District Partners has been retained to identify a Talent Acquisition Manager for one of the fastest-growing independent wealth and investment management firms in the country.

This organization has experienced extraordinary growth over the past decade, scaling into a nationally recognized platform serving ultra-high-net-worth individuals, families, and institutions across the United States. With billions in assets under management, a rapidly expanding national footprint, and a deeply client-centric culture, the firm has built a reputation for combining institutional sophistication with entrepreneurial agility.

As the business continues to scale organically and through strategic acquisitions, the People function has become a critical strategic priority. This newly created role offers the opportunity to help shape and modernize talent acquisition infrastructure during a transformational period of growth. This is not a maintenance-oriented recruiting role. The ideal candidate is a builder: someone capable of creating scalable processes, elevating recruiting strategy, partnering directly with executive leadership, and helping architect a world-class talent acquisition function that can support the next phase of growth.

The Talent Acquisition Manager will operate as both a strategic partner and hands-on operator, balancing leadership responsibilities with direct execution across high-priority searches, employer branding initiatives, recruiting operations, and external talent partnerships. For someone energized by growth environments, organizational building, and high-impact hiring, this is a rare opportunity to directly influence the trajectory of a nationally scaling financial services platform.

What Success Looks Like:

• Successfully builds scalable recruiting processes and infrastructure capable of supporting continued national growth

• Establishes strong credibility and trust with executive leadership and hiring managers

• Improves recruiting efficiency, hiring quality, and candidate experience across the organization

• Creates stronger alignment between internal recruiting efforts and external recruiting partners

• Helps position the organization as a destination employer within financial services and wealth management

• Contributes meaningfully to the long-term growth and operational maturity of the People function

What You'll Be Owning:

Build and Scale Talent Acquisition Infrastructure

• Help design and scale a modern internal recruiting function capable of supporting rapid national growth

• Partner closely with executive leadership and People leadership on workforce planning, organizational growth, and hiring strategy

• Develop scalable recruiting processes, interview frameworks, offer workflows, and onboarding coordination

• Help optimize ATS workflows, reporting infrastructure, and recruiting operations

Manage Full-Cycle Recruitment

• Lead end-to-end recruiting efforts across high-priority and strategic roles

• Partner with business leaders across wealth management, operations, technology, finance, and corporate functions

• Develop creative sourcing strategies across passive talent markets, referral networks, industry relationships, and competitive intelligence

• Ensure a high-quality candidate experience from initial outreach through offer acceptance

Manage External Recruiting Partnerships

• Serve as a key point of contact for recruiting agencies, RPO partners, and external talent vendors

• Evaluate performance, quality, responsiveness, and efficiency of external partners

• Build accountability frameworks and improve alignment between internal stakeholders and external recruiting resources

Support Employer Brand and Recruiting Strategy

• Help strengthen and communicate the organization’s employer value proposition

• Partner with marketing and leadership teams to improve recruiting messaging and talent market positioning

• Support initiatives related to campus recruiting, industry events, LinkedIn presence, and long-term talent pipeline development

Drive Data and Recruiting Analytics

• Build and monitor recruiting metrics including time-to-fill, source effectiveness, quality-of-hire, and recruiting funnel conversion

• Use recruiting data and market insights to improve hiring processes and support strategic decision making

• Help implement scalable and inclusive hiring practices across the organization

What You'll Bring to the Table:

• 7+ years of progressive talent acquisition or recruiting experience

• Experience recruiting within high-growth or rapidly evolving environments

• Demonstrated success managing full-cycle recruiting processes across professional or corporate functions

• Experience working with or managing external recruiting agencies and search partners

• Strong understanding of recruiting operations, ATS systems, sourcing tools, and recruiting analytics

• Ability to balance strategic thinking with hands-on execution

• Exceptional communication skills and stakeholder management capabilities

• High degree of organization, urgency, and follow-through

• Experience within wealth management, investment management, financial services, professional services, or adjacent industries is strongly preferred

• Bachelor’s degree required

Preferred:

• You are someone who thrives in environments where growth creates opportunity.

• You enjoy building structure, improving processes, and solving operational challenges. You are naturally proactive, highly accountable, and capable of operating with both strategic perspective and day-to-day executional rigor.

• You understand that recruiting is not simply about filling jobs. It is about helping shape culture, growth, leadership capability, and long-term organizational success.

• You bring urgency without sacrificing quality. You are collaborative but decisive. You hold yourself and your partners to high standards while maintaining a low-ego, solutions-oriented approach.

• Most importantly, you understand that every hire matters.

Why this Role:

• What makes this organization compelling is not simply its scale or growth trajectory, but the quality of its people and the sophistication of its long-term vision.

• The firm has built a culture that values collaboration over politics, substance over optics, and long-term relationship building over transactional decision making. Leadership is highly invested in infrastructure, people, and creating a best-in-class employee experience that matches the level of service delivered to clients.

• Unlike many mature financial institutions, this organization still operates with the energy and urgency of a growth-stage business. The environment rewards initiative, strategic thinking, and individuals who are comfortable operating in ambiguity while building scalable solutions.

• This role offers meaningful visibility to executive leadership and the opportunity to directly influence how the organization attracts, evaluates, and hires talent across the enterprise.