The 2026 Outlook: What Firms & Professionals Can Expect Next

While base salaries rose across 2025, I expect 2026 will bring:

• more stable salary ranges at mid-level
• selective increases for high-impact roles
• a continued move away from overly aggressive commission models

Security and predictability will be key themes going forward.

2. Strong Support Structures Will Be a Major Hiring Advantage

Advisors now expect strong operational foundations.

The firms that win talent in 2026 will invest in:

• high-quality paraplanning
• modern tech stacks
• marketing that generates warm leads
• efficient onboarding and client processes
• real administrative support

Advisors want to spend their time advising clients — not buried in admin.

3. Culture & Leadership Will Drive Retention More Than Ever

This is a big one.

Professionals want to work somewhere they feel supported, valued, and connected.

Firms that invest in:

• inclusive leadership
• wellbeing
• psychological safety
• transparent communication
• realistic workloads

will see much stronger retention in 2026.

Culture is no longer a “nice to have” — it’s a competitive advantage.

4. Progression & Learning Will Shape Career Decisions

Candidates are increasingly asking:

“What does growth look like here?”

In 2026, firms that offer:

• structured progression
• supported qualifications (QFA, CFP, LCOI, etc.)
• mentoring and coaching
• clear performance criteria

will stand out immediately.

Career clarity will be a key differentiator.

5. Continued Movement From Consolidated Brokerages

With ongoing M&A activity across the sector, many experienced professionals remain open to new opportunities offering:

• autonomy
• culture fit
• leadership stability
• long-term growth potential

This will create a strong pool of mid-senior talent for firms prepared to move quickly and communicate clearly.

6. Candidate-Led Hiring Processes Will Win in 2026

The firms succeeding this year will be those that:

• Offer clear salary bands early
• Reduce interview stages
• Communicate their EVP effectively
• Move quickly on top candidates
• Provide a seamless experience

Slow, unclear hiring processes will continue to lose great people.

Final Thoughts

The Financial Planning and Wealth Management sector is entering 2026 with strong momentum — but also with more clarity than ever on what professionals want.

From what I’m seeing across the market, the priorities are shifting toward:

• security
• culture
• career development
• operational support
• a people-first environment

At Engage People, we’re having these conversations every day — supporting advisory firms as they build high-performing teams, and helping professionals find roles where they can genuinely thrive.

If you’re hiring for 2026 or considering your next move, feel free to reach out.

I’d also love to hear — what trends are you seeing in the market right now?