Five Questions for a Top Recruiting Executive

First and foremost, it’s our resources. We have investment procedures and due diligence for the money markets and a closeness to the capital markets as an organization. We have asset-allocation advice and a strong product/investment platform.

This means there’s just a tighter feel that we can offer when it comes to adding value to clients compared to what rivals can offer.

Those who spend time with us are impressed —they say it’s an unbelievable platform to be a part of.

Also, we let those at the wirehouses know that they won’t have to fight with thousands of other advisors to get the resources and attention they need to help themselves —and they won’t have to fight over clients.

The asset-allocation platform, for instance, is one of only a handful that publishes its results —including the tactical asset-allocation advice, which has six years of a published track record.

And we have a more focused approach when it comes to the asset managers we use and due diligence throughout the entire organization. In addition, we keep track records of the investment managers that outperform their benchmarks, and a high percentage of them do.

What else can you share with us about your recruiting targets and activities?

We recruited about 50 investment representatives in 2009 … and this year, we’ve done very well. We are on track to meet our goal of 50-100 this year.

Another goal we have is to go from being in the global top 10 wealth-management firms to being in the top five. Our investment is focused on infrastructure, namely very advanced desktop tools to enhance the client and advisor experience.

We have $1 billion in additional funding to spend in three years, and it will be front-loaded for our global wealth-management efforts.