Our RIA Recruiting Process.
Five Phases, Under Eight Weeks.

Before we contact a single candidate, we learn your firm from the inside out. We do not take a job description and start dialing. We diagnose before we prescribe.

Your search specialist spends one to two hours with your leadership team: growth trajectory and AUM profile, culture and team dynamics, compensation philosophy, required skills, and your firm's story. That is what moves a senior advisor who is not looking.

The candidates who would transform your firm are not searching. They are working at another firm, fully engaged. We go to them directly.

The Vault is our proprietary network of pre-screened wealth management professionals, built through thousands of conversations. They know The Well, have completed a full screening interview, and have told us what it would take to move. Already vetted, Vault candidates are shortlisted within 24 hours of kickoff, usually our quickest route to a shortlist.

The Brain is our proprietary AI sourcing engine. It identifies high-fit passive candidates across the entire market, cross-referenced against our knowledge of each firm's DNA. We pair it with human intelligence, because AI finds people, but relationships open conversations.

The record behind it: our first-half 2026 record holds 1,441 recorded screening and video cover-letter calls and a talent graph of 6,445 people across 49 states. 78% of the advisors we placed in that period were not looking when we first reached them. Read The RIA Talent Report.

Your time is too valuable for candidates who look good on paper and fall apart in conversation. Before your calendar is touched, your dedicated search specialist pre-screens every candidate on video.

The video screen covers skills and experience, cultural alignment, motivation and fit for your specific firm, compensation expectations and timeline, and a frank read on whether the person is genuinely ready to move.

Only candidates who clear this filter reach you. We do not send a slate and let you figure it out. We make the judgment call first.

You meet the candidates who cleared every screen, each with a written brief: who they are, why they fit, what motivates them, and what it takes to close them.

We coordinate your interviews, provide real-time candidate intelligence, and give you honest feedback on both sides of the table. If a candidate is cooling off, you will know before your next call. If your process is dragging, we will tell you.

We work both sides of the deal, keeping your best candidates engaged while you evaluate.

Across a full quarter of placements, the median time from kickoff to introducing the candidate who was ultimately hired was 16 days. From there the pace is set by your team's interview and decision calendar, and we stay on it with you the whole way.

The search is not over when the offer is made. The counter-offer, the resignation and the weeks before the start date are where a placement can still come apart. We are in the room for all of it.

Counter-offer preparation: We prep every candidate for the counter-offer conversation before they resign, including how to respond and what the right decision looks like for their career.

Resignation coaching: We walk candidates through resigning, what to say, what not to say, and how to leave on terms that protect their reputation and future relationships.

Right up to the first day: We stay in touch through the weeks between acceptance and arrival, so neither side goes quiet while the transition plays out.