Associate Advisor
Carries client meetings, builds the next layer of the practice.
- When you need it
- $5M+ in production, no ramp underneath.
- Comp range
- $80K–$180K + bonus
Hire Staff
Hire Staff.
Your book. Your team. Your terms.
The teams that scale to $1 billion in production all have great staff behind them.
The problem
The cost of one wrong hire is bigger than the cost of staying short.
Most firms hire for the resume on the page. The right designations, the right tenure, the right LinkedIn. The credentials check out, the culture doesn't, and the hire is gone in twelve months. We hire for culture first. We learn how your practice actually runs, what your clients expect, and how your team works together. Then we open the search.
35Percent
First-year turnover for advisor-team hires industry-wide.
9 mo.
Typical time-to-fill on a senior advisor hire run by a non-specialist.
1.5x
Annual salary cost of a mis-hire in a $10M+ practice.
The six seats
Role 01
Role 02
Role 03
Role 04
Role 05
Role 06
Six roles. Each with a trigger and a comp band.
Paraplanner
Owns the financial plan. Frees the principal from analyst work.
- When you need it
- Plan-heavy book, more than 50 plans active.
- Comp range
- $65K–$110K
Client Service Associate
First voice the client hears. Operations + relationship.
- When you need it
- More than 80 households per advisor.
- Comp range
- $55K–$85K
Operations Lead
Runs the trade desk, billing, vendor management, onboarding.
- When you need it
- More than $250M AUM, multi-advisor.
- Comp range
- $90K–$160K
Compliance Officer
Owns the 24/7 compliance burden. Required at scale.
- When you need it
- Hybrid RIA / RIA at $500M+ AUM.
- Comp range
- $120K–$220K
Marketing / Growth
Owns lead generation, referrals, content, brand.
- When you need it
- Practice ready to scale, principal-bottlenecked.
- Comp range
- $80K–$160K
How we vet
We hire for culture first, resume second.
Three stages. Culture fit before resume fit.
01
Culture-fit interview
We screen for fit with how your practice actually runs, not against a generic profile.
02
Structured behavioral
Fixed-question interview, multiple Revolt principals scoring independently.
03
Paid trial
One-week paid trial assignment. The candidate works on a real, de-risked deliverable before any offer.
What you get on day one
A scorecard, three check-ins, and a fallback plan.
Day 01
Onboarding plan
Role scorecard, 30 / 60 / 90 milestone targets agreed in writing.
Day 30
Structured check-in
Adjust scope. Flag friction. Course-correct early.
Day 60
Mid-cycle review
Manager + Revolt principal + new hire. Three-way.
Day 90
Performance review
Decision against scorecard: extend, refine, or replace at no additional fee.
If you are also moving firms with us
We sequence the team move with the advisor move. Zero downtime.
When an advisor signs a transition deal with us, the next bottleneck is the team. Most firms move and then start hiring, which means a 60-to-90-day capacity gap right when client retention matters most. We run the team search in parallel. By the time you walk into the new platform on day one, the team you need is already cleared and ready to start.
The sequence
−8
Week −8
−4
Week −4
0
Week 0
+1
Week +1
Week −8
Advisor deal under negotiation. Team search starts.
Week −4
Top candidates cleared. Offers structured.
Week 0
Advisor day one. Team ready to onboard.
Week +1
Team day one. Practice operates at full capacity from week one.
Begin
Build your bench. Contact us.
Tell us how your practice runs and who you want next to you. We hire for culture first.
Call directly: 786-555-1234. Email: desk@revoltfinancial.com.