Talent on Tap

We build the teams behind Australia's Greatest Advice firms

We recruit mid-senior level roles and build your Talent Engine
so that you can attract, retain & grow talent from within.

I want to grow my team

Problem

Finding great talent in Advice has never been harder.

The role is sitting open for months on end

Even when you do get applications, they aren't a fit for your firm.

You post the role. Sixty applications land. Most have never touched a client book, and the three who have want your salary band plus twenty. Meanwhile the adviser you actually want is two suburbs away, three years into a firm, and has never seen your ad.

Your team members are already at capacity

The pipeline is fine, it is the people to service it that you are short of.

Referrals keep coming and you're quietly not chasing them. Every adviser is at capacity, review meetings are slipping, and the SoA queue keeps growing. You need someone who can take clients next month, not someone you'll be supervising through a PY for the next twelve.

There's no talent coming through the ranks

We've got great talent, but we don't know how to get them to the next level.

You've got a CSO who could be an Associate and an Associate who could advise. But there's no path written down, no time to build one, and the PY supervision would land on your busiest adviser. So everyone stays exactly where they are. Until one of them leaves.

One resignation, and you're doing the maths

We don't know how we sit compared to the market, so we keep losing our best people to competitors.

An adviser hands in their notice and your first thought isn't the role, it's the book. Who owns those relationships? How much revenue walks? You counter-offer someone who's already mentally gone, then start a search you should have started a year ago.

Are we the right fit

Is this right for your firm?

A fit if

You run a financial services firm doing $2M to $10M, 12 to 50 on the team, and you're looking to grow your team.

You move fast, and you'll get us feedback in 24 hours.

You would rather wait for the right person than fill the chair by Friday.

You're looking for a Partner who will help you to shape the offer and find the right talent.

Not a fit if

You are under $2M. Come back when you are past it, and take the free stuff in the meantime.

You're "just seeing what's out there", you aren't 100% sure exactly what you need from this hire.

You want a stack of resumes by the end of the week. A job ad will do that faster and cheaper than we will.

You're not interested in feedback, you just want a recruiter who submits CVs.

How it works

How a search runs

01Step 1

Partner with VLV

We map your org design, the hires coming over the next twelve months, what each one costs you, and how you actually look to the market. Then we fix what's putting good people off.

02Step 2

Role Design

We bring the market data, shape the offer so it competes, and build the process: interview stages, who's involved, what testing you run. All before anyone gets approached.

03Step 3

Headhunting

Market mapping, direct approach, and a network we've spent years building. You only see candidates who genuinely fit the brief and are genuinely interested in your business.

04Day one

New Starter First Day

They start, and there's none of that quiet three-month wait to see if it was the right call. You were crystal clear on what success looked like before hiring so you're confident you've made the right call.

The guarantee

If the hire doesn't work out, we go again.

If someone we place leaves or is let go inside the first six months, we run the search again and there is no further fee. One replacement per seat, the same four steps, and whatever we learned from the first attempt written into the brief before anyone is approached a second time.

Window: First 6 months
Replacement: One per seat
Further fee: None

FAQ

Questions

A recruiter starts with a job spec. We start earlier - mapping your P&L to figure out what roles you actually need and when, building out the org design, and training your leadership team on how to hire and retain well themselves. Recruitment is the last step, not the whole service, and it's optional.

Recruitment is 22% of the placed candidate's annual salary. VLV Advisory Members - our 12-month advisory clients - pay 16%, because we're already embedded in the business and the search is faster and more targeted as a result.

The guarantee above covers it. If someone we place leaves or is let go inside six months, we run the search again with no further fee.

No - we don't do offshore roles or support staff. We focus on mid-to-senior positions that are typically the hardest to fill: Associates, Advisers and Leadership roles. If it's junior talent you're after, that's exactly what the inbuilt training for VLV Advisory members is built for - helping you recruit and grow that internally rather than outsourcing it. And if offshore is genuinely what you need, we can point you to partners who specialise in that.

Yes. Recruitment isn't limited to Advisory Members - you can come to us for a single hire which would be run as a standalone recruitment search.

That's actually one of the first things we help with. Working out what roles you need and in what order is core to the Advisory Membership - org design isn't guesswork, it should follow your P&L.

Are you ready to take your team
to the next level?

We work out what the seat costs you empty, what it costs you filled, and whether a search is worth running at all. If it is not, you will hear that, and the call is free either way.