How I Work.
Three ways to hire with me. Each shaped around how your firm actually operates. No off-the-shelf packages. No one-size-fits-all process.
My Approach
Every engagement starts the same way: a conversation. I need to understand your firm and not just the role you’re hiring for, but the culture you’re building, the clients you serve, and where you’re headed. That’s what lets me find people who actually fit, rather than people who merely look right on paper.
I work with a small number of firms at any one time, deliberately. If I take on your search, you get my full attention and not a junior researcher and a fortnightly update email.
Retained Search
For the appointments that define your firm.
Senior hires — a new CEO, a head of financial planning, a board appointment. These roles demand more than a job advert and a prayer. They require discreet outreach, careful calibration, and someone who understands what leadership looks like in wealth management specifically.
I lead every retained search personally. From initial briefing and market mapping through to shortlisting, interview support, and offer negotiation. You’ll deal with me throughout and not a coordinator.
Best for: C-suite and board appointments. Heads of department. Succession planning. Any hire where getting it wrong costs more than the fee.
“Jason combines a real ability to understand what a wealth manager wants — for themselves and their clients — with a realistic assessment of what the firm can offer. That matching is the foundation of sustainable outcomes.”
Embedded Recruiting
Your recruitment partner, on a monthly retainer.
If you’re hiring across multiple roles — building out a planning team, strengthening operations, adding advisers as you grow paying per-placement fees gets expensive fast. Embedded recruiting gives you a dedicated partner for a flat monthly cost.
I work as an extension of your business. I learn your structure, your values, your interview style. I source, screen, and manage the pipeline so you can focus on running the firm. No per-hire commissions. No surprises.
To keep the service high-touch, I only take on a small number of embedded partnerships at any time.
Best for: Firms hiring three or more roles over the next 6–12 months. Growing teams. Businesses that want predictable recruiting costs.
Contingent Search
No retainer. No risk. Same expertise.
You have a role to fill and you want it done properly, but you don’t want to commit to a retainer. Fair enough. Contingent search means you only pay when I successfully place someone.
You still get the same sector knowledge, the same network, and the same rigour in candidate assessment. The difference is the commercial model, not the quality of the work.
Best for: One-off hires. Firms testing the water with a new recruiter. Roles where speed matters but budget flexibility is limited.
What I Recruit
I recruit across the full structure of a wealth management firm and not just the revenue-generating roles everyone chases, but the operational and support functions that determine whether a firm actually runs well.
Client-Facing & Advisory
Financial Planners, Investment Managers, Wealth Advisers, Relationship Managers, Client Directors, Business Development, Distribution
Operations & Technical
Paraplanners (all levels), Technical Analysts, Operations Managers, Platform & Systems Specialists, Client Service Executives, Data & MI Analysts.
Compliance & Risk
Compliance Officers, Risk Analysts, File Review & Quality Assurance Leads.
Leadership & Board
CEOs, COOs, CFOs, CIOs, Managing Directors, Regional Directors, Partners, Non-Executive Directors, Board Chairs.
Support Functions
Marketing & Communications, Finance & Accounting, HR, Executive Assistants, Office Management.