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- Connective Services Issue 13
Connective Services Issue 13
Internal vs. external hiring, strategic recruitment & more
Kevin Sailor
August 20, 2025
 Kevin Sailor | As folks return from summer vacations and settle back into the swing of life, our team is busy making connections between hiring managers and stellar candidates. When you’re hiring for that next key role, should you look outward or promote someone from within? Like most things, it’s all about balance. Greg shares more below. - Kevin P.S. Did someone forward you this email? Be sure to subscribe here to get next month’s issue. |
In this issue:
💥 Recruiting Myths Busted: How external hiring elevates your team
🎈 Just for Fun: Buzzword Bingo
💡 Associate Spotlight: Denise Decker
📄 Resources from the Blog: Transforming wealth management through strategic recruitment
💥 Recruiting Myths Busted
 | The outsider advantage: How external hiring elevates your teamBy Greg McDowell |
When it comes to choosing between promoting from within and hiring externally, the debate can get heated.
The myth: Many people assume sticking with familiar faces is the safe bet, but don't underestimate the power of bringing in fresh talent.
The case for external hiring
In my experience, there are three major advantages of external hiring:
Fresh perspectives. An outsider's view can be your secret weapon. Someone new to the team isn't bogged down by "how we've always done things." They bring innovative ideas that shake things up in the best way.
Specialized skills. Hiring externally gives you access to expertise you might not have in-house. It's like finding that missing puzzle piece. In niche areas especially, an external hire can really step up your capabilities.
Energy and competition. New faces keep everyone on their toes. That competitive edge keeps energy high and pushes the whole team to achieve more.
Internal promotions still matter
Want the best of both worlds? A balanced approach is often the way to go. Promoting from within offers:
Return on investment. You're tapping into institutional knowledge and building on a solid foundation.
Better retention. When people see advancement opportunities, morale and loyalty improve. This kind of culture keeps employees engaged and invested.
The bottom line: External hires inject new life and skills into your team, but don't forget to nurture existing talent. Balance these approaches and you'll build a resilient team ready for whatever comes next.
📍 Looking to strengthen your team with the right mix of internal and external talent? Let’s connect to talk through your hiring strategy.
🎈 Just for Fun
 | Buzzword BingoSpot the overused phrases |
We get it: It can be hard to be creative with job descriptions. That said, we’ve seen these phrases pop up weekly. How many have you spotted lately?
“Competitive salary” | “Wear many hats” | “Self-starter” |
“Results-driven” | “Team player” | “Hit the ground running” |
“Work hard, play hard” | “Family environment” | “Opportunity of a lifetime” |
💡 Associate Spotlight
Get to know our team: Q&A with Denise DeckerHow do you unwind after a busy day at work? |
“I love to craft and spend time with my family. I also love to host facial beauty nights with my friends — fun girl time, very relaxing, and benefits for your skin!”
📌 Featured Career Opportunities
We’re currently recruiting for a wide variety of roles in fiduciary services, including:
Chief Trust Officer (New Trust Company Buildout)
Wealth Advisor
Trust and Estates Tax Specialist
Managing Director, Wealth Management
…many, many more
The full list of career opportunities, including locations and next steps, is exclusively available to Connective Services subscribers.
📄 Resources From the Blog
Transforming Wealth Management Through Strategic Recruitment
From Financial Recruiters International
The wealth management industry faces unprecedented growth opportunities and recruitment challenges as the global market approaches $1.2 trillion by 2027. Success requires more than traditional hiring approaches—it demands strategic recruitment that addresses today's complex regulatory environment and digital transformation.
Understanding today's recruitment landscape. Effective wealth management recruitment requires recognizing specialized skill sets beyond basic qualifications:
Technical credentials like CFP and CFA certifications combined with strong interpersonal abilities
Proven portfolio management experience and cultural alignment with firm values
Balance of financial expertise and client relationship management skills
Navigate regulatory complexity with expert guidance. Tightening financial regulations make compliance expertise essential:
Recruit specialists who understand current laws and anticipate future changes
Focus on regulatory compliance, risk management, and ethical standards expertise
Prioritize roles that directly impact firm integrity and client trust
Embrace digital transformation in hiring practices. Modern wealth management relies on advanced technology:
Seek candidates proficient in robo-advisors, AI, and digital client engagement tools
Target millennial talent who expect tech-enabled workplaces
Balance financial knowledge with digital proficiency requirements
Build compelling employer brands. Top talent gravitates toward firms with strong cultures:
Showcase ethical practices, innovation commitments, and supportive environments
Offer competitive compensation aligned with industry standards
Provide clear career advancement pathways and professional growth opportunities
Implement retention strategies that work. Keeping talent requires ongoing investment:
Provide professional development, mentorship programs, and certification support
Create positive environments through work-life balance and recognition programs
Listen to employee feedback and demonstrate genuine commitment to teams
Strategic recruitment transformation involves partnering with specialized agencies that understand industry nuances, regulatory requirements, and technological trends. This approach ensures access to broader candidate networks and insights into industry-specific benchmarks.
For detailed strategies on building exceptional wealth management teams, read the full article here: Unleashing Potential: How a Wealth Management Recruitment Agency Can Transform Your Business >
📰 Industry News
The emerging role of Data Ethics Officers in wealth management
Data ethics officers are emerging in wealth management as firms balance advanced client analytics with ethical oversight, with 42% of banking companies now employing Chief Data Officers. Ethical data practices can enhance client trust and create competitive advantage. Read more from WealthManagement.com. >
🗳️ Suggestion Box
What topics would you like to see covered in the next issue of Connective Services? Take a minute to drop your suggestion in our virtual box.
🔗 Connect With Your Recruiter
 Greg McDowell |  Denise Decker |
 Christie Burgess |  Jacob Aubel |
 Daniel Jimenez |  Adrian Hernandez |
👋🏼 About Connective Services
Connective Services is a newsletter brought to you by Financial Recruiters International and Alexander Raymond. Both firms are full-cycle recruiting companies connecting fiduciary services organizations with highly skilled candidates. Financial Recruiters International serves the financial sector while Alexander Raymond specializes in insurance and contract staffing.
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