Asking for a raise, 2025 recruiting trends + share your feedback

Happy new year! We rolled right into 2025 and are already working hard to find those perfect fits between candidates and hiring managers.

Of course, a new year means performance reviews and bonuses — so it’s the perfect time to ask for a raise. Below, Rita shares her best advice for both sides of the table.

Then, we’ve got 2025 recruiting trends, career opportunities, and more.

P.S. My goal is to provide value to you in every single issue of this newsletter. What would you like to see more of in 2025? Let me know by answering four quick questions on this feedback form.

- Kevin Sailor, President and CEO

P.S. 📧 We’ll deliver this newsletter straight to your inbox next month. Subscribe here. >

In this issue:

🔎 Exclusive Recruiter Insights: Asking for a raise with confidence

📄 Latest Resources from the Blog: Financial recruiting trends for 2025, tips for building a family office team

📌 Featured Career Opportunities

📰 Industry News

💡 Associate Spotlight: Greg McDowell

🔗 Connect With Your Recruiter

🔎 Exclusive Recruiter Insights

Bonus season: Asking for a raise with confidence

By Rita Brannam Executive Search & Talent Acquisition Team Lead Find me on LinkedIn

As the calendar turns and bonus season approaches, it's the perfect time to consider your next career move: a raise. 💸 Timing your raise request with bonus season can make a big difference in your positioning. Here's how to navigate this crucial conversation with poise and purpose.

Tips for employees:

• Evaluate your performance. Start by reflecting on your contributions over the past year. What achievements stand out? Contextualize your request with these accomplishments to show your value.
• Research market standards. Arm yourself with industry benchmarks. Knowing the going rate for your role helps show that your request is both reasonable and informed.
• Prepare your pitch. Tell a story that highlights your successes, backed by data and examples. Be ready to address potential objections with professionalism and openness.

Reminders for managers:

• Set clear expectations. Transparency in performance reviews and salary evaluations builds trust and clarity for a constructive discussion.
• Encourage open dialogue. Create a culture where employees feel comfortable discussing their compensation. This openness supports growth and helps you retain top talent.
• Align raises with company goals. Ensure that salary increases reflect broader team and company objectives. Raises should be seen as fair and connected to the company’s success.

Timing and preparation are your allies in these discussions. Whether you're an employee or manager, view the raise conversation as a chance for mutual growth. And remember, if your raise request isn't met, it might be a signal to explore new opportunities that better match your professional aspirations.

Already looking for your next opportunity? Let's connect to talk about your options.

📄Latest Resources From the Blog

Navigating the Financial Recruitment Landscape: Insights for 2025

From Financial Recruiters International

In 2025 and beyond, changes in financial recruitment will be driven by technology and specialized roles. Here are the key trends we see on the horizon and how to navigate them:

• AI and automation: AI tools like HireVue enhance recruitment by streamlining resume reviews and improving candidate matching, although a balance with human judgment is essential to avoid overlooking unique talents.
• Soft skills: As vital as technical abilities, soft skills like adaptability and communication are crucial for success in finance, driving demand for professionals who can navigate complex environments effectively.
• Specialized skills: Emerging roles in data analysis, cybersecurity, and ESG investing require continuous learning and certifications to stay competitive in the financial sector.
• Remote work impact: With 60% of professionals favoring remote or hybrid models, flexibility is key for employers and offers career advancement opportunities for candidates without geographical constraints.

Adaptation and continuous upskilling are critical for both employers and candidates. Read about these four trends in detail here: Navigating the Financial Recruitment Landscape >

3 Hiring Tips to Build an Elite Family Office Team

From Alexander Raymond

Building a successful team for a family office involves unique challenges due to their specialized focus on managing multi-generational wealth, legacy planning, and philanthropy. Here are three tips to guide family offices in recruiting top talent:

Understand your unique needs. Family offices require professionals skilled in estate planning, tax strategy, and investment oversight. Key qualities include discretion, versatility, and tailored expertise in navigating complex financial landscapes.

Identify core roles essential for success. Critical positions include estate planners adept at wealth transfer, tax strategists familiar with international laws, and investment professionals with a strategic vision for asset management.

Weigh the benefits of specialized recruitment firms. Working with a recruitment firm offers access to niche talent that aligns with the family's values, ensuring a cohesive team dynamic. These agencies streamline hiring, saving time and resources by tapping into vast networks of qualified candidates.

Collaborating with a recruitment firm specializing in family offices can help you build a team for lasting success.

📌 Featured Career Opportunities

Director of Wealth and Retirement Strategy - Wichita (CFA CFP)

Recruiter: Denise Decker | LinkedIn | denise@financialrecruitersint.com | (314) 200-0677

President of Trust and Wealth – Central Texas (JD CFP CTFA CFA)

Recruiter: Greg McDowell | LinkedIn | greg@financialrecruitersint.com | (314) 949-6400

Trust Officer – Youngstown OH

Recruiter: Denise Decker | LinkedIn | denise@financialrecruitersint.com | (314) 200-0677

Wealth Advisor – Vero Beach area Florida (CFP CFA CWS)

Recruiter: Christie Burgess | LinkedIn | christie@financialrecruitersint.com | (314) 949-2007

Wealth Advisor / Relationship Manager – Space Coast FL

Recruiter: Erin Keller | LinkedIn | erin@financialrecruitersint.com | (314) 949-3131

Portfolio Manager – Fort Wayne

Recruiter: Christie Burgess | LinkedIn | christie@financialrecruitersint.com | (314) 949-2007

Financial Planner – Pittsburgh PA (CFA CFP)

Recruiter: Jacob Aubel | LinkedIn | jacob@financialrecruitersint.com | (314)-949-5558

Trust Officer – South Pittsburgh PA area

Recruiter: Jacob Aubel | LinkedIn | jacob@financialrecruitersint.com | (314)-949-5558

Wealth Manager - Pittsburgh

Recruiter: Jacob Aubel | LinkedIn | jacob@financialrecruitersint.com | (314)-949-5558

Trust Legal Counsel - New Orleans and Houston

Recruiter: Greg McDowell | LinkedIn | greg@financialrecruitersint.com | (314) 949-6400

Trust Legal Counsel - Louisiana

Recruiter: Greg McDowell | LinkedIn | greg@financialrecruitersint.com | (314) 949-6400

Regional Trust Manager - Indianapolis

Recruiter: Christie Burgess | LinkedIn | christie@financialrecruitersint.com | (314) 949-2007

Estate Planning Attorney – North Chicago

Recruiter: Christie Burgess | LinkedIn | christie@financialrecruitersint.com | (314) 949-2007

Commercial Lines Account Executive - Atlanta

Recruiter: Christie Burgess | LinkedIn | christie@financialrecruitersint.com | (314) 949-2007

Commercial Underwriting Manager - Midwest

Recruiter: Greg McDowell | LinkedIn | greg@financialrecruitersint.com | (314) 949-6400

Loss Control – CT and MA

Recruiter: Greg McDowell | LinkedIn | greg@financialrecruitersint.com | (314) 949-6400

Loss Control - Dallas/Fort Worth

Recruiter: Christie Burgess | LinkedIn | christie@financialrecruitersint.com | (314) 949-2007

Premium Audit - Richmond, VA

Recruiter: Greg McDowell | LinkedIn | greg@financialrecruitersint.com | (314) 949-6400

Premium Audit – Maryland

Recruiter: Greg McDowell | LinkedIn | greg@financialrecruitersint.com | (314) 949-6400

Private Banker - Tallahassee

Recruiter: Jacob Aubel | LinkedIn | jacob@financialrecruitersint.com | (314)-949-5558

🎈 Just For Fun

📰 Industry News

Retiring wealth managers keeping M&A market hot, study shows

A wave of retirements among wealth managers is significantly impacting the M&A market in the RIA industry, with 37% of advisors planning to retire within the next decade. This trend is driven by demographic shifts and rising RIA valuations, highlighting the demand for expert advisory services and succession planning. Read the analysis from InvestmentNews.com >

📣 How Are We Doing?

Is the info in this newsletter helpful? What would you like to see more or less of? Please take a minute to give your feedback. Your input helps me ensure I’m providing value for you in every single issue.

Answer 4 optional questions

💡 Associate Spotlight

Get to know our team: Q&A with Greg McDowell

What do you enjoy most about your role as a recruiter?

“I really enjoy having a positive impact on someone's life and career. I get to help candidates into better career placements where they’re treated more professionally and compensated at a higher level. This improves their quality of life to the point where, for example, their kids can now go to a better school. That gives me a feeling of gratification.

I also love solving problems for my hiring managers by bringing them the best possible candidate. As a recruiter, I get to have a profound impact on both parties. That’s what motivates me to be the best I can at what I do. It’s not about me, it’s about the people I work with.”

🔗 Connect With Your Recruiter

Greg McDowell

LinkedIn | greg@financialrecruitersint.com | (314) 949-6400

Denise Decker

LinkedIn | denise@financialrecruitersint.com | (314) 200-0677

Christie Burgess

LinkedIn | christie@financialrecruitersint.com | (314) 949-2007

Jacob Aubel

LinkedIn | jacob@financialrecruitersint.com | (314)-949-5558

Rita Brannam

LinkedIn | rita@alexanderraymond.com | (314) 949-6444

👋🏼 About Connective Services

Connective Services is a newsletter brought to you by Financial Recruiters International and Alexander Raymond. Both firms are full cycle recruiting companies connecting fiduciary services organizations with highly-skilled candidates. Financial Recruiters International serves the financial sector while Alexander Raymond specializes in insurance and contract staffing.