Senior Recruiter, Field & Branch Talent, Wealth Management

We’re a diversified financial services leader with more than $1.5 trillion in assets under management, administration and advisement as of year-end 2024. Our team of 22,000 people across 19 countries, serves more than 3.5 million individual, small business and institutional clients. We are a longstanding leader in financial planning and advice, a global asset manager and an insurer. Our unwavering focus on our clients and strong financial foundation connects each of our unique businesses – Ameriprise Financial, Columbia Threadneedle Investments and RiverSource Insurance and Annuities. Here, we foster meaningful careers, invest in the future, and make a difference for clients, institutions and communities around the world.

We are seeking a Senior Recruiter for Field and Branch Management. In this role, you will partner with business leaders to drive hiring across branch and field roles within our Wealth Management business across the United States. You will support critical talent needs including branch leadership, supervision and risk functions, as well as advisor development programs.

You will operate as a strategic recruiter, bringing a strong understanding of sales and advisor profiles, candidate motivations, and local market dynamics to deliver high-quality hires that support business growth. You will have a direct impact on field-based hiring that drives revenue and business performance, with exposure to a broad range of critical roles across branch operations and supervision. You will build strong partnerships with business leaders as well as talent acquisition, HR business partners, and compensation, while continuing to deepen your expertise in market-led hiring and talent mapping.

Responsibilities

• Drive hiring across field roles, delivering recruitment support across a range of field hiring needs, including branch operations, leadership positions, and supervision, risk, and regulated roles.

• Partner with branch and sales leaders , including field leadership, to understand hiring needs, define role requirements, and support confident hiring decisions.

• Understand ‘What Drives Success’ in sales roles by applying knowledge of commission-based environments, candidate motivation, and performance drivers to identify individuals who are likely to succeed in the field.

• Review and prioritize candidates by evaluating candidate profiles and providing clear, actionable recommendations to leaders, with a focus on commercial potential, resilience, and fit.

• Partner across HR to deliver hiring outcomes including working closely with HR Business Partners and Compensation teams to ensure alignment on role scope, pay positioning, and hiring decisions, enabling smooth and well-informed outcomes.

• Leverage talent insights to build pipelines. This includes leveraging talent insights, data, and market mapping to identify and prioritize candidate pools aligned to hiring demand and growth areas.

• Provide market insight to leaders by sharing practical insight on talent availability, competitor activity, and local market dynamics to shape hiring decisions.

• Deliver at pace in a business-critical environment by maintaining momentum across multiple roles, recognizing that hiring speed and quality directly impact performance.

Qualifications

• 5–7 years of relevant experience required, including a proven track record of recruiting within sales-driven, field-based, or financial services environments, with demonstrated ability to identify and attract high-performing talent.

• Exposure to commission-based roles or performance-driven hiring models required.

• Experience supporting distributed teams or branch networks preferred.

• Strong stakeholder engagement — confident working with sales leaders and field teams.

• Excellent collaboration skills — able to work seamlessly with talent acquisition operations, HRBPs, and compensation partners.

• Strong understanding of the key drivers of success in sales roles, including motivation, incentive structures, and performance-oriented behaviors.

• Ability to assess candidates beyond resumes, interpreting multiple experience and indicators to evaluate potential, impact, and overall fit.

• Demonstrated experience operating at pace across concurrent hiring needs, effectively prioritizing, and delivering in a dynamic, high-volume environment.

• Outcome-focused communicator who conveys insights clearly and concisely, enabling informed decision-making and driving hiring outcomes.

Visa Sponsorship

Applicants must have a valid work authorization that does not now, or in the future, require visa sponsorship for employment in the United States (e.g., H-1B, F-1 CPT, F-1 OPT, TN).

In-Office Collaboration

We are a client-centric, relationship-based business. Working together, in-person, is foundational to how we achieve results. By fostering a culture of face-to-face collaboration, idea sharing, productivity and personal connection, we deliver for our stakeholders — clients, advisors, employees and shareholders. Our employees work in the office at least four (4) days per week, with flexibility to work from home one (1) day per week. Some roles may require additional in-office time or different in-office expectations, and specific requirements will be discussed during the hiring process.