Senior Talent Acquisition Advisor

CLA (CliftonLarsonAllen LLP) is seeking an experienced Senior Talent Acquisition Advisor to join our Talent Acquisition team in one of our CLA locations and support our Wealth Advisory practice. This role serves as a trusted advisor to Wealth Management Managing Principals, Regional Managing Principals, and hiring leaders, leading full lifecycle recruiting across multiple disciplines, levels, and geographies. 

The Senior Talent Acquisition Advisor translates business and high-volume talent needs into clear hiring strategies while delivering an exceptional candidate experience from first contact through offer close. As CLA modernizes Talent Acquisition through Eightfold and Criteria, this role uses talent intelligence and job-relevant evidence to improve prioritization, consistency, and decision support while keeping recruiter and hiring leader judgment at the center of every hiring decision. 

STRATEGIC RECRUITING AND CLIENT PARTNERSHIP

• 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.

TALENT INTELLIGENCE AND PROACTIVE PIPELINES

• 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.

EVIDENCE-INFORMED SELECTION

• 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.

CANDIDATE AND HIRING TEAM EXPERIENCE

• 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.

TECHNOLOGY ADOPTION, GOVERNANCE, AND CONTINUOUS IMPROVEMENT

• 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.

What sets you up for success

• Strong consulting mindset with the ability to influence, build trust, and communicate credibly with senior leaders.

• Proactive sourcing and pipeline-development orientation, with curiosity about skills, adjacent experience, and candidate potential.

• Ability to interpret talent intelligence and assessment results appropriately, ask better questions, and translate insights into clear recommendations.

• Excellent interviewing, communication, negotiation, facilitation, and relationship-management skills.

• Comfort adopting new recruiting technology and evolving from transaction-focused activity toward strategic talent consulting.

• Ability to manage multiple priorities with urgency, precision, sound judgment, and a consistent focus on candidate and client experience.

• Commitment to fair, consistent, human-led hiring decisions and responsible use of technology-enabled insights.

Experience:

• 4 years of experience recruiting in a corporate or staffing firm required.

• Experience recruiting for public accounting or professional services roles strongly preferred.

Education:

• 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.

Additional:

• 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