Senior Talent Partner

Brighton Jones•Seattle, WA

5d•$130,000 - $175,000•Onsite

About The Position

Brighton Jones is seeking a Senior Talent Partner to attract and hire talent who will support the firm’s growth. The role owns full-cycle recruiting for priority, senior-level, and hard-to-fill positions across the organization and in new markets. It combines proactive sourcing, thoughtful assessment, partnership with hiring leaders, and a high-touch candidate experience. The successful candidate brings strong recruiting judgment, curiosity about the business, and persistence in building relationships with exceptional talent, including passive candidates. This strategic recruiting partner develops search strategies, collaborates with hiring leaders, manages multiple searches, builds talent pipelines, and uses market and recruiting data to guide decisions. The role works closely with recruiting coordination and operations teammates, contributes to recruiting programs and process improvements, and represents Brighton Jones and its employee value proposition to prospective candidates. This is an in-office, full-time, exempt position in a work-from-office culture with flexibility. Brighton Jones describes itself as a purpose-driven, client-focused firm with over $30 billion in assets under advisement and more than 300 teammates nationwide.

Requirements

At least 5 years of full-cycle recruiting experience, including senior-level, specialized, or hard-to-fill searches.
Demonstrated success developing creative sourcing strategies, engaging passive talent, and building pipelines across new or challenging markets.
Experience partnering directly with hiring leaders to define search strategy, assess talent, navigate tradeoffs, and close candidates.
A metrics-informed approach to managing pipeline activity, search progress, and recruiting outcomes.
Strong interviewing and assessment skills, including judgment to evaluate capabilities and alignment with organizational values and ways of working.
Excellent written and verbal communication skills and the ability to build credibility with candidates, hiring leaders, executives, and cross-functional partners.
A proactive, organized, and resilient working style, with the ability to navigate complexity, changing priorities, and demanding searches.
A collaborative and approachable mindset paired with accountability for delivering results.
Bachelor’s degree or equivalent practical experience.
Must not require employment visa sponsorship now or in the future; the company is unable to provide visa sponsorship.

Nice To Haves

Financial services or professional services recruiting experience.

Responsibilities

Own end-to-end recruiting for priority, senior-level, and hard-to-fill roles, from intake and search strategy through sourcing, assessment, selection, and closing.
Partner with hiring leaders to clarify business needs, define candidate profiles, align interview and decision processes, and set realistic search expectations.
Manage multiple searches with organization, urgency, attention to detail, and clear communication with candidates and stakeholders.
Assess candidates’ experience, capabilities, motivations, and alignment with Brighton Jones’ culture and Values in Action.
Guide hiring teams toward thoughtful, evidence-based decisions and maintain momentum through each recruiting stage.
Develop and execute creative sourcing strategies to reach qualified, diverse talent across markets, industries, and professional communities.
Identify, engage, qualify, and cultivate passive candidates through outreach, referrals, networking, research, social channels, and other sourcing methods.
Build relationships with prospective candidates and maintain talent pipelines for current and future opportunities.
Learn Brighton Jones’ business, teams, career opportunities, and employee value proposition to represent the firm credibly and authentically.
Use market intelligence and candidate feedback to inform hiring leaders about talent availability, competitive dynamics, and tradeoffs.
Provide a responsive, transparent, thoughtful, and consistent candidate experience from first contact through offer and transition to onboarding.
Partner with recruiting coordination and operations teammates to ensure interviews, communications, feedback, and offers proceed smoothly.
Prepare hiring teams to assess candidates consistently and reinforce timely, specific feedback and clear next steps.
Handle sensitive candidate, compensation, and business information with judgment and discretion.
Maintain accurate and timely candidate, requisition, source, and activity data in the applicant tracking system.
Use pipeline and recruiting data to assess search health, identify risks, prioritize activity, and communicate progress and recommendations to hiring leaders.
Contribute to recruiting programs, process improvements, employer-brand efforts, and team initiatives.
Share sourcing approaches, market insights, and lessons learned with the broader Get People team.
Identify practical improvements to recruiting quality, efficiency, and the experience of candidates and hiring teams.

Benefits

Discretionary year-end profit-sharing opportunities.
Fully paid medical, dental, and vision coverage for employees.
401(k) with a 100% match up to 3% of annual compensation.
Equity ownership opportunities for every employee.
New Business Incentive Program.
Employee referral bonus.
Cell phone data reimbursement.
Discount on financial planning services for employees and immediate family members.
Minimum of 3 weeks of 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 and personal wellbeing stipend.
Quarterly team-building events and regular social events.
Employee-led book clubs, committees, and affinity groups.
Paid parental leave: 13 weeks for birthing parents and 6 weeks for non-birthing parents.
Adoption benefits.
Anniversary milestone celebrations, including a 3-month paid sabbatical at 10 years.