You get out of it what you put into it! - Manager Brighton Jones LLC Employee Review

I’ve been at Brighton Jones for almost ten years and I can honestly say I don't see myself working anywhere else. Working here is not 'easy' but I'm not looking for easy. I'm looking for a place where I can get behind the mission, work with genuinely amazing people, make a contribution, and of course have opportunities to build my own nest egg through ownership in the company (which is a path that's available to everyone, not just a select few). Our mission to help clients, teammates, and global community live richer lives shows up every day. It shapes how people make decisions, how we work with clients, and how we think about our roles. You’re part of a team that wants to get better, not just individually, but together. That's why you'll see us use the term #OneTeam a lot. We believe that we're much better off rowing in the same direction than being a bunch of individuals in it for ourselves. A big part of that for me is the MESI. It gives us a shared language for how we show up, how we communicate, give feedback, and handle the moments that are usually the hardest in any workplace. It’s not a perfect program, and people are all at different points in how they practice it, but it’s embedded in a way that makes a genuine difference. The same goes for our focus on Justice, Equity, Diversity and Inclusion and our B Corp status. I truly believe that everyone here wants to create a place where people love to work, feel that they belong, and where they have opportunities to grow and thrive in a way that's unique to their own values and needs.

You probably won’t thrive here if you’re looking for a '9 to 5 job' where you clock in and out and that's it. There’s a real expectation to take ownership, invite feedback, and actively grow, not just professionally, but personally as well. The firm is evolving quickly, so things aren’t always fully defined and constantly changing. A big part of our ethos is that as long as we're getting a little bit better every day, we're winning. For me, that’s part of what makes working here exciting, but I'll admit it can sometimes feel overwhelming and a lot, I’ve also seen how it can be frustrating for people who want more structure or predictability, which I respect. Brighton Jones is not for everyone and that's how it should be in my opinion.

competitive pay, central office location, have path to equity options and profit sharing

The SF office has undergone three different office managers in the last two years, each transition creating more instability than the last. Work hours are long, with a required in-office schedule of at least 8-5, with when you come in being closely monitored and enforced. While experiences may vary across pods and locations, the SF office has developed a pervasive culture of micromanagement, gossip, and back-channel politics that has significantly eroded trust. The company often emphasizes the importance of feedback, but when employees do not trust one another or management, what incentive is there to be honest? Employees learn quickly that speaking candidly can carry professional risk, which undermines the very feedback culture the company claims to value. The recent decision to require employees to be in the office every day, eliminating hybrid work, has further damaged morale. God forbid we miss out on the company culture of signing digital birthday cards, eating lunch at our desks, and sitting next to each other in silence. Leadership tries to boost company culture with team outings and #BestPlacetoWork campaigns, but these efforts ring hollow when the day-to-day employee experience feels like garbage. Again, other Brighton Jones offices may have stronger cultures, but the SF office has been significantly impacted by poor middle-management decisions. The lack of a clear client transition plan following the termination of advisory team members, inadequate communication with clients regarding advisor departures, the perception that employees are treated as disposable, and the absence of clearly communicated performance expectations have all contributed to an environment of anxiety and uncertainty. These issues have left many employees feeling disengaged, paranoid about their job security, and doubtful about the office's long-term success. Healthcare benefits are another significant concern. The current plans are Seattle-based (see: $5,000 deductibles for individuals and $10,000 for families). You'd better hope you're too young to need healthcare or be married to someone who has a plan that isn't garbage (only 1 doctor in the Bay Area takes Premera insurance). The gap between the company's stated values and many employees' lived experiences in the SF office has become difficult to ignore. Until leadership addresses the underlying issues of trust, communication, accountability, and management effectiveness, morale initiatives alone are unlikely to resolve the deeper cultural problems.