Talent Acquisition Operations Lead

Brighton Jones•Seattle, WA

1d•$100,000 - $120,000•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, providing an operational foundation for recruiters and hiring teams. The successful candidate will bring strong attention to detail, a process-first mindset, and a commitment to creating clear, efficient processes and positive experiences for candidates and stakeholders. Initially, the role will focus on strengthening recruiting coordination and establishing reliable operating practices. As hiring demand and the Talent Acquisition team grow, the position is expected to take on broader responsibility for recruiting operations, technology strategy, analytics, workforce-planning support, candidate experience, and recruiting programs. This is an in-office, full-time, exempt role in a work-from-office culture that offers flexibility.

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, and analyzing recruiting data and communicating findings to different audiences.
Program and project management skills, including the ability to structure ambiguous work, manage dependencies, and move multiple priorities forward.
Understanding of candidate experience as an intentional journey, with the judgment and empathy to balance efficiency with meaningful human connection.
Excellent written and verbal communication skills and the ability to build trusted partnerships across the organization.
High attention to detail, sound judgment, and discretion when handling sensitive or confidential information.
A continuous-improvement mindset and the ability to anticipate needs, identify root causes, and design scalable solutions.
A collaborative, approachable orientation and the confidence to recommend changes and lead their implementation.

Responsibilities

Coordinate complex interviews across calendars, time zones, and stakeholder groups, communicating professionally and promptly 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 provide consistent support 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 in evaluating and implementing recruiting tools, including requirements gathering, workflow design, testing, data migration, training, and change management.
Identify operational friction and unclear ownership, then implement practical solutions that improve speed, quality, and stakeholder experience.
Create documentation, playbooks, and training resources that make recruiting processes easier to understand and follow.
Establish 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 to support informed decisions by recruiting leadership and business partners.
As the role grows, lead the recruiting operations roadmap and technology strategy; manage and develop recruiting coordinators; expand analytics, workforce-planning support, and reporting; build scalable candidate-experience, employer-brand, and recruiting-program infrastructure; and serve as a strategic operating partner to the VP of Recruiting on new team initiatives.

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 three weeks of PTO starting 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.