Manager of M&A Integration

Coldstream is a growth-oriented wealth management firm built on the belief that exceptional client service and strong culture are not mutually exclusive. As we continue to expand through strategic acquisitions and partnerships, we are focused on integrating firms thoughtfully — preserving what makes them successful while aligning them to a shared operating model, client experience, and long-term vision for the future of wealth management.

The Manager of M&A Integration will play a central role in that mission.

This is not a traditional integration role focused solely on checklists and system conversions. It is a highly visible leadership position responsible for helping newly joined firms transition into the Coldstream ecosystem operationally, culturally, and strategically. The right person will bring a deep understanding of how RIAs truly function across operations, client service, investments, planning, technology, compliance, and the advisor experience — combined with the leadership presence to guide teams through change with empathy, clarity, and accountability. This role reports directly to the President of M&A.

Success in this role requires equal parts operational rigor, emotional intelligence, strategic thinking, and influence skills. The ideal candidate can move fluidly between executive-level conversations and hands-on execution, balancing urgency with diplomacy while driving meaningful organizational change. This role is ideal for someone who thrives in complexity, asks thoughtful and sometimes difficult questions, and is energized by building better systems, stronger alignment, and scalable growth.

We have a hybrid work environment, so you’ll work in office 2-3 days per week - primarily in Bellevue or Seattle - and travel to our Portland offices several times per year.

Specific Areas of Responsibility Include:

• M&A Integration Leadership:
  • Participate in prospect and outreach meetings as needed, working closely with the President of M&A.
  • Monitor and document integration points identified during the pre-merger phase.
  • Oversee the internal due diligence process, facilitating regular meetings with our back-office leaders to compile and analyze their findings — assessing operational readiness, integration complexity, and strategic fit.
  • Identify integration risks early and proactively drive solutions that minimize disruption and preserve trust.
• Strategic Integration & Planning:
  • Serve as the primary point person for all merger-related activities, acting as the central coordinator between internal teams and merger partners.
  • Develop and execute a merger integration roadmap that aligns with the firm’s business objectives, with clear milestones, ownership, and accountability measures.
  • Work with the CIO and Chief Wealth Strategist to integrate investment and planning philosophies.
  • Conduct regular in-office visits to get to know the new team, identify opportunities for integration projects, and brainstorm solutions to operational challenges.
  • Manage the timeline for integration projects and training.
• Client Experience & Retention:
  • Oversee client communication plans to ensure transparency and continuity in service, working closely with Marketing, Compliance, and Centralized Client Service.
  • Partner with CCS and Operations to ensure smooth account transfers, billing adjustments, and relationship management.
  • Monitor client experience metrics and proactively identify at-risk clients by tracking service requests, feedback, and changes in engagement.
  • Support teams in resolving service disruptions, operational friction points, and escalated client concerns quickly and effectively.
  • Develop and execute targeted outreach plans, including personalized check-ins and proactive issue resolution.
• Technology & Platform Integration:
  • Serve as the primary liaison between new merger partners and internal teams — including CCS, Operations, Compliance, and the Wealth Strategy Group — to coordinate the consolidation of CRM, portfolio management, financial planning, reporting, and custodial platforms.
  • Lead data migration efforts and oversee platform onboarding.
  • Approach technology transitions with a learner’s mindset, staying curious about better ways to configure, integrate, and optimize the platforms we rely on.
• Team & Cultural Integration:
  • Help newly integrated teams understand not only how Coldstream operates, but why.
  • Support staff onboarding and training efforts that accelerate cultural integration and employee engagement.
  • Collaborate with HR and leadership to align organizational structures, compensation, incentives, career paths, and team expectations.
  • Champion engagement initiatives that maintain morale and reinforce a unified firm culture.
  • Be the kind of leader who shows up to new offices with energy, openness, and a genuine interest in the people behind the business.
• Financial & Compliance Oversight:
  • Ensure accurate financial reporting and harmonization of fee structures post-merger.
  • Collaborate with Compliance and Legal to meet SEC, FINRA, and state regulatory standards.
  • Conduct audits and ensure all aspects of the merger comply with fiduciary responsibilities.

About Coldstream

Coldstream is an employee-owned financial services firm founded in 1996 in Bellevue, Washington. From day one, the firm’s mission has been to enhance clients’ lives and provide lasting peace of mind. With offices in nine locations in four states, Coldstream serves individuals, families, and institutions with dedicated expertise and an unwavering commitment to their long-term success. For more information, please visit www.coldstream.com.

• 7-10+ years of experience within the RIA industry, including a deep understanding of RIA operations across client service, investments, planning, compliance, billing, custodial relationships, and advisor workflows
• Bachelor’s degree required; MBA, CFP, CFA, or other advanced designation preferred
• Demonstrated success leading complex operational initiatives, business transformations, or post-merger integrations
• Strong project management and organizational leadership capabilities with the ability to drive execution across multiple concurrent priorities
• Experience influencing senior leaders and cross-functional teams in dynamic, fast-paced environments
• Strong technology acumen and familiarity with wealth management platforms, CRM, portfolio management, and financial planning tools
• High emotional intelligence, sound judgment, authenticity, and strong situational awareness — including genuine investment in people’s success and the ability to build trust while navigating uncertainty
• Exceptional communication and relationship-building skills to engage with clients, advisors, and executive leadership
• Ability to navigate ambiguity, challenge assumptions, and ask difficult but necessary questions
• Growth mindset with intellectual curiosity about the future of wealth management

In terms of pay expectations, we assess each candidate individually based on their experience and qualifications and offer competitive compensation that reflects the value they bring to the team. Base pay is expected to start between $175-190k, plus an annual bonus and a generous benefits package.

As a Washington’s Best Workplaces awardee, we pride ourselves on our collaborative and supportive culture. We’ve created a full benefits package that focuses on the growth, health, and wellness of our team members:

• Pay: Competitive base pay plus annual bonus
• Benefits: Fully paid premiums for medical/dental/vision, short-term and long-term disability, and life insurance
• 401(k): 100% company match up to 4% of your annual pay
• Stock: Opportunity to purchase equity and become an owner of the firm
• Paid Time Off: 20-28 days per year, plus 10 holidays and an extra paid day off each year to do volunteer work
• Career development: 100% training/certification/licensing/dues reimbursement and a formal mentoring program
• Parking: heavily subsidized parking or transit pass
• Wellness reimbursement
• Paid Parental leave: 12 weeks paid for all new parents
• Paid sabbaticals every 10 years and anniversary bonuses every 5 years