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Flexibility and work-life balance move the needle for America’s advisors.
Thousands of employees shared their insights with InvestmentNews when asked what changes they feel would result in a more content and happier workplace, and delivered a resounding message:
“Being able to handle a remote work environment”
“Evolving with the ever-changing needs of employees”
“There are a lot of companies out there that offer way more flexibility and are tempting to explore”
“More work-from-home options”
“Recognition of the pace of work and business in order to avoid burnout”
“Flexibility in our hours/work from home as we need to be available to clients during certain times of the day”
“Not changing the working conditions, like pushing work to be 100 percent office-based, but leaving it up to the employee”
This anonymous feedback, along with other information, was analyzed by IN’s team before the Best Places to Work 2025 were named.
The list of policies valued by financial advisors was topped by three basic requirements: a retirement plan, vacation, and medical coverage. The next was flexible work options that matched the respondents’ comments. IN also asked about their preferred working options and only 10.9 percent stated it would be 100 percent office-based.
Survey respondents rated from 1 to 5 what was important to them irrespective of whether they were offered by their company.
One winner, VLP Financial Advisors, is aligned with employees’ demands for flexibility, which by definition varies on a case-by-case basis. The firm facilitates this by allowing for hybrid and flexible working schedules.
VLP Financial Advisors
Founded: 1996
Legal insurance, ID theft insurance, tuition reimbursement, employee assistance program, discount program (i.e., gym memberships, car rentals, etc.), free membership to NOOM
Nicholas DiFiore, VLP’s director of operations, says, “We respect work-life balance and that shows a trust in our employees that they can manage their schedule effectively. When people walk into our office, we want them to immediately feel the culture of a welcoming environment.”
The Fairfax County-based firm seeks to remove issues from its teams’ lives.
“It could be their car is not working and they need to take it to the shop. They usually suggest taking PTO, but where we can, we’ll say, ‘Don’t take PTO. Go ahead and work from home and after hours, go do whatever you need to,’” says DiFiore.
Similarly, at IAG Wealth Partners, there is a policy of being flexible to help workers outside of work.
IAG Wealth Partners
Founded: 1985
401(k) with matching (first 3% gets 100% match, next 2% gets 50% match), access to fitness center, free lunch twice a week
“It could be somebody’s getting a refrigerator delivered or something like an ill child. We certainly allow individuals to work remotely to cover any situations like that,” says Jennifer Von Ruden, chief compliance officer.
Another of the winning firms, Per Stirling Capital Management, vows to meet employees’ “personal and professional needs”.
Per Stirling Capital Management LLC
Founded: 2009
Tuition reimbursement, annual recognition and awards for five- and 10-year anniversaries, paid maternity leave of six weeks, and paid paternity leave of three weeks
Chief operations officer Carol Sheffield, comments, “While some team members work remotely full-time for personal reasons, the majority follow a hybrid model – working from home one to two days a week and spending the rest of the time in the office.”
This approach was born many years ago in a bid to help employees avoid the worst of Austin’s traffic, with the office closing 30 minutes early. Now, there are three alternative schedules, with start times ranging from 7:30 AM to 9:30 AM and corresponding end times. Each team member can choose the schedule that best fits their lifestyle and adjust as needed. While being flexible and understanding of work-life balance is about respecting employees, productivity is an important part of the equation for firms. Despite messaging from some of corporate America about it being detrimental to results, this is widely contested and is not the case at VLP Financial Advisors.
“We don’t see a decrease in work production when people work from home. I can see how it would be an issue if things are falling through the cracks,” says DiFiore. “But we don’t see that with our team members because we empower them to do the best they can and show our trust in them.”
A ‘zero-burnout policy’ operates at another winning firm, Winthrop Wealth, on the belief that rest and recovery enhance performance, while adventure and exploration fuels innovation.
Winthrop Wealth
Founded: 2017
Zero-burnout policy, onsite massage therapist, fitness reimbursement through health insurance plan, commuter benefits, salaries benchmarked using external data and consultants
Chief operating officer Lucas Winthrop says, “We’ve noticed that people use it thoughtfully. It’s not about taking endless time off but about creating a process that encourages and supports people taking time for themselves, leading to higher engagement, longevity in careers, and the ability to live full lives.”
The firm runs a flexible hybrid model that allows team members to work in a way that best supports their productivity while ensuring collaboration remains strong.
“We find that leadership, advisors, and client-facing roles tend to come in more frequently, while operational roles embrace a mix of remote and in-office work,” adds Winthrop.
With the cost of living rising and interest rates higher than they have been in two decades, it goes without saying that salary is vital for employees.
Per Stirling taps into a combination of metrics to remain competitive:
profit earnings
inflation data
employee performance
benchmarking data provided by custodians
Sheffield says, “This multifaceted approach ensures that we remain aligned with industry standards and can continue to attract and retain top talent.”
Also, VLP Financial Advisors is on the front foot and innovative in this area. The firm takes a long-term approach and ensures all employees can access free financial planning, with the account opening fee waived.
“Team members can literally just grab an advisor or one of the partners, put some time in their schedule and sit down to go over their financial plan alone, or if they want to bring their significant other in, too,” says DiFiore.
VLP offers a 401(k) plan with the following features:
matching 100 percent of the first four percent of each employee contribution
discretionary five percent profit-sharing contribution for each team member after a year of employment with a three-year vesting period
Being aware of the market is a priority at IAG because it monitors salaries regionally and nationally. The firm analyzes data and determines pay ranges to remain competitive with its peers.
“We are constantly evaluating that every year and try to keep up with or exceed what the industry is paying,” says Von Ruden. “Outside of that, we also have worked with talent recruitment agencies and share our compensation, and they’re able to give us guidance as to whether or not they feel we’re right in line, or if anything needs to be tweaked.”
IAG’s base in Wisconsin isn’t known for idyllic sunshine and warm weather, but when it does happen, the firm responds. It offers afternoon finishes from Memorial Day through Labor Day.
Von Ruden says, “Our summer can be beautiful but so short. A lot of people travel on the weekends and appreciate getting on the road. We’re also pretty generous even when we get those nice days in September and October, you’ll often see an email saying, ‘It’s such a beautiful day. Why don’t we just close the office early?’”
Another benefit is retirees are handed two tickets anywhere on the planet. A team member has recently exercised that benefit and will be flying to France in 2025, with IAG picking up the cost.
Getting away from the office is also high up the agenda at VLP. The firm organizes biannual reports where the entire workforce spends two nights away. All accommodations are taken care of, with everyone issued a daily stipend to use on activities such as golfing and beauty treatments.
“We have gift bags, like last year, we gave monogrammed bags with towels and other little gifts inside. I also work hand in hand with the managers of the property to help create an itinerary of what everyone can do,” explains DiFiore. “It’s a way to get away from the everyday grind, enjoy each other’s company, and get to know each other’s families.”
‘Quirkiness Matters’ is one of the core values at Winthrop Wealth and encapsulates the company culture. A left-field example is when a team member was selected as a contestant on the TV show ‘The Bachelor’.
“She didn’t leave her role. Instead, the entire team rallied behind her – cheering her on, organizing watch parties, and fully embracing the excitement of her journey,” Winthrop says. “We worked together to ensure she had the flexibility to pursue this once-in-a-lifetime opportunity while continuing to thrive in her career.”
The Best Places to Work apply different strategies in fostering togetherness and equity.
Per Stirling adopts a traditional approach and half of its leadership team is made up of women.
“Talent is talent. We’ve never implemented hiring initiatives based on gender, race, sexuality, or religion. Instead, we focus on recognizing talent and providing the tools and platform for skilled individuals to succeed,” says Sheffield.
A more progressive and proactive model is implemented at VLP. DiFiore says, “We take a pretty deliberate and thoughtful approach to DEI.”
The firm’s hiring, training, and leadership development promotes diversity, backed up by a robust internship program.
“We hopefully help open doors to new professionals from various backgrounds. We work with local colleges and go to career fairs, and we specifically look for interns who we feel could use their experiences to really help grow the profession,” comments DiFiore. “We really focus on skills potential and an alignment with the company culture, while actively trying to seek diverse perspectives.”
Ensuring employees feel safe sharing ideas matters to VLP and is evidenced by the firm’s open-door policy. In the case that individuals might not feel comfortable voicing their thoughts or opinions, anonymous feedback options exist.
DiFiore adds, “We have a couple of different avenues to ensure that team members feel heard and are able to provide their perspective, so we are pretty proud of our progress. But we’re continuously looking for ways to improve and build a more inclusive workplace.”
The male-female percentage split at Winthrop Wealth is 67-33 and not the result of any definitive initiatives. However, Winthrop confirms the firm is committed to promoting inclusion.
“We focus on fostering diversity by supporting women in finance through mentorship and networking opportunities. Moving forward, we are exploring ways to further attract and retain female talent, particularly in leadership and advisory roles, to create a more balanced representation,” he says.
Von Ruden is living proof of IAG’s inclusive attitude. In her early 20s, she took a career break to raise her children but was then offered a part-time evening role. Positively, she grew with the firm and is now a partner, along with being CCO.
Several other colleagues began in support roles and were handed the chance to transition into successful financial advisors.
“If they’re the right person for the culture of the firm, we support their dreams and goals,” shares Von Ruden. “We have done really well finding good people but not only that, finding the right fit for them within the firm.”
To find and recognize the Best Places to Work, InvestmentNews invited organizations to participate by filling out an employer form, which asked companies to explain their various offerings and practices.
Next, employees from nominated companies were asked to fill out an anonymous form evaluating their workplace on a number of metrics, including benefits, compensation, culture, employee development, and commitment to diversity and inclusion.
To be considered, each organization had to reach a minimum number of employee responses based on its overall size. Organizations that achieved an 80 percent or greater average satisfaction rating from employees were named Best Places to Work of 2025.
