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"A human capital strategy almost supersedes every other strategy in the marketplace."
"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®
"We really felt we needed someone to guide us through the process of hiring our first new planner. The team at New Planner Recruiting is exactly what we needed. They gave us good advice from the beginning and guided us throughout the process. We felt very comfortable working with them as demonstrated abundant experience throughout the process. They presented a number of candidates to us and were excellent in indicating who might be a good fit for us. That person has now started with us and we are delighted!"
Martin Hopkins, CFP®
"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
to reduce your hiring mistakes and minimize turnover.
Last month, we discussed why it’s important to hire for quality of experience over just quantity (or job title) alone. But this comes into play not only with experienced planner hires, but also those coming directly out of CFP programs, since all the CFP programs are not the same. In fact, one of the reasons...
When setting out to recruit a new financial planner for their firms, owners must first identify what problems they are trying to solve with a new hire in the first place. Some of the most common bottlenecks we see are replacing someone who left or was promoted, increasing capacity to serve more clients, reducing the...
Hearing the words “I have accepted another offer…” can be an entrepreneur’s worst nightmare… especially since it’s most likely to happen with team members who are high performing (the ones most likely to be recruited away!), where their departure could be a substantial setback. And as frustrating as it may be, it is inevitable that...
One of the questions we field on a regular basis is “how much I should pay my new hire?” We have written previously about some pitfalls associated with firms relying solely on industry salary surveys to determine competitive compensation for their team members. Below we have provided compensation information on some of our recent placements...
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
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