Displaying items by tag: recruiting

Financial advisors have been leaving Merril Lynch at a steady clip over the past couple of years in search of greener pastures. Recently, David B. Ammerman and Sara E. Graham, who managed $353 million in client assets, left the firm to join Raymond James’ independent advisors division. He was ranked as the #37th best wealth advisor by Forbes this year and had been with Merrill Lynch since 1998.

Similarly, William Edward ‘Ed’ Winegar and Gregory W. Berg also left Merrill Lynch to join LPL’s employee brokerage unit two weeks ago. They are naming their new practice, Winegar Berg Wealth Management. The duo managed $205 million in client assets and generated $1.6 million in revenue last year. Both had been with Merrill Lynch since 2005.

This continues a trend of Merrill brokers leaving for Linsco which is LPL’s employee advisor channel. LPL continues to grow at an impressive rate, in part due to several affiliate options it offers for prospective advisors. Last month, it added about $800 million in client assets from Merril. Currently, LPL has 22,000 advisors, and it continues to take advisor and market share away from big banks and legacy providers of financial advice.  

Finsum: Merrill Lynch continues to see brokers leaving the firm. One of the firms seeing an influx of advisors is LPL which has a variety of offerings.

There’s a war for talent in the financial advisor space. It can certainly be challenging for practices that are looking to expand, but here are some tips to increase your chances of success from SmartAsset’s Rebecca Lake, CEFP.

The first focus should be on understanding your goals in order to help you evaluate candidates and make the best decision. Try to think about what key responsibilities will the new hire handle, and how will he or she be integrated into the firm. 

Next, it’s important to consider your company’s culture and assess candidate’s personalities to determine whether they would be a good fit. Then, Lake recommends creating an ideal candidate profile which can include an overview of their skills, experience, personality, and values. This will help you decide if the candidate would be accretive to thecompany’s culture. 

The next step is to invert the process and think about what a prospective candidate sees when looking at your company. These include compensation, work setup, flexibility, vacation policy, parental leave benefits, education opportunities, career training, etc. 

Once these steps are complete, it’s time to start investigating various recruitment channels. Often, the best strategy is to start with your network and professional colleagues as this can yield the best talent in the least amount of time with minimal cost. If that fails, then the other paths can be pursued. 

Finsum: For financial advisor practices that are dealing with a surge of growth, here are some tips on hiring and recruiting new advisors.

In an article for WealthProfessional, Noelle Boughton covers Caldwell SEcurities’ strategy to support older financial advisors in their succession planning. This is due to the aging nature of the workforce in addition to the firm’s desire to maximize retention during the transition process. Senior advisors work with junior advisors in handling clients and then slowly phase out of the business with fewer responsibilities every year.

While junior advisors are focused on growing their business and adding clients, senior advisors are thinking about their retirement and maximizing the value of their practice. Many shops will have advisors sell their business to a junior advisor and then quickly move on. 

Caldwell Securities sees an opportunity by having a more formal and longer transition period that caters to the needs and ambitions of both junior and senior advisors. It’s also a value add for clients as they initially work with both advisors before the junior advisor slowly takes the lead. 

Senior advisors can be satisfied that their clients will continue to be satisfied and that they are being handed to someone who is caring, capable, and competent. They can also continue to draw a paycheck in addition to selling their business while easing into retirement.  

Finsum: The financial advisor industry is aging with a big chunk expected to retire over the next decade. Here is how Caldwell Securities is handling this matter.

In an article for AdvisorHub, Lisa Fu covers Prudential moving $50 billion in client assets from Fidelity’s custody to LPL. As a result, starting late in 2024, 2,600 Prudential brokers will start using LPL as their broker-dealer instead of Fidelity.

It continues to indicate that LPL is focused on growing its broker-dealer business in addition to having the largest network of advisors in the country. The deal is expected to result in around $125 million in costs for LPL but is expected to contribute $60 million in accretive earnings when the transition is completed. 

LPL is boosting its broker-dealer business at the same time that many asset managers are outsourcing these functions to reduce costs. Currently, LPL’s custody unit has $230 billion in assets and has agreements with nearly 1,000 institutions. The firm sees an ultimate opportunity of $5 trillion in custodial assets. 

Fidelity’s agreement with Prudential had an early termination clause which was triggered with the decision to move. It’s expected to be between $6 million and $8 million. Some other perks that Fidelity provided included revenue sharing, research, and preferred pricing. 

Finsum: LPL Financial is growing its custodial business and recently landed $50 billion in client assets from Prudential who is shifting away from Fidelity. 

LPL continues to add advisors with its recent addition of 4 advisors from Edward Jones who managed $410 million in assets and a Merril Lynch broker, J. Brendan Wood, with $130 million in client assets. 

Wood is launching a solo practice - Wood Wealth Management - through LPL’s employee channel, Linsco. Previously, he had been ranked as one of the top #100 advisors in Massachusetts and worked as part of Foundation Management Group which managed $654 million in assets. 

Linsco was created to appeal to wirehouse brokers who want more independence and want to build a business. It gives more flexibility but doesn’t burden advisors with administrative tasks. In June, another Merril broker with $315 million in assets moved to Linsco as well as the channel now counts 100 advisors in total.

In addition to Merril Lynch, LPL has had success in luring brokers from Edward Jones. 4 brokers and $400 million in assets moved to LPL’s Strategic Wealth Services unit and will operate as Omnia Wealth Group in Elkhorn, Wisconsin. Strategic Wealth Services offers support for marketing, compliance, and administrative tasks for a fee. 

Prior to the latest move, 5 Edward Jones brokers had moved to LPL already this year. LPL is now the largest independent broker-dealer with 21,000 advisors while Edwards Jones is a full-service brokerage with 18,900 brokers. 

Finsum: LPL Financial is the largest independent broker-dealer, and it continues to lure brokers from more established firms like Merril Lynch and Edwards Jones.