Talent Acquisition Operations Lead

Brighton Jones•Seattle, WA

7d•Onsite

About The Position

Brighton Jones is seeking a Talent Acquisition Operations Lead to strengthen the systems, processes, data practices, and programs that support recruiting as the company grows. The role combines hands-on recruiting coordination, candidate experience, reporting, systems administration, and process improvement to provide a reliable operational foundation for recruiters and hiring teams. The position is in-office, full-time, and exempt, with flexibility within the company’s work-from-office culture. Initially, the role will focus on strengthening recruiting coordination and establishing dependable operating practices. As hiring demand and the Talent Acquisition team expand, the position is expected to take on broader recruiting operations ownership, potentially including operations strategy, technology, coordinator management, recruiting analytics, workforce-planning support, and scalable candidate-experience and recruiting programs. The role will serve as a strategic operating partner to the VP of Recruiting on new team initiatives. Brighton Jones describes itself as a purpose-driven, client-focused registered investment adviser with over $30 billion in assets under advisement and more than 300 teammates nationwide. The company emphasizes collaboration, continuous growth, community impact, inclusion, and helping clients and teammates thrive. Visa sponsorship is not available for this position.

Requirements

At least 5 years of relevant experience in recruiting operations, senior recruiting coordination, talent acquisition operations, People Operations, or a related field.
Demonstrated ownership of recruiting systems, processes, programs, reporting, or operational improvements in a growing organization.
Strong working knowledge of applicant tracking systems, scheduling tools, reporting platforms, and recruiting technology.
Comfort organizing, auditing, analyzing, and communicating recruiting data to different audiences.
Program and project management skills, including structuring ambiguous work, managing dependencies, and advancing multiple priorities.
Understanding of candidate experience as an intentional journey, with judgment and empathy to balance efficiency with human connection.
Excellent written and verbal communication skills and ability to build trusted partnerships across the organization.
High attention to detail, sound judgment, and discretion when handling sensitive or confidential information.
Continuous-improvement mindset and ability to anticipate needs, identify root causes, and design scalable solutions.
Collaborative, approachable orientation paired with confidence to recommend changes and lead implementation.

Responsibilities

Coordinate complex interviews across calendars, time zones, and stakeholder groups, communicating promptly and professionally with candidates and interview teams.
Manage job postings, interview logistics, candidate records, offer-process coordination, background checks, and other recruiting activities.
Partner with recruiters and hiring managers to encourage timely feedback, clear next steps, and organized hiring processes.
Establish coordination standards and capacity practices to support consistent service as hiring volume grows.
Own and continuously improve recruiting workflows, standards, service levels, templates, and operating practices.
Serve as the business owner and subject-matter resource for the applicant tracking system and related recruiting technology, including configuration, data integrity, user adoption, integrations, documentation, and vendor partnership.
Partner on evaluating and implementing recruiting tools, including requirements gathering, workflow design, testing, data migration, training, and change management.
Identify operational friction, clarify ownership, and implement practical improvements to speed, quality, and candidate, recruiter, and hiring-team experiences.
Create documentation, playbooks, and training resources for recruiting processes.
Establish and maintain data-quality practices for requisitions, candidates, offers, sources, and hiring outcomes.
Create recurring audits and controls to improve recruiting-data accuracy, completeness, and consistency.
Build and maintain reports and dashboards covering hiring activity, pipeline health, capacity, candidate experience, source effectiveness, and other recruiting measures.
Translate data into observations and recommendations for recruiting leadership and business partners.
As the role grows, potentially lead the recruiting operations roadmap and technology strategy, manage and develop recruiting coordinators, expand analytics and workforce-planning support, build scalable recruiting programs, and partner strategically with the VP of Recruiting.

Benefits

Discretionary year-end profit-sharing opportunities.
Fully paid employee medical, dental, and vision coverage.
401(k) with 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.
At least three weeks of PTO starting on Day 1.
Winter Break, Summer Friday flex-days, and 10 paid holidays.
Unlimited Volunteer Time Off and 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 three-month paid sabbatical at 10 years.