Hiring has become an important part of growth for RIAs in 2026. According to statistics, 75% of firms with at least $250 million in assets hired in 2025, and the same share planned to hire in 2026. Recruiting was the second-highest strategic priority after client referrals.

The pressure is likely to continue as firms grow and experienced advisors approach retirement. Salary matters, but it is only one part of the decision. Career opportunities, technology, culture, and a path to ownership can all affect whether an advisor joins a firm and decides to stay. 

How Can RIAs Create Clear Career Paths for Advisors?

Advisors are more likely to see a future at a firm when they know what the next step looks like. Clear roles can take employees from support and service positions to lead advisor or management roles, with specific skills and responsibilities at each stage.

Schwab’s 2026 study found that top-performing firms document training and development more often than other firms, at 63% compared with 48%.

A written career path also helps with recruiting. Strong candidates may not be actively looking for a new job, so being able to show how they can grow within the firm can make an offer more attractive.

What Should RIAs Include in Advisor Compensation?

Salary is important, but candidates increasingly look at the whole compensation package. CFP Board data put median planner compensation at $195,000 in 2025.

Firms may compete through bonuses, profit sharing, equity, or phantom equity in addition to base pay. Schwab research has also linked performance-based incentive pay with stronger revenue and client growth over several years.

Equity can be particularly important for advisors who want a long-term role. Across industry benchmarking studies, about one in three employees holds equity, but fewer firms have a clearly documented path to ownership. Explaining how an advisor can become an owner, when that can happen, and what it may be worth can make compensation much easier to understand.

What Makes a Culture Attractive to Advisors?

Culture is often reflected in everyday decisions rather than a statement on a website. Advisors notice how managers give feedback, how performance is measured, and whether opportunities are actually available.

Top-performing firms are more likely to have documented compensation and performance-management processes. Mentoring and leadership development also play a role in helping employees move into more senior positions.

Existing employees are also an important part of recruiting. Schwab found that personal and professional networks were the most common recruiting channel, used by 56% of firms. That makes the experience of current employees part of the firm’s reputation with potential hires.

How Can Succession Planning Help RIAs Keep Advisors?

Succession planning is closely tied to retention when advisors want to know what their long-term role can become.

Equity can help firms keep key employees while preparing the next generation of owners. Among firms offering equity, nearly half say talent retention is the main reason, while around 30% point to succession planning.

A written succession plan can show employees how leadership will change, who will take on more responsibility, and where ownership opportunities may exist. It also gives the firm a way to prepare for the retirement of senior advisors without leaving clients and employees uncertain about what comes next.  

What Other Areas Can Help RIAs Deliver More Client Value?

Recruiting and retention are not the only ways firms can improve the value they provide to clients. Some financial opportunities can also be overlooked simply because they fall outside the usual portfolio-management process.

Securities class action recovery is one increasingly overlooked area. Although securities class action settlements totaled approximately $8 billion in 2025, many eligible recoveries went unclaimed because identifying settlements, matching holdings, preparing documentation, and filing claims remained highly manual processes.

Platforms such as 11th.com automate the entire recovery workflow and deliver recovered proceeds directly to clients. For RIAs, this provides another way to deliver value to clients without requiring advisors to manually monitor settlements and manage claims.

What Will Advisor Recruitment Look Like in 2026 and Beyond?

Hiring is likely to remain a major focus as RIAs continue to grow and experienced advisors retire. Firms will need more than competitive salaries to attract people who have other options.

Clear career paths, transparent compensation, useful technology, strong management, and real ownership opportunities can all affect the decision to join and stay. Firms that build these into their day-to-day operations will be better positioned to compete for advisor talent as demand continues.

FAQ

Why is talent recruitment so important for RIAs in 2026?

75% of firms with at least $250 million in assets hired in 2025, and the same share planned to hire in 2026.

What helps advisors stay beyond compensation?

Clear career paths, mentoring, regular reviews, and opportunities for greater responsibility or ownership.

How should RIAs think about equity in compensation?

Equity can help with retention and succession, especially when the path to ownership is clearly defined.

Does technology affect advisor recruiting?

Yes. Advisors want tools that reduce routine work rather than create more administrative tasks.

How is succession planning connected to retention?

A clear succession plan shows advisors how they can grow with the firm and potentially take on leadership or ownership roles.