Independent registered investment advisor firms are keeping hiring high on the priority list as they look to sustain years of strong growth, according to Charles Schwab’s 2026 RIA Benchmarking Study.
The report, which marks Schwab's 20th year of doing RIA benchmarking research, suggests that while many firms continue to staff up, the industry’s top performers are taking a more deliberate approach to attracting and retaining talent.
Among RIAs with at least $250 million in assets under management, 75% hired employees during 2025 and the same share plans to hire in 2026. Recruiting staff to expand a firm’s skills and capacity ranked as advisors’ second-highest strategic priority, trailing only their focus on acquire new clients through referrals.
Read more: Consolidators fuel RIA recruiting boom
Where are the firms finding talent? Personal and professional networks remain the industry’s most effective recruiting channel, used by 56% of firms. Colleges and universities ranked second at 36%, followed by recruiting from other RIAs at 28%. This shows firms’ continued reliance on referrals and industry relationships rather than traditional job postings.
The study found that the strongest-performing firms distinguish themselves through a more intentional talent strategy. Nearly two-thirds of top performing Firms have developed an employee value proposition (EVP). An EVP is a formal articulation of what employees gain from working at the firm.
Adoption of EVPs has also increased by nearly 10 percentage points over the past four years among firms managing at least $250 million, signaling a broader recognition that culture and career development are becoming competitive advantages in recruiting.
Schwab notes that firms are creating “a cycle of opportunity” by investing in employee development, rewarding performance and preparing the next generation of leadership. Those efforts are intended to strengthen continuity, preserve firm culture and improve long-term retention while helping firms stand out in an increasingly competitive labor market.
Firms are also cultivating skills that can strengthen their culture, giving them that competitive edge. Top priorities for firms include leadership, accountability, mentoring and effective time management.
As independent RIAs continue to grow, hiring is becoming a key part of firms’ long-term business strategy rather than simply a response to immediate staffing needs. The firms seeing the strongest results are pairing active recruiting with clear EVPs and investments in professional development, positioning themselves to compete for talent in an increasingly competitive advisory industry.
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