading and developing others in a recruiting environment.
5+ years recruiting senior, client-facing, revenue-generating talent (wealth management or professional services preferred).
Demonstrated success recruiting in complex or competitive hiring environments.
Proven ability to build and manage recruiting pipelines and tracking systems (ATS/CRM).
Strong hunter and closer mindset, with a track record of sourcing and converting passive, senior candidates.
Operator instincts, with experience building or improving playbooks, processes, or recruiting metrics.
Player-coach mindset, with experience mentoring and elevating other recruiters.
Strong relationship orientation, with a focus on hiring for both technical capability and cultural alignment (MESI).

Nice To Haves

10+ years of recruiting experience.
Ability to quickly learn and navigate new industries, roles, or talent markets.
Ability to effectively partner with and influence executive-level leadership

Responsibilities

Build and own a high-quality talent pipeline.
Drive top-of-funnel generation through proactive passive sourcing, industry mapping, competitor targeting, LinkedIn sourcing, conferences, and referrals.
Develop long-term relationships and maintain a consistent pipeline of top-tier candidates across key markets.
Convert pipeline into high-impact hires.
Lead recruiting for New Market Growth Advisors and Lead Advisors (Seat Ones), moving candidates from initial engagement through offer and close with a high bar for quality and fit.
Be a player-coach and elevate the team.
Provide hands-on coaching across sourcing strategy, candidate calibration, and closing, while helping prioritize roles and focus effort on the highest-impact opportunities.
Build and scale the recruiting engine.
Design and refine sourcing playbooks, interview frameworks, and candidate experience, while establishing clear recruiting discipline through pipeline tracking, weekly metrics, and funnel conversion.
Partner closely with leadership.
Work alongside business leaders to define hiring needs, calibrate candidates, and drive strong, timely decisions.
Bring forward market insight on talent availability, compensation trends, and the competitive landscape.
Operate with ownership and focus.
Set priorities, allocate effort, and make tradeoffs that accelerate hiring outcomes and support market expansion and firm growth.

Benefits

Fully paid medical, dental, and vision coverage for employees
401(k) with 100% match up to 3% of annual compensation
Equity ownership opportunities for every employee
New Business Incentive Program
Generous employee referral bonus
Cell phone data reimbursement
Financial planning services discount for employees and immediate family members
Minimum 3 weeks PTO starting Day 1
Winter Break, Summer Friday flex-days, and 10 paid holidays
Unlimited Volunteer Time Off plus company grant matching
Heavily subsidized transit
100% reimbursement for required training, certifications, licensing, and dues
Personal career development plans
Richer Life Business Partner (coaching for all employees)
Mindful Emotional & Social Intelligence training
Annual professional & personal wellbeing stipend
Quarterly team-building events
Regular social events
Employee-led book clubs, committees, and affinity groups
Paid Parental leave (13 weeks for birthing parent and 6 weeks for non-birthing parent)
Adoption benefits
Anniversary milestone celebrations, including a 3-month paid sabbatical at 10 years