You're good at financial planning for your clients,we're good at finding and integrating the right people for your team.

Let's both stick to what we're good at.

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    "A human capital strategy almost supersedes every other strategy in the marketplace."

    Mark Tibergien

    "Your help with our last hire was a tremendous benefit to me."

    David Lewis

    "Our new hire is doing very well.  She is fitting in nicely, has been effective in taking over some existing relationships, and has started to market our firm to prospective clients.  Good job on the recommendation! " 

    Morgan Stone, MBA, CFP®

    "...I feel like this is going to be a really good fit and a good long-term relationship.  I just wanted to say thank you again for your help and all the great work you guys did to help me on this."  

    Bill Cleveland, MBA, CPA, CFP®, PFS

    "We made her an offer which she accepted and we can’t thank you enough…she’s special and we never would have found her on our own."

    John Augenblick, MBA, CFP

    "New Planner Recruiting is much more than your standard recruiting firm; Caleb and his colleagues are basically an extension of our organization.  As a result of the detailed diligence they performed on us, their knowledge of our industry, and the types of applicants they work with, they have been able to identify the right candidates for our firm with an extraordinarily high success rate.  The days of looking through hundreds of resumes, or knowing five minutes into an interview that the candidate is a poor fit, are thankfully gone.  Over the past two years, we have filled four positions with New Planner Recruiting, and most remarkably, we have yet to have an offer declined and all hires have been successful.  Thank you!"

    Eric Sontag, CFA

    "Working with NPR was one of the best decisions that I have made as a business owner.  While we prided ourselves on a fairly thorough recruiting process, NPR put us to shame.  Their ability to assess technical skills, personality and client-readiness was far beyond what we could have done.  And as a busy business owner, they saved me DAYS of time in screening and initial interviews to get me several top notch candidates.  I have recommended NPR to other firms and will continue to consider them as part of my future firm growth strategy.  Stop wasting valuable revenue producing time doing something you are not good at and hire NPR!" 

    Lisa A.K. Kirchenbauer, CFP®, RLP®

    “You guys make the hiring process a pleasure!"
    Fred Cornelius, CFP, CFA ~Burt Wealth

    What candidates do we work with?

    • Has, or is pursuing CFP® certification
    • Top 10% in capabilities, top 1% in effort
    • Demonstrated passion for the financial planning profession
    • Commitment to a career in financial planning
    • Takes a No Job is Beneath Them Mentality
    • Above average sense of urgency
    • Life-long learner

    What firms do we work with?

    • Firms that are serious about financial planning
    • Offering salaried, non-sales, support type positons that can grow into more
    • Has reasonable expectations for new hires
    • Career track options
    • Growing revenue and client base
    • Culture of collaboration and mentorship
    • Utilize technology

    What Story Do You Have To Tell Prospective New Hires?

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    Firm owners newsletter archive

    Vaccination Status Best Practices

    Many financial planning firm owners we talk to are all wondering the same thing, “How do I ensure all of my employees become vaccinated?” Amid another huge wave of COVID-19 cases and the spread of different virus variants, vaccination efforts are becoming more urgent. Many questions are arising for employers regarding if or how to...

    First 3 Things to Delegate to Your New Planner

    Often times hiring firms are unsure of where to best utilize their new hires. In this month’s article, we will discuss the first few tasks you should delegate to your new planner to help your firm grow and to retain your new hire for the long term.  Due to a previously existing shallow talent pool...

    Getting Your Offer Accepted- Part 3 of 3

    This is the third and final part of our three-part series on how to get your offer accepted. Part 1 spelled out the table stakes, part 2, and this month we describe what some of the major differentiators are, and how firms are utilizing them to win over candidates who are considering multiple job offers....

    Getting Your Offer Accepted – Part 2 of 3

    Last month, we looked at what constitutes table stakes in an offer letter. This month, we explore what minor differentiators look like and how some firms are using these to get candidates to say “yes” to their offer. Minor Differentiators Team-member-first culture - Every firm says they offer this, but there is a clear difference...

    Getting Your Offer Accepted – Part 1 of 3

    Hiring the right people for your firm can be a challenging time-consuming endeavor, especially in today’s talent market when job seekers have most of the leverage and multiple job offers to choose from. Hopefully you have not had a job offer rejected, but if you have - you aren’t alone. One recent research study by...

    Learn the ins-and-outs of recruiting, hiring, and training talent.

    Check out our recently-released 9-part course, “Building Your Dream Team: Recruiting, Hiring, and Retaining Talent in Financial Planning.”

    You'll learn...

    » How the financial planning industry is changing, and how that impacts your hiring lifecycle

    » Our process for recruiting

    » How to correctly make an offer to applicants

    » How to attract rockstar hires that stay with your company

    And much more!