$4.3bn PE-backed Trilogy names new recruiting head

Written by: Chelsea Emery | Jeff Motske has one of the strongest ways to tease out client priorities I’ve heard in quite a while.

“What if?” Motske asks clients.

“What if one if your partner needs critical care? What if you want to move to Arizona? What if one of your kids starts a family on the other side of the country?,” the CEO of Trilogy Financial asks.

It’s deceptively simple, but an excellent method for getting at the heart of clients’ values and fears.

“These are critical questions,” Motske told me during a recent visit to Financial Planning offices in New York. “You want to ask them before things happen.”

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Given projections for a 100,000 financial advisor shortfall over the next 10 years, successfully recruiting next-gen advisors has taken on added urgency for both our industry as a whole and the wealth management firms seeking to thrive within it.

Meeting this demographic challenge head-on is complicated by the evolving nature of wealth management. Increasing numbers of breakaways forgoing the wirehouse model, as well as the growing presence of aggregators, consolidators and private equity, are altering the landscape. The expansion of W-2 models in the independent space is redefining what it means to be independent. At the same time, technological innovation, particularly AI, offers great promise and an equal amount of trepidation.

The generational differences next-gen advisors and their clients bring to the table – priorities, expectations, skills and values – present yet another challenge when it comes to effectively engaging this group. However, meeting next-gen advisors where they are is a solid recruiting practice some firms can’t get their arms around. There’s a reason firms currently thriving in the marketplace with younger advisors are enjoying success…Read More