Why Wealth Management Hiring Feels Harder in 2026

I speak with RIA leadership and wealth management executives on a daily basis, and a consistent theme emerges:

“Why does it feel so hard to hire right now?”

For many firms, that question reflects real market dynamics.

Demand for experienced advisors, senior planners, client service professionals, operational staff (and the list goes on), appears to remain strong. Firms continue to grow. Assets are expanding. Advisor teams are moving. Infrastructure needs are increasing.

At the same time, many firms report that the candidate pool feels tighter than in prior years.

Growth Is Driving Demand, Not Replacing It

The continued movement toward independent RIAs and hybrid platforms appears to be increasing hiring demand rather than reducing it. When advisor teams transition, firms often need to:

• Backfill departing staff • Add service and operations support • Expand compliance infrastructure • Strengthen planning capabilities • Build scalable systems

Growth can create hiring pressure on multiple levels simultaneously.

The Passive Candidate Pool Appears Smaller

Unlike some other industries, wealth management has not experienced widespread layoffs.  Aas a result, turnover in many firms appears relatively stable.

When fewer professionals are actively or passively exploring new opportunities, firms naturally compete for a smaller pool of candidates who are open to making a move.

And those candidates often have multiple options.

The Talent Pipeline May Not Be Keeping Pace

Many firms observe that the number of new professionals entering wealth management does not seem to be keeping pace with demand for experienced talent. Whether this stems from regulatory perceptions, concerns about technology disruption, or broader career shifts is open to debate.

At the same time, demographic trends suggest that demand for financial planning and advisory services may continue to grow as the population ages.

Wealth management remains a relationship-driven profession with meaningful long- term opportunity.

However, the perceived supply and demand imbalance is something many firms are actively navigating.

What This Means for Firms

In today’s environment, simply posting a job and waiting will not be enough. What some refer to as “post and pray” rarely produces strong results in a competitive talent market.

Firms that appear to have the most success tend to focus on:

• A clear and compelling value proposition • Competitive compensation and growth structure • Efficient interview processes • Strong internal alignment on what “great” looks like • Proactive recruiting strategies

The firms that secure strong talent are decisive, aligned, and intentional.

The market is competitive, but it is not insurmountable.

It simply requires clarity, speed, intention, resourcefulness and tenacity.

Firms that treat hiring as a strategic initiative rather than an administrative task tend to gain an edge. In a tighter talent environment, preparation matters. Alignment matters. Timing matters.

The firms that succeed in 2026 will not necessarily be the largest. They will be the most decisive, the most intentional, and the most compelling in how they position both the role and their long-term vision.

Wealth management remains a strong, growing industry. The opportunity is there. The talent exists. But securing it requires a plan, a process, and a clear value proposition.

For firms navigating this environment, a focused and specialized recruiting strategy can make the difference between a prolonged search and a successful hire.

Elisa Sheftic is the President and Managing Partner of Right Executive Search, LLC, which she founded in 2010. She specializes in placing mid- to C-level executives within the financial services, wealth management, and financial technology sectors. Through years of focused specialization, Elisa and her team have developed a deep national network of RIA and broker dealer leaders, advisors, planners, and other related specialists. She collaborates daily with HR professionals, hiring managers, and candidates, providing insight into recruiting best practices and market trends. Elisa holds an MBA from New York University and completed post graduate studies in HR at Cornell University. Elisa and her team are known for delivering a highly personalized, high-touch, and strategic partnership approach that leverages their industry specialization and network to align exceptional talent with long term business growth.

www.rightexecutivesearch.com