The Financial Planning and Wealth Management sector continued to expand in 2025, with strong demand for advisory talent, evolving candidate expectations, and shifts in how firms compete for experienced professionals.
As we move into 2026, firms must balance performance with purpose, offering not only competitive packages but also the culture, clarity, and stability professionals now expect.
2025 Reflection: What Shaped the Market Last Year
- Advisory Talent in High Demand
Revenue-generating roles such as Mortgage Advisors, Financial Advisors and Wealth Planners were the most sought-after positions throughout 2025. These roles have become increasingly relationship-led, with professionals preferring environments that prioritise:
- long-term client relationships
- advice-based service rather than sales pressure
- supportive teams
- balanced workloads
This shift has significantly influenced both hiring strategies and candidate expectations.
- Support Roles: Stable in Banks, Scarce in Specialist Firms
Administrative and support functions remained steady across the banking sector. However, specialist advisory firms continued to face shortages in:
- paraplanning
- pensions and investment operations
- hybrid admin–compliance positions
- technical support roles
These shortages contributed to salary growth and retention challenges in specialist practices.
- Salary Expectations Evolved Into “Total Package Thinking”
Professionals in 2025 increasingly assessed opportunities based on the full offer, not just pay.
Key decision factors included:
- hybrid and flexible working
- job satisfaction
- stability and guaranteed earnings
- opportunities for progression
- culture and leadership
Some candidates accepted lower base salaries in exchange for a better environment. Others prioritised predictable income and long-term security.
This trend has encouraged firms to reassess how they structure compensation and benefits.
- Commission Models Under Review
High-commission roles became less universally attractive. Many advisors placed greater value on:
- dependable monthly pay
- strong operational and paraplanning support
- efficient systems and technology
- high-quality marketing and inbound leads
- clear performance expectations
This shift has led employers to rethink traditional commission-heavy structures and focus on building environments where advisors can thrive sustainably.
2026 Outlook: What Firms & Professionals Are Experiencing
- Salary Stabilisation With a Focus on Security
While base salaries increased throughout 2025, 2026 has brought:
- more stable salary ranges at mid-level
- selective increases for high-impact roles
- a preference for guaranteed income over aggressive commission models
Security and predictability will be key themes next year.
- Strong Support Structures Will Become a Major Hiring Advantage
Advisors now expect robust operational foundations. In 2026, competitive firms are focusing on:
- high-quality paraplanning
- up-to-date tech stacks
- marketing that generates warm leads
- efficient onboarding and client processes
- clear administrative support
Advisors will prioritise firms where they can focus on clients rather than admin.
- Culture & Leadership Is Influencing Retention More Than Ever
Professionals want to work where they feel supported and connected. Firms that invest in:
- inclusive leadership
- wellbeing
- psychological safety
- transparent communication
- realistic workloads
will continue to see significantly stronger retention throughout 2026.
- Progression & Learning Driving Career Decisions
Clear development pathways are absolutely essential. Candidates are looking for:
- structured progression
- supported qualifications (QFA, CFP, LCOI, etc.)
- technical upskilling
- mentoring and coaching
- transparent performance criteria
Career clarity is becoming a key differentiator for employers.
- Continued Movement From Consolidated Brokerages
As M&A activity continues, experienced talent remains open to new opportunities offering:
- autonomy
- culture fit
- leadership stability
- growth potential
This is creating a strong pool of mid-senior candidates for firms prepared to move quickly.
- Faster, More Candidate-Led Hiring Processes is Winning Talent
In 2026, firms are succeeding because they:
- offer clear salary bands early
- reduce interview stages
- communicate their EVP effectively
- move quickly on top candidates
- provide a seamless candidate experience
Slow hiring processes will continue to lose out to more agile competitors.
Final Thoughts
The Financial Planning and Wealth Management sector is moving through 2026 with strong momentum, but also more clarity than ever on what professionals expect.
Successful firms must prioritise:
- security
- culture
- career development
- strong operational support
- a meaningful, people-first working environment
At Engage People, we are committed to supporting both advisory firms and financial professionals as expectations evolve, ensuring every move supports both performance and purpose.
The Female Financial Advisory Circle (FFAC) was created to help women stay connected to the profession through practical market insight, career development, leadership perspectives, industry events, and meaningful peer-to-peer connections. Our goal is simple: to create a community where women can learn, grow, and support one another throughout every stage of their careers.
If you’d like to stay ahead of industry trends and become part of a trusted network of women working across financial advisory, we’d love to welcome you to the FFAC.
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