Senior Talent Acquisition Advisor

Experience

Minimum Requirements:

• 4 years of experience recruiting in a corporate or staffing firm required.
• Experience recruiting for public accounting or professional services roles strongly preferred.

• Bachelor's degree is required. Combination of relevant experience, education, and training may be accepted in lieu of degree.
• Degree in human resources or related field preferred.

• Wealth Management Service line experience highly preferred
• Workday, Eightfold and Criteria Pre-employment Testing experience strongly preferred

• Flexible PTO (designed to offer flexible time away for you!)
• Up to 12 weeks paid parental leave.
• Paid Volunteer Time Off
• Mental health coverage
• Fertility benefits and much more

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

To support our CLA family members, we focus on their physical, financial, social, and emotional well-being and offer comprehensive benefit options that include health, dental, vision, 401k and much more.

• Lead full lifecycle recruiting, including intake and role design, sourcing, candidate assessment, interview strategy, debrief facilitation, offer negotiation, and close.
• Consult with hiring leaders to translate workforce needs into practical search strategies, calibrated candidate profiles, and timely decision plans.
• Bring market intelligence, pipeline insights, and sound judgment to hiring conversations; respectfully challenge assumptions and recommend actions that improve outcomes.
• Own stakeholder communication, establish clear expectations, and maintain momentum across multiple searches, service lines, levels, and geographies.

• Use Eightfold and approved recruiting tools to identify and prioritize talent using skills, potential, fit signals, and recruiter-defined search criteria, rather than relying only on titles or resume keywords.
• Build and activate talent communities, rediscover previous applicants, and develop pipelines for recurring and anticipated needs.
• Interpret system-generated recommendations as a starting point for recruiter review; validate qualifications, interest, context, and role alignment before advancing candidates.
• Use pipeline visibility and talent insights to focus outreach, surface adjacent-fit talent, and advise leaders on the available market.

• Use Criteria assessment insights, where approved for the role and process, as one job-relevant data point within a broader human-led selection decision.
• Interpret assessment results alongside qualifications, experience, interview performance, and role requirements to inform candidate prioritization and focused follow-up questions.
• Guide hiring teams in applying a structured, repeatable evaluation lens and in using consistent evidence during interviews and debriefs.
• Ensure assessments and technology-enabled insights support, but do not independently determine, candidate advancement or hiring outcomes.

• Deliver a high-touch, transparent candidate experience with timely communication, thoughtful preparation, and respect throughout the process.
• Coach interview teams on role alignment, structured interviewing, evidence-based debriefs, and clear decision ownership.
• Tailor engagement and close strategies to candidate motivations, business priorities, market conditions, and offer considerations.
• Balance speed with quality by focusing recruiter and leader time on the activities that most directly move strong candidates forward.

• Adopt and model future-state recruiting workflows across Workday, Eightfold, Criteria, and other approved tools.
• Maintain accurate, timely recruiting data and apply sound data stewardship when reviewing, documenting, and sharing talent insights.
• Follow approved processes for candidate communications, assessment administration, access, documentation, confidentiality, and compliance.
• Participate in testing, calibration, training, and feedback cycles; identify workflow opportunities and help translate new capabilities into practical recruiter and hiring leader behaviors.
• Use recruiting activity, funnel health, talent insights, and outcomes to identify barriers, recommend adjustments, and strengthen the hiring process.

• Strong consulting mindset with the ability to influence, build trust, and communicate credibly with…