Spend your recruiting year
on the teams who can move.
Finding a great advisor team shouldn't start with a bigger list. It should start with knowing where to look.
We use data and public records to identify teams whose circumstances suggest they may be ready for something different. Then we do what technology can't: understand the people, begin the conversation, and find out whether there's a genuine fit with your firm.
Better information gets us to the right door. Experience and relationships help us open it.
Conviction beats volume.
You don't need another list of billion-dollar teams. You need to know which teams are genuinely worth your time — who may be approaching a moment of change, why your firm could matter to them, and what would make a conversation worth having.
We do the work before the first call: understanding the market, following the changes that matter, learning the story behind them, and narrowing the field until there's a reason to act.
When we bring you a team, we're not simply telling you they're large. We're telling you why we believe there's a conversation to be had.
The best recruiting years aren't the ones with the most conversations. They're the ones where nearly every conversation was worth having.
Four steps, and most of them are listening.
Teams form a view on your platform long before a recruiter reaches them. The window we work in for asset managers exists here too — it just has different people in it.
Understand the market
We begin by understanding the full market — not just the familiar names. Public filings, firm records, team history, and practice data help us see who is there and how each business has developed.
Recognize the opening
Teams rarely announce that they're open to a change. The first signs are usually quieter: a succession question, a shift in leadership, an approaching vesting date, a partner transition, or a change in the way the practice is growing. We follow those changes because they help us know when a conversation may be timely.
Understand the team
A team can look perfect on paper and have no intention of leaving. Another can appear firmly planted until something changes. We look at both the practical ability to move and the human reasons a team might consider it. Then we talk to people — which is where information becomes understanding.
Begin the conversation
With your approval, we make a thoughtful, confidential approach built around the specific team — not a generic recruiting pitch. We stay close to the conversation, help both sides understand the fit, and remain involved through the decision process and the signed paperwork.
Technology narrows the field. Relationships move the decision.
We use public filings, firm records, career history, practice data, and observable changes to understand a market that is far too large to navigate by instinct alone.
That helps us identify where to spend time. It does not replace the work that follows.
Advisor recruiting is still a personal decision involving trust, clients, partners, family, economics, identity, and ambition. No database resolves those questions. They take an informed conversation with someone who understands the business from both sides.
Tell me which teams you'd want to reach, and I'll tell you what I already know about them.
Talk to TinaYou own the work from day one.
This is what the engagement produces, whatever the outcome.
- A clear view of the market — the teams in your selected segment, with source information and the context that matters.
- A focused priority list — the teams most worth understanding, and why.
- A reasoned view of mobility — practical capacity, possible motivation, and the factors that could affect timing.
- Ongoing awareness — the meaningful changes that may create an opening for a conversation.
- A tailored approach — a thoughtful case for why your firm may be relevant to each team.
- Hands-on relationship management — from the first outreach through signed paperwork.
Every engagement leaves you knowing your market better than you did before.
Retained, with the retainer credited in full.
The retainer allows us to do the work properly before an opportunity is obvious — learning the market, understanding the teams, and staying close enough to recognize when the timing changes.
Every dollar of the retainer is credited against the success fee when a team joins. The total economics land where a success-only recruiter's would. It isn't an added layer of cost — it's an investment in doing the work early, carefully, and with conviction.
It functions as an advance, not a surcharge.
Your name moves when you say it moves.
Recruiting is personal, and often sensitive. Your name is never used casually, and no team is approached without your approval. We agree on both the target and the reason for the conversation before any outreach begins.
We don't run parallel searches that put the same team in front of a competing platform. You control the pace, and you always know exactly what's being said on your behalf.
Firms whose growth depends on team moves.
National & regional RIAs
Growth plans that assume teams, and a recruiting effort ready to deliver them.
Private wealth & UHNW firms
Competing for a small population of teams, with a platform worth choosing.
Aggregators & platforms
Real recruiting ambition, ready for a more deliberate approach behind it.
Recruiting a team is the beginning. Making them productive is the work.
Advisor Fluency is our product-knowledge and commercial-readiness program for next-generation producers — structured coaching that helps a recruited or inherited book grow into a team that can carry a confident conversation about what they're selling. Built for firms investing in the producers they intend to keep.
Start with the market
you want to understand.
The first conversation is about where you want to grow, the kinds of teams that fit your firm, and what may be preventing those conversations from happening today. From there, we can look at what the market tells us — and where a relationship may be worth beginning.
For CEOs, Heads of Recruiting, and firms whose growth plan assumes teams.