RECRUITING & ONBOARDING

Hire Right. Build Your Team. Multiply Your Impact.

Solo producers hit a ceiling. Business owners multiply through people. Recruit right talent. Onboard fast. Scale your firm with proven systems.

You Cannot Scale Alone

Scaling your firm means recruiting advisors who replicate you, hiring staff who free your time, and onboarding systematically.

This recruiting engine built and scaled 6 financial advisory companies across more than 20 offices. Proven playbooks, college recruiting systems, application processes, and tracking dashboards are available to you.

Choose what you need. Add as you grow.

Where Are You in Building Your Team?

Solo producer ready to hire first support staff

Small team needing to add producers

Growing firm needing leadership depth

Scaling agency needing systematic recruiting

Not sure where to start

Wherever you are, Greatness Lab has recruiting and onboarding systems for your stage.

Your Firm Grows Through the People You Bring and Invest In.

Whether you are hiring your first assistant, recruiting experienced producers, building a pipeline from college campuses, or onboarding your twentieth advisor, we have the systems to get every hire right and productive.

Below are the recruiting and onboarding playbooks and systems available to you.

Advisor and Producer Recruiting

Grow Your Advisor Count

Scale means adding advisors who build books and lead clients. You need people with drive who fit your culture.

You get access to:

Recruiting playbooks and campaign strategies

College recruiting system (brochures, application process, event frameworks)

Interview guides and culture fit assessments

Job posting templates and sourcing strategies

Candidate tracking dashboards

Discovery call scripts and evaluation tools

Offer letter templates

Add recruiting systems as you scale your team.

Leadership Recruiting

Build Your Leadership Pipeline

Exiting your business or stepping back requires leaders who run the firm without you. Leadership recruiting differs from producer recruiting.

You get access to:

Leadership role definition frameworks

Executive recruiting strategies and sourcing

Succession planning roadmaps

Leadership assessment and interview tools

Buy-sell agreement guidance

Transition planning frameworks

Access leadership recruiting when you are ready to build depth.

Staff Hiring

Build Your Support Team

CSRs, case managers, and operations staff keep your agency running. The right support team frees advisors for revenue work.

You get access to:

Role descriptions and job posting templates

Interview frameworks for support roles

Hiring process checklists

Reference checking guides

Employment agreement templates

Candidate evaluation criteria

Choose the hiring tools you need without paying for extras.

Onboarding Systems

Get New Hires Productive Fast

Systematic onboarding cuts ramp time 30 – 50%. Every new hire knows expectations, has tools, and understands success.

You get access to:

Role-specific onboarding checklists (advisors, producers, CSRs, case managers)

Technology setup guides (CRM, phone, case management)

Compliance and regulatory training frameworks

Product knowledge tracking

Client service process documentation

30-60-90 day milestone frameworks

Access onboarding systems that keep your agency efficient as you grow.

Flexible Personalized Services for Growing Advisory Practices

Choose the support you need without surrendering control of your business.

You decide which services make sense for your practice today and add more as you scale. We're built to support your growth, not dictate how you run your business. With accountability and performance monitoring, you can always adjust as you scale.

BUSINESS INFRASTRUCTURE

COMMUNITY & COLLABORATION

GROWTH ACCELERATION

LEADERSHIP & TRANSFORMATION

RECRUITING & ONBOARDING

WEALTH BUILDING

Services We Offer

View All Services

THE GREATNESS LAB

Featured Transformations

Lat Wealth Management

"If you've ever considered moving from advisor to business owner, if you've ever felt you wanted to develop and train others to be great in this industry, the time saved by me joining Greatness Lab is immeasurable. The platform that already exists for you to plug in and make real impact is nothing greater."

DAVID GLOBKE

5 Year Projection (2025 - 2030)

$3.5M

$5M

20+ years

Finance

25

Advisors

Projections based on stated goals, not actual results. Individual results will vary.

Ignite Financial Advisors

"I wanted to build my own firm, but I didn't want to create everything from scratch. Greatness Lab gave me the roadmap, the systems, and access to hundreds of advisors running the same model. The responsiveness is world class. I get answers in 30 minutes. They handle the backbone. I focus on building my firm."

Martin Montana

Year 1 Projected Goals

$1.8M

$3M

600 - 1,000

Clients

20 - 25

Advisors

Year 1 goals represent projections based on stated targets, not actual results. Individual results will vary.

Florida Financial Advisors

"Take a chance on it. You don't know what you don't know. Everything I've learned so far has taught me that there's really no better place than this organization if you want to get to the next level or you just want to get better at what you're currently doing."

TOMMY NICKERSON, FFA Sr. Vice President

The Journey Over 8 years (2018 - 2025)

Built the most productive market in FFA

0 → 76

Members

400+

Advisors

Results represent actual performance over the stated period. Individual results will vary.

Common Questions About Greatness Lab IMO Recruiting & Onboarding

As an independent advisory firm, should I hire staff to support operations or recruit more producing advisors first—and how does Greatness Lab help me decide?

It depends on where the real bottleneck is in your firm today. Greatness Lab starts by looking at your current capacity, not just your growth goals.

If your service, admin, and case work are already stretched thin, we usually recommend hiring at least one key staff role first (operations/admin/client service). That stabilizes the business so new advisors don’t just add chaos and rework.

If your operations can handle more clients but your calendar is full and you don’t have enough producing capacity, we focus on recruiting advisors first and use staff support to backfill as production grows.

We help you map out your first few seats, decide which role comes next, and set simple scorecards so each hire has a clear job and a way to measure whether they are paying for themselves.

How does Greatness Lab help independent insurance and financial advisory firms screen for advisors who will actually produce?

Greatness Lab gives firms a clear screening process so you’re not guessing. We help you define what a successful producing advisor looks like in your model, then screen for more than licenses and a résumé.

You get interview guides and scorecards that test for entrepreneurial mindset, coachability, activity level, and cultural fit. We also help you use early production metrics and simple activity targets in the first 90 days so you can see quickly who is likely to become a real producer and who isn’t.

What is the difference between recruiting producing advisors and recruiting for leadership roles in Greatness Lab’s system?

Producing advisors are hired to build books and serve clients. Leadership roles are hired to build and manage teams, drive strategy, and own parts of the business. Those are very different jobs.

In Greatness Lab’s system, we use separate profiles, interview questions, recruiting process, and scorecards for producers vs leaders. For leadership roles, we put more weight on people development, decision-making, and past management results, not just personal production history.

How long does it typically take for a new advisor to become productive under Greatness Lab’s recruiting and onboarding process?

For most independent advisors, it takes 6–12 months to build a sustainable book of clients. That’s normal. The risk is wasting the first six months in confusion.

Greatness Lab’s onboarding process is built to shorten that confusion period. In the first 30–60 days, we focus on getting new advisors comfortable with your systems, basic compliance, any certifications that might be needed, meeting flow, and day-to-day activity expectations. The goal is to get them into real, qualified conversations as quickly as possible instead of spinning in training with no clear plan.

What does Greatness Lab’s college recruiting system for advisory firms include?

Greatness Lab’s college recruiting system gives advisory firms a complete playbook for attracting and developing students and recent graduates. It includes brochures and materials that explain the career path, application and interview frameworks, event and career fair strategies, campus outreach playbooks, and simple dashboards to track candidates from first contact through hire.

This is the same system used to build multiple advisory brands across many offices, and we adapt it to your markets and firm goals.

Build the Team That Scales Your firm

Hire right people. Onboard them with proven systems. Scale through your team.