Mariner

Supporting talent acquisition, onboarding, and HR operations with a focus on process documentation and stakeholder coordination. | Experience in HR and recruiting operations, HRIS systems, and supporting hiring processes, but lacks specific experience in recruiting technology, automation, and AI-driven systems. | Job Description About the Role: The Director of Talent Acquisition Enablement & Operations is responsible for redefining how recruiting work is executed by operationalizing modern systems, automation, and AI at scale. This role exists to challenge legacy recruiting assumptions, remove low-value human work, and design technology-enabled workflows that materially improve speed, quality, and signal clarity. Rather than preserving traditional recruiting practices, this leader focuses on replacing outdated ways of working with scalable, data-informed alternatives. Partnering closely with TA leadership, recruiters, and technology providers, the Director translates strategic intent into new operating behaviors—often requiring experimentation, iteration, and discomfort before adoption. This is an execution and enablement leadership role for someone who has already lived at the edge of recruiting innovation and is motivated by building what comes next, not just optimizing what already exists. Key Outcomes • Elimination of low-signal, manual recruiting work through automation and system design • Measurable increases in recruiter capacity • Adoption of new recruiting behaviors enabled by systems, not enforced by policy • Tangible progress toward next-generation recruiting models defined by TA leadership Responsibilities Enablement & Operating Model Execution • Execute the Talent Acquisition strategy and operating model defined by TA leadership by designing new workflows, not reinforcing old ones • Identify recruiting practices that persist due to habit rather than value and lead their replacement through technology and automation • Translate strategic direction into scalable systems, processes, and decision frameworks • Design recruiting workflows that intentionally reduce human intervention where signal quality supports automation Recruiting Technology & Innovation Leadership • Own day-to-day enterprise relationships with recruiting technology partners including Ashby, LinkedIn, Humanly, Jove, and emerging platforms • Push vendors beyond default configurations to support evolving recruiting models • Lead experimentation, pilots, and iterative adoption of new features and capabilities • Partner with vendors to improve how candidate signals are surfaced earlier and used more effectively Automation, AI & Signal Design • Lead the application of AI and automation to replace repetitive recruiter tasks and improve screening and prioritization • Establish clear principles for what should be automated, AI-assisted, or human-led • Continuously test, refine, and evolve signal models as hiring needs change Change Leadership Through Enablement • Lead change through system design and enablement rather than mandate • Accept and manage short-term resistance in service of long-term improvement • Partner with recruiters to validate outcomes, not preserve preferences • Balance speed, adoption, and trust while maintaining forward momentum Enablement Artifacts, Insights & Communication • Build workflow architectures, playbooks, operating guides, and training materials • Develop executive-ready updates on progress, risks, and tradeoffs • Surface insights to TA leadership to inform ongoing strategy decisions Required Skills, Experience and Qualifications: • Senior-level experience in TA enablement, recruiting systems, recruiting operations, or TA transformation roles • Hands-on experience with Ashby ATS (or Greenhouse) • Demonstrated success implementing AI and automation in recruiting environments • Track record of modernizing recruiting practices • Strong systems-thinking and workflow design capabilities • Comfort driving change without positional authority Strongly Preferred • Experience with AI-driven screening or assessment platforms (e.g., Humanly) • Enterprise-level experience with LinkedIn Recruiter • Experience pushing vendors beyond standard use cases • Background in product, systems, or transformation roles embedded in TA We welcome your interest in being a part of our firm. We believe in giving associates progressive opportunities, actively nurturing professional growth and giving back to the community. We are dedicated to building a diverse culture where everyone has the support they need to achieve their career goals. We offer an innovative workplace and a culture that fosters camaraderie, teamwork, and work-life balance. Our compensation reflects the cost of talent across multiple U.S. geographic markets. The base pay for this position across all U.S. geographic markets ranges from $100,000-$125,000. Pay is based on a number of factors including geographic location and may vary depending on job-related knowledge, skills, and experience. Eligibility to participate in an incentive program is subject to the rules governing the program, whereby an award, if any, depends on various factors including, without limitation, individual and organizational performance. Roles may also be eligible for additional compensation and/or benefits. EOE/M-F/D/V

Lead and manage a team of wealth advisors, oversee client service and advisory practices, drive business growth, ensure operational compliance, and promote firm culture. | Bachelor’s degree required with 10+ years in wealth management or related field, required financial certifications (CFP®, CFA, Series 65), leadership experience managing advisors, and strong financial planning knowledge. | Job Description The Role As a Managing Director in Oregon, you will lead a team of Wealth Advisors and support staff in delivering exceptional financial advice, growing client relationships, and expanding Mariner’s local presence. This role combines leadership, business development, and operational oversight. Many of our Managing Directors began their careers as advisors and bring firsthand experience to the teams they lead — though carrying an individual book of business is not required for this position. Responsibilities Leadership & Team Management • Directly manage a team of Wealth Advisors, Associate Advisors, and Client Service professionals • Provide day-to-day leadership, coaching, and performance management • Foster a collaborative, ethical, and client-first culture across the office • Support recruiting, onboarding, and training of new advisors and team members Client Service & Advisory Oversight • Oversee delivery of Mariner’s 360° wealth planning experience across all client relationships in the office • Serve as a senior resource on complex client matters, partnering with advisors as needed • Promote consistency and quality in financial planning, portfolio construction, and relationship management practices • May maintain a limited number of client relationships or act as an executive sponsor on key accounts Growth & Business Development • Drive organic growth through team-led business development and local strategic partnerships • Identify opportunities to deepen client relationships and expand referral networks • Partner with Regional Managing Director on growth planning and local market strategy Operational & Compliance Excellence • Ensure adherence to firm policies, compliance requirements, and a clean U4 for all advisors • Drive adoption of planning technology tools (e.g., eMoney, MoneyGuide Pro) and advisor workflows • Monitor team activity and pipeline metrics to ensure consistent execution and accountability Culture & Firm Advocacy • Champion Mariner’s values and client-first mission within the local office • Represent the Oregon office in firmwide leadership forums and regional initiatives • Engage in community and professional networks to elevate brand visibility and reputation Qualifications • Bachelor’s degree required; advanced degree (MBA, JD, MSFS) preferred • 10+ years of progressive experience in wealth management, financial planning, or a related field • CFP®, CFA, or Series 65 required; clean U4 with no disclosures • Demonstrated leadership experience managing advisors or cross-functional client teams • Strong knowledge of holistic financial planning, investment strategy, estate and tax considerations • Excellent interpersonal, coaching, and communication skills • Prior experience as a practicing Wealth Advisor or book-carrying advisor strongly preferred, but not required EOE/M-F/D/V