March 5, 2025 • 25 mins
Understanding how we select financial advisors is crucial for clients and prospective clients. This episode takes you behind the scenes of Root Financial, highlighting our unique approach to hiring and training advisors to ensure consistent client experiences.
• Discusses the importance of advisor alignment with client goals
• Explores the internal training program, Root University
• Addresses the cultural fit in hiring and selecting advisors
• Highlights the investment in advisor satisfaction and success
• Brings up the key differences between Root Financial and other firms
If you're interested in seeing how we help our clients at Root Financial get the most out of life with their money, be sure to visit us at www.rootfinancialpartners.com.
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Ari Taublieb, CFP ®, MBA is the Chief Growth Officer of Root Financial Partners and a Fiduciary Financial Planner specializing in helping clients retire early with confidence.
“Early Retirement – Financial Freedom” is a podcast produced by Root Financial Partners, an SEC-registered investment adviser. The content provided is for informational and educational purposes only. It should not be interpreted as investment, legal, or tax advice. I may reference planning situations based on real client experiences, but they’ve been simplified for clarity. Always consult your own financial advisor before making decisions.
Listening to this podcast does not create or imply an advisory relationship with Root Financial. Investing involves risk, including the potential loss of principal. Past performance does not guarantee future results. Testimonials and endorsements do not reflect all client experiences and are not compensated. Learn more at our website or by reviewing our Form ADV at https://adviserinfo.sec.gov.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
This episode is not your standard episode.
Now, sometimes I know I'll saythat because I'll say actually
it's way better than my standardepisode.
We have a case study today andI'm trying to keep it exciting
as much as I can.
This is a behind-the-sceneslook today.
So if you want to potentiallywork with Root in the future, or
if you're currently workingwith Root, wondering how did we
(00:20):
select the advisor that you workwith and how do we even find
new advisors and how do we makesure our advisors enjoy their
lives so that they can hopefullybe your advisor forever and
you're not subject to what Icall is who's Lewis, which in
our industry is a big phrasewhere you like your advisor,
it's going well.
Then, all of a sudden, you'repassed off to Lewis and you're
like who the heck are you?
(00:41):
Well, what happened is maybethat advisor retired, maybe that
advisor said, hey, I want a newrole, and now you have to
interview someone every fiveyears into retirement, which
obviously is not ideal.
So we talk about how we selectthe advisors that work here at
Root and how we ensure everyadvisor, regardless of which one
you work with, is executing thephilosophy that James and I
talk about in our videos andpodcasts.
(01:02):
So I hope you enjoy this.
Behind the scenes, look andthat's it.
Enjoy.
Hey James, hey Ari, today isgoing to be a fun episode and
it's going to sound weird tohear this because you're a
humble guy, but a lot of peopleare reaching out to work at Root
because of what they're hearingfrom you on the YouTube channel
, on the podcast.
Similarly, people are reachingout enjoying the type of content
(01:25):
I'm putting out, and so a lotof you are wondering if I work
with Root, do I get Jamesone-on-one and is he going to
show up to my Christmas party oris Ari going to come?
And the answer is we'reinvolved.
But what we want to show todayis how do we select the advisors
that work at Root and what'sthe vibe and are you going to
get the same philosophy?
Does that differ from oneadvisor to the next?
(01:47):
It's going to be fun.
Speaker 2 (01:49):
It's going to be fun and usually our videos are about
some educational topic taxstrategies, investing,
retirement, whatever and today'sa little bit more of a sneak
peek behind the scenes at how dowe do what we do at Root.
How do we design things onpurpose to be different?
How do we design systems andstructures that are designed to
optimize the success of peopleinternally and the clients were
(02:10):
fortunate enough to serveexternally?
So if you're listening andsaying, hey, I'm looking for
Roth conversion strategiesawesome, we have lots of those
videos and we'll redirect youelsewhere to those.
But if you're listening andit's like, yeah, I'm kind of
curious about what happens atRoot and how are you growing and
doing things intentionally,We'll talk a lot about that
today and probably over the nextcouple of few episodes even.
Speaker 1 (02:32):
Yeah.
So I want to get into how do weeven hire advisors?
How do we find them, how dothey find us?
But before that, the process atRoot does every advisor just
guess.
Is there like a program?
How does that work?
Speaker 2 (02:46):
Yeah, we ran it.
This was something we put a lotof work into, because we do a
lot of videos, we do a lot ofpodcasts.
There's a very clear messagethat we talk about, which is,
you know, to put it simply, howdo you connect money with kind
of your life's purpose, withwhat you want to actually
accomplish and use your money?
Get the most out of life withyour money?
That being said, there's a tonof incredible advisors in this
(03:10):
industry that have a differentapproach, that have a different
philosophy, that have adifferent way of doing things,
and there's no problem with that.
Where there is a problem iswhen people say, hey, james,
that message resonated.
Or hey, ari, that messageresonated, I want an advisor
that takes that approach.
Well, the problem would be ifthere's an advisor at root that
is not on the same page in termsof the same ethos, the same
approach, the same way ofviewing money and the role it
(03:32):
plays in our lives.
And so we said we do need tocreate something where there's
consistency, you know where,regardless of who someone is
working with.
For people who are listening,who aren't aware, we have a
financial planning companycalled Root Financial.
So that's, if you're confused,that's what we're talking about.
And when people come to RootFinancial saying, hey, the
strategies you talk about, thisis awesome, this is how I want
(03:52):
to approach my planning, this ishow I want to approach my life.
I want an advisor to do thatwith me.
Well, if we have 10 of the bestadvisors in the industry, but
all ten have very different waysof doing this Ten different
investment philosophies, tendifferent tax planning
philosophies, ten different lifephilosophies there's not going
to be that congruence thatyou're looking for.
(04:12):
There's going to be adisconnect between what you
resonated with and what youthought you were going to get to
what you're actually getting.
So we invested really heavilyand by investing with time, with
money, with resources, withpeople, to say how do we build
out a structure, a trainingprogram we call it Root
University and what it is today,it's going to become far more
robust even as we continuedeveloping it.
(04:34):
To say, when you're running ameeting at Root whether anything
from a kickoff meeting to aninvestment meeting, to a tax
planning meeting what's the goal?
What are we trying to do there,how do we run that, how do we
prepare for that?
How do we follow up from that?
How does that connect to thenext meeting that we're going to
do.
How is in investing a lot intowhat is the actual process, you
(04:54):
know, after working with so manyhundreds of different people,
what's the right way to dothings Almost like the
foundational piece first, likethe.
You know there's a Maslow'shierarchy of needs.
It's almost like the hierarchyof financial planning when do
you start, then, once thatfoundation is there, where do
you go next, and then what, andthen what and how is everything
interconnected?
And how do you do things on anongoing basis?
(05:15):
And you know there's so muchI'm excited to even add onto
that.
But it's a process that we saylook, if you're an advisor at
Root, we're hiring you becauseyou're the best at what you do,
and here's how Root does it.
And we need to ensure there'sthat consistency of experience
so that people get that,regardless of which specific
advisor, all of whom areincredibly talented, but getting
the same consistent experience,same consistent philosophy
(05:37):
across the board.
Speaker 1 (05:39):
I think we should do 30 minutes on Root University,
which might be one of the futureepisodes.
Let's talk about how youactually hire these advisors.
And you're in that more than Iam, james, because I'm often
speaking to those of you thatare reaching out who are asking
me, and Jay, who's our clientsuccess manager here at Root.
That's who you talk to when youreach out for that first
(06:00):
conversation and you're saying,hey, do you guys outsource it to
ZipRecruiter or like Monstercomor Indeed, like how do you
actually find these advisors andwho's actually talking to them?
Is it you?
Is it James?
How does that work?
Speaker 2 (06:16):
I think hiring is one of the things I am most
involved with at this point.
No, we don't outsource any ofthat, and you know, like there's
a few things here.
Point no, we don't outsourceany of that, and there's a few
things here.
One is the same way that Rootgrows in terms of adding new
clients is primarily through letus put out into the world the
work that we're doing viaYouTube videos, via podcasts,
(06:38):
via the digital stuff.
This is how we do it, and 99%of you take this and do it on
your own, do it for free, likethat's great, but those of you
that are looking for an advisorto do it with, those are the
people that are coming in andsaying we want to work with Root
and we love working with them.
Same thing now, kind of on theon the industry side.
I think people see, oh, there'ssome cool things happening at
(06:58):
Root.
There's a fun group of peopleat Root.
I'm really good at what I do.
I want to do it with otherpeople who are really good at
what they do, to constantly getbetter, to constantly develop,
and so there's this inboundinterest from, I think, the
industry.
In the same way, there is thisinbound interest from
prospective clients who want towork with Root, which is great.
We don't have to go hire headhunters.
(07:20):
We don't have to go hire peopleto say, hey, go, try to like,
find us people.
We're desperate for people.
We have so many, and the hardpart is we have to say no to so
many qualified, talentedadvisors that I'm like I would
love for you to be at Root.
We just we have this abundanceof really incredible people and
we can only select a limited few.
So philosophically or I guessthat's one thing to note is we
(07:44):
have a lot of inbound interest,which is wonderful.
But then, number two, I thinkwith hiring, the ideal model is
we want to hire someone in moreof what we might call like an
associate level.
Where he come in, we need toknow that you have a capacity to
learn.
We need to know that yourcharacter, your values, your
integrity, what you value inlife, where you want to be with
(08:06):
your career that needs to alignwith Root.
But in terms of technicalproficiency, we don't need you
to be there yet.
We want to develop you.
We want to develop you the waythat we think planning should be
done.
We want you to come here andjust have so much incredible
development over your firstcouple of few years and then
organically become that leadadvisor that's working with
(08:28):
clients.
That being said, we have a lot.
One of our biggest challengesright now is we have way more
people reaching out people beingprospective clients reaching
out to work with us, than we canpossibly work with.
We just don't have the advisorbandwidth to take on everyone.
That comes to root today, so wecan't just say, okay, well,
(08:48):
we're going to hire a wholebunch of incredibly talented
associate advisors today andover the next two, three, four
years, we're going to developthem to the point that they're
just going to be the best, thebest lead advisors in the
industry.
For people listening, leadadvisor means like the person
who's actually leading therelationship, who's owning the
relationship, who's giving theadvice.
Associate is sitting in thosemeetings doing a lot of the
financial planning projections.
(09:09):
It's almost like anapprenticeship.
They're doing a lot of reallyvaluable work more so behind the
scenes than even in themeetings specifically which is
supporting the relationship,supporting the advisor.
But it's also to develop them,and so the ideal model is I
relate it to baseball a lot.
In baseball, you try to developwhat's called a great farm
system.
You draft somebody, they go tominor league ball triple A,
(09:33):
double A, single A and you coachthem, you develop them, you
work on their skills and so oneday they enter the big leagues
and they're an all-star.
That's the dream.
That's what we want to do.
We're at this point that weneed some free agents of hey, we
don't.
Yes, we're going to developthose people over two, three,
four year runway.
We also need some greatadvisors today to step in and,
(09:56):
yes, with training, yes, goingover our systems, yes, going
through Root University and allthat stuff.
But, in a more immediate way,step in and start working with
some of the clients that we have, because there's so many people
reaching out.
So the interview process forthat lead advisor coming in is
far more stringent.
It's way more difficult to getthrough no-transcript we have
(10:19):
way more people apply than canactually get in.
But for a lead advisor, forexample, we have an interview
that's about wait where do youwant to be?
Talk to like career aspirations, goals, vision, what do you
value?
Say this just philosophicallydo we align?
There's kind of a culturalinterview of it's really
important for us to enjoy thework that we get to do?
(10:39):
We want to optimize our fun ina lot of ways.
A part of fun is doing reallygreat work with great people
around you.
Part of fun is saying I feelreally good about the value
we're providing to clients.
Part of fun is saying we'redoing something in a way that's
different and is the only waythat I would ever want my
(11:02):
financials, or my parents'financials, or those I care
about, to ever be missed.
So there's that kind ofcultural fit interview.
This is this person, someonethat we would look forward to
spending time with at a teamretreat, someone that we would
look forward to doing great workwith.
And then another big part ofthe interview for someone coming
in as lead is like a skillsassessment where I personally
will role play with them, andit's a little uncomfortable at
(11:22):
times because it's, it's, I senda prompt and I'm, I'm, I'm a
prospect.
Hey, ari, um, here's my stuffand I don't give you much of a
what I'm going to ask in themeeting.
But we role play and I say, hey, ari, and I ask hard questions
and when you say somethingthat's not right, I, I, I keep
asking, keep asking, keep asking.
(11:45):
Really, to us, the sign of agreat advisor is someone that
doesn't need software to deliverexcellent financial advice.
Anyone can put stuff intosoftware and say, oh, the
software says this.
The software says retire thesoftware.
Well, anyone can do that.
I need an advisor thatunderstands the ins and the outs
of withdrawal strategies, ofwhy we invest the way we do, of
where and how to prioritizedifferent tax strategies, and so
(12:06):
I ask pretty hard-hittingquestions around that to see
could you step in and prettyquickly start delivering the
types of solutions, the type ofadvice that we deliver to
clients.
So that's for a lead advisor.
Sorry, I'm jumping around awhole bit here.
For associates it's far morelooking at do you have the
capacity to learn?
Do you have the ability tolearn?
Do you have the ability tolearn?
How well organized are you?
(12:26):
What's your communication?
All things that we look at forlead advisors we're not
screening as heavily for.
Could you be an awesomeadvisors?
Today we're not expecting thatit's more of.
Could we see you developinginto that all-star and we want
to draft you and get you intothe farm system single A, double
A, triple A for people againusing the baseball analogy and
then one day, yeah, you'recalled up and you're an all-star
(12:48):
and it works out superorganically.
So I am heavily involved.
There's no one that's joinedRoot that I haven't been part of
the interview process with, andthat's going to continue, as
I'm very heavily involvedbecause right now the biggest
thing is we get the right peopleon the team to help do the work
that we're doing.
Speaker 1 (13:06):
Amazing.
I want to talk about culturebecause that's a big part of
what's going on, but I want totell everyone a quick small
story about when James wasessentially doing the role
playing with me and I rememberbeing nervous for this, and
James and I were role playingand James said hey, ari, how
often would you rebalance?
And I remember I was studying Ithink I was in grad school at
(13:28):
the time and they said youshould rebalance quarterly.
History shows that's what'smost effective.
And I said okay, book says thatI'll do that.
I'm going to rebalancequarterly.
And then James asked me sorry,how often would you rebalance in
this situation?
And I was like slam dunk here.
Quarterly.
He goes.
Assume markets don't change atall.
What would you do?
I'm like uh, quarterly.
He goes.
Assume markets are supervolatile in one week and your
(13:52):
whole allocation is completelyout of whack.
What would you do?
I go uh, quarterly.
And so he didn't say anythingother than make me realize what
I just said was so incorrect,because it's not logical in any
capacity to not rebalance whenmarkets are being volatile.
And then if markets neverchanged which is unrealistic but
if that, why would yourebalance?
(14:13):
There'd be nothing to do.
So it's.
If you use a software, it mightsay rebalance quarterly,
rebalance monthly.
We need to be more dynamic thanthat.
Speaker 2 (14:22):
There's a saying I don't know if it's an actual
saying we kind of made it up,but I remember talking to Scott
about this.
The previous podcast of realfinancial planning begins where
the textbook answer ends.
Anyone can read a textbook.
Anyone can pass a certifiedfinancial planner designation.
I don't mean anyone says, oh,it's easy, no, it takes some
(14:44):
work.
But just because someone has acertified financial planner
designation to us is like atable stakes.
Yeah, if you want to be a leadadvisor at Root, you have to
have that.
But beyond that I don't know.
There's 100,000 CFPs, now great, what percentage of those would
(15:05):
I say?
Yeah, I feel comfortable withyou being a representation of
Root Financial and being able todeliver not just the financial
guidance and advice but just theoverall.
It's such a unique positionthat we're in.
We have a very intimate seat atthe table with our clients, in
the sense that, as a financialadvisor, you're talking about
things that that you maybe don'ttalk about with any other
person.
You're talking about dreams,hopes, challenges, spousal
(15:30):
communication, issues, all ofthese things, and so, as a
financial planner, you can'tjust know how to calculate what
a Sharpe ratio is.
Who cares?
You've got to be able todeliver real impactful stuff on
the financial side and the lifeside, and we try to screen
pretty heavily for that anddevelop pretty heavily for that
as well.
Speaker 1 (15:47):
In the episodes coming up.
We're gonna go deeper intowhat's the real difference
between Root and other firms andwhy are what we do?
Why do we feel that it's?
Why are we so passionate aboutthis?
Because a lot of people go.
Why do you and James love theseconversions things so much,
like we don't just love those,we love.
If we're smart with numbers,you can live a better life and
have more time with your spouse,and good luck quantifying that.
(16:09):
So part of what we do and thisis largely my role when someone
reaches out to Rue is we have aconversation, but does it make
sense to work with one another?
And I will get very transparentand hard hitting and say look,
what if something happens toyour advisor and they're like,
(16:32):
uh, I don't know?
Like, you tell me and we'll saylook, you have a few different
options.
You could go.
I love James so much he was theonly advisor I ever want.
I want no one else.
I'm going to manage my moneynow.
But you could also go.
Well, james was awesome, butI'm sure there's another advisor
at root that's awesome.
So I'm going to stick with theroot.
Or you could even go deeper andsay you know what?
Maybe I don't know quite yetMaybe I want to be my own
advisor, maybe I do this on myown, maybe it turns out that I'm
(16:53):
going to another firm, entirelylike that impacts our business,
their job, so you're not passedto the next advisor and then
your advisor retires and nowyou've had 30 advisors and I
know that happened to my parentsa lot where they really
actually liked their advisor andthen all of a sudden they were
(17:14):
passed off to the next advisorand you call it or at least I
call it who's Lewis?
You like your advisor, it'sgoing well.
You hop into zoom one day andLewis is there and you're like
who the heck are you?
And you're like, oh, I'm yournew advisor.
And you're like well, how didthis happen?
And so I'm sorry if anyone outthere is Lewis and offended but
James, how do we make sure ouradvisors love their jobs?
Speaker 2 (17:37):
Yeah, you know, philosophically I think this
isn't like technically a corevalue.
This isn't like technically acore value, but one thing it's
when a client works with us,like that has to be viewed as an
enormous privilege one, butresponsibility two, like someone
(18:02):
trusting you to say, hey, Iwant you to help me with some of
my most cherished goals Maybethe most cherished goals that I
have and my ability to providefor them, that's an incredible
responsibility and it's it's anenormous honor to have that, and
so it has to be treated as such.
The way that we want to workwith you and serve you as your
advisor.
You have to take that sameapproach, I think, with your
team and mean'm like, oh my gosh, like it is such an honor that
(18:26):
these really talented people whocould be doing this at any firm
, because they're that qualified, that talented, like why do I
deserve to get to work withthese people?
This is the mindset I have alot of time because they're
awesome.
So, in the same way, we say,okay, like a client is never
forced to stay with us for therest of their life, but we're
going to treat every client wehave as a partnership for life
(18:49):
from the standpoint.
That's what we're going to giveto the relationship.
I think.
Same thing on the, the, the teammember side.
Uh, you know, ari, you could dothis on your own, every team
member, you could do this onyour own.
What can I do to make it soabundantly clear that root is
the best place in terms of whereyour talents could be best
utilized, of what compensationpotential could look like, of of
(19:10):
how you can best support yourfamily, how you can balance work
, like all these things?
There's no, you know, likegotchas, you know we're going to
set up some trick on the frontend or where you can't leave
ever, but the incentive is tosay, well, what could we do to
make Root the absolute bestplace to work?
And for clients who arelistening to this, prospective
clients listening to this, it'slike, oh well, who cares?
(19:31):
That's nothing to do with me,it's absolutely something to do
with you.
Who wants the?
I forget the name.
Who's Louis, who's Louie, who's?
What was the name?
You?
don't want that.
You don't want a round robin ofwho's your advisor.
We have to create a place, wehave to create an environment
where advisors and all of ourteam not even just advisors, but
(19:52):
operational staff, compliancestaff, people, sales, all that
stuff I feel like I I geteverything I want and more at
root, and I want to be here forthe rest of my career.
I've told the team that's likewe take team pictures at our
team events.
I can't wait for 10 years.
I can't wait.
I don't want 10 years to passby, but you know it's going to
be fun and my hope is that 10years from now, 20 years from
(20:13):
now, we can recreate some ofthose pictures, just to be like,
yeah, like we grew together, wedid this together, not because
anyone was forced to stay here,but because we created an
environment that people wantedto stay here.
And we're not perfect, like noone's.
But sometimes you listen topodcasts and people sound like,
oh, they got it all figured outand nothing's wrong.
We're not perfect.
You know that.
Like there's things that happen, but I think anytime things
(20:33):
happen, it's like we view it asokay.
That's an opportunity to getbetter.
How can we learn from that andget better.
And you know, up until nowwe've been fortunate.
We haven't had anyone that hasvoluntarily said, yeah, I'm
resigning from Root or leave.
At some point does someone as acompany grow, of course, like
that would be naive to thinkanything otherwise.
But how can we design somethingthat most people could say I
(20:54):
just I want to be here until Iretire.
Speaker 1 (20:57):
Yeah, I think the large reason for that is the
advisors get to choose who theywork with and we don't say you
have to work with this person.
Here's how many clients you.
We want the advisor to go.
When I see James's name on mycalendar, I'm excited for that
meeting Cause, even if you'renot in our industry, in the line
of work, you do.
We've all got a calendar and weall have that feeling.
When you see that name pull up,if that's a meeting you're
(21:18):
going, I can't wait to get anupdate from them.
Or it's one that you go, oh,I'm kind of anxious because I've
got that meeting in a few daysand we don't want our advisors
to have that feeling.
And so sometimes at thebeginning of a conversation with
either myself or Jay, we'llspeak to someone and go look,
I'm just not sure where the bestfit They'll go.
What do you mean?
I have $5 million and I'vewatched your videos and I just
(21:42):
think we're going to be perfect.
And we'll say look, we reallyneed to talk about this more.
I think this goes beyond youhaving the assets it's.
Are you someone that ouradvisor is going to want to work
with?
Are you the type of person thatyou go.
Yep, I think my wife is goingto connect, because a lot of you
guys reaching out, you're theones spearheading the financial
side, and we want to ask yourspouse, your partner hey, did
(22:05):
you have a lemonade standgrowing up?
What was money like?
Did you feel anxious when yourparents talked about money?
We want to go deeper than that.
So, james, there's a millionmore things I want to go into.
The next episode is really goingto be next week, where we talk
about what's the big differencebetween Root and other firms.
What do we want to do in thefuture?
Are we going to be adding ontravel tips?
(22:25):
Are we going to be adding ontravel tips?
Are we going to be adding onlifestyle?
What's that really going tolook like?
How do we make sure advisorsare ensuring that the service
continues?
Because it's one thing to startthat way, but how?
And has grown to.
A lead advisor now works withpeople at Root who reach out,
(22:53):
who have 10 million plus inassets.
So certainly want to divedeeper, james.
Anything you want to leaveanyone with this episode.
Speaker 2 (23:02):
No, a lot more to come.
I think, again, this is not atraditional episode, but and
again, for those of you whodidn't know, we're financial
advisors.
Surprise, we're financialadvisors and we, in the same way
, we want to say yeah, we wantto be very transparent about how
we do planning and work andalso here, here's how we're
running root, because we do wantit to be something that's
special.
We do want it to be somethingthat clients and prospective
(23:25):
clients and people who arefortunate enough to work with as
team members and colleaguesfeel like this is something I
want to be part of for a longtime, because there's some great
work to be done and we'reexcited to be able to get to do
it.
Speaker 1 (23:37):
Amazing, love this episode.
We will see you guys next week.
See y'all next time.
Speaker 2 (23:44):
The information presented is for educational
purposes only and is notintended as an offer or
solicitation for the sale orpurchase of any specific
securities, investments orinvestment strategies.
Investments involve risk andare not guaranteed.
Any mention of rates of returnare historical and illustrative
in nature and are not aguarantee of future returns.
Speaker 1 (24:01):
Past performance does not guarantee future
performance Viewers areencouraged to seek advice from a
qualified tax, legal orinvestment advisor professional
to determine whether anyinformation presented may be
suitable for their specificsituation Once again.
Speaker 2 (24:15):
I'm James Canole, founder of Root Financial, and
if you're interested in seeinghow we help our clients at Root
Financial get the most out oflife with their money, be sure
to visit us atwwwrootfinancialpartnerscom.
Speaker 1 (24:25):
Thank you all, as always for listening to the
Early Retirement Podcast.
I love getting to host theseshows and make different content
for you guys every single week.
I've not missed a single weekin years and that is because I
love getting to do this.
Now, please be smart about this.
Before you actually execute anystrategy that you see me talk
about or hear me talk about,should I say Please talk to your
(24:46):
financial advisor, your taxpreparer, your estate attorney.
Please be smart about this.
None of this should beconstrued as financial advice.
This is for fun, educational,informational purposes only.
Once again, just quickdisclaimer here.
Guys, please be smart aboutthis.
Appreciate you listening, asalways, and you can, of course,
submit a question on my website,earlyretirementpodcastcom, if
(25:10):
you, of course, want me toaddress a specific case study or
topic.
I will not promise I can get toit, but I respond to every
single person and if I find itwill be helpful for a lot of
people, I will absolutely makean episode on it.
At the very least give you someinsight.
That's it, Thanks guys.
This episode is not your standard episode.
Now, sometimes I know I'll saythat because I'll say actually
it's way better than my standardepisode.
We have a case study today andI'm trying to keep it exciting
as much as I can.
This is a behind-the-sceneslook today.
So if you want to potentiallywork with Root in the future, or
if you're currently workingwith Root, wondering how did we
(00:20):
select the advisor that you workwith and how do we even find
new advisors and how do we makesure our advisors enjoy their
lives so that they can hopefullybe your advisor forever and
you're not subject to what Icall is who's Lewis, which in
our industry is a big phrasewhere you like your advisor,
it's going well.
Then, all of a sudden, you'repassed off to Lewis and you're
like who the heck are you?
(00:41):
Well, what happened is maybethat advisor retired, maybe that
advisor said, hey, I want a newrole, and now you have to
interview someone every fiveyears into retirement, which
obviously is not ideal.
So we talk about how we selectthe advisors that work here at
Root and how we ensure everyadvisor, regardless of which one
you work with, is executing thephilosophy that James and I
talk about in our videos andpodcasts.
(01:02):
So I hope you enjoy this.
Behind the scenes, look andthat's it.
Enjoy.
Hey James, hey Ari, today isgoing to be a fun episode and
it's going to sound weird tohear this because you're a
humble guy, but a lot of peopleare reaching out to work at Root
because of what they're hearingfrom you on the YouTube channel
, on the podcast.
Similarly, people are reachingout enjoying the type of content
(01:25):
I'm putting out, and so a lotof you are wondering if I work
with Root, do I get Jamesone-on-one and is he going to
show up to my Christmas party oris Ari going to come?
And the answer is we'reinvolved.
But what we want to show todayis how do we select the advisors
that work at Root and what'sthe vibe and are you going to
get the same philosophy?
Does that differ from oneadvisor to the next?
(01:47):
It's going to be fun.
Speaker 2 (01:49):
It's going to be fun and usually our videos are about
some educational topic taxstrategies, investing,
retirement, whatever and today'sa little bit more of a sneak
peek behind the scenes at how dowe do what we do at Root.
How do we design things onpurpose to be different?
How do we design systems andstructures that are designed to
optimize the success of peopleinternally and the clients were
(02:10):
fortunate enough to serveexternally?
So if you're listening andsaying, hey, I'm looking for
Roth conversion strategiesawesome, we have lots of those
videos and we'll redirect youelsewhere to those.
But if you're listening andit's like, yeah, I'm kind of
curious about what happens atRoot and how are you growing and
doing things intentionally,We'll talk a lot about that
today and probably over the nextcouple of few episodes even.
Speaker 1 (02:32):
Yeah.
So I want to get into how do weeven hire advisors?
How do we find them, how dothey find us?
But before that, the process atRoot does every advisor just
guess.
Is there like a program?
How does that work?
Speaker 2 (02:46):
Yeah, we ran it.
This was something we put a lotof work into, because we do a
lot of videos, we do a lot ofpodcasts.
There's a very clear messagethat we talk about, which is,
you know, to put it simply, howdo you connect money with kind
of your life's purpose, withwhat you want to actually
accomplish and use your money?
Get the most out of life withyour money?
That being said, there's a tonof incredible advisors in this
(03:10):
industry that have a differentapproach, that have a different
philosophy, that have adifferent way of doing things,
and there's no problem with that.
Where there is a problem iswhen people say, hey, james,
that message resonated.
Or hey, ari, that messageresonated, I want an advisor
that takes that approach.
Well, the problem would be ifthere's an advisor at root that
is not on the same page in termsof the same ethos, the same
approach, the same way ofviewing money and the role it
(03:32):
plays in our lives.
And so we said we do need tocreate something where there's
consistency, you know where,regardless of who someone is
working with.
For people who are listening,who aren't aware, we have a
financial planning companycalled Root Financial.
So that's, if you're confused,that's what we're talking about.
And when people come to RootFinancial saying, hey, the
strategies you talk about, thisis awesome, this is how I want
(03:52):
to approach my planning, this ishow I want to approach my life.
I want an advisor to do thatwith me.
Well, if we have 10 of the bestadvisors in the industry, but
all ten have very different waysof doing this Ten different
investment philosophies, tendifferent tax planning
philosophies, ten different lifephilosophies there's not going
to be that congruence thatyou're looking for.
(04:12):
There's going to be adisconnect between what you
resonated with and what youthought you were going to get to
what you're actually getting.
So we invested really heavilyand by investing with time, with
money, with resources, withpeople, to say how do we build
out a structure, a trainingprogram we call it Root
University and what it is today,it's going to become far more
robust even as we continuedeveloping it.
(04:34):
To say, when you're running ameeting at Root whether anything
from a kickoff meeting to aninvestment meeting, to a tax
planning meeting what's the goal?
What are we trying to do there,how do we run that, how do we
prepare for that?
How do we follow up from that?
How does that connect to thenext meeting that we're going to
do.
How is in investing a lot intowhat is the actual process, you
(04:54):
know, after working with so manyhundreds of different people,
what's the right way to dothings Almost like the
foundational piece first, likethe.
You know there's a Maslow'shierarchy of needs.
It's almost like the hierarchyof financial planning when do
you start, then, once thatfoundation is there, where do
you go next, and then what, andthen what and how is everything
interconnected?
And how do you do things on anongoing basis?
(05:15):
And you know there's so muchI'm excited to even add onto
that.
But it's a process that we saylook, if you're an advisor at
Root, we're hiring you becauseyou're the best at what you do,
and here's how Root does it.
And we need to ensure there'sthat consistency of experience
so that people get that,regardless of which specific
advisor, all of whom areincredibly talented, but getting
the same consistent experience,same consistent philosophy
(05:37):
across the board.
Speaker 1 (05:39):
I think we should do 30 minutes on Root University,
which might be one of the futureepisodes.
Let's talk about how youactually hire these advisors.
And you're in that more than Iam, james, because I'm often
speaking to those of you thatare reaching out who are asking
me, and Jay, who's our clientsuccess manager here at Root.
That's who you talk to when youreach out for that first
(06:00):
conversation and you're saying,hey, do you guys outsource it to
ZipRecruiter or like Monstercomor Indeed, like how do you
actually find these advisors andwho's actually talking to them?
Is it you?
Is it James?
How does that work?
Speaker 2 (06:16):
I think hiring is one of the things I am most
involved with at this point.
No, we don't outsource any ofthat, and you know, like there's
a few things here.
Point no, we don't outsourceany of that, and there's a few
things here.
One is the same way that Rootgrows in terms of adding new
clients is primarily through letus put out into the world the
work that we're doing viaYouTube videos, via podcasts,
(06:38):
via the digital stuff.
This is how we do it, and 99%of you take this and do it on
your own, do it for free, likethat's great, but those of you
that are looking for an advisorto do it with, those are the
people that are coming in andsaying we want to work with Root
and we love working with them.
Same thing now, kind of on theon the industry side.
I think people see, oh, there'ssome cool things happening at
(06:58):
Root.
There's a fun group of peopleat Root.
I'm really good at what I do.
I want to do it with otherpeople who are really good at
what they do, to constantly getbetter, to constantly develop,
and so there's this inboundinterest from, I think, the
industry.
In the same way, there is thisinbound interest from
prospective clients who want towork with Root, which is great.
We don't have to go hire headhunters.
(07:20):
We don't have to go hire peopleto say, hey, go, try to like,
find us people.
We're desperate for people.
We have so many, and the hardpart is we have to say no to so
many qualified, talentedadvisors that I'm like I would
love for you to be at Root.
We just we have this abundanceof really incredible people and
we can only select a limited few.
So philosophically or I guessthat's one thing to note is we
(07:44):
have a lot of inbound interest,which is wonderful.
But then, number two, I thinkwith hiring, the ideal model is
we want to hire someone in moreof what we might call like an
associate level.
Where he come in, we need toknow that you have a capacity to
learn.
We need to know that yourcharacter, your values, your
integrity, what you value inlife, where you want to be with
(08:06):
your career that needs to alignwith Root.
But in terms of technicalproficiency, we don't need you
to be there yet.
We want to develop you.
We want to develop you the waythat we think planning should be
done.
We want you to come here andjust have so much incredible
development over your firstcouple of few years and then
organically become that leadadvisor that's working with
(08:28):
clients.
That being said, we have a lot.
One of our biggest challengesright now is we have way more
people reaching out people beingprospective clients reaching
out to work with us, than we canpossibly work with.
We just don't have the advisorbandwidth to take on everyone.
That comes to root today, so wecan't just say, okay, well,
(08:48):
we're going to hire a wholebunch of incredibly talented
associate advisors today andover the next two, three, four
years, we're going to developthem to the point that they're
just going to be the best, thebest lead advisors in the
industry.
For people listening, leadadvisor means like the person
who's actually leading therelationship, who's owning the
relationship, who's giving theadvice.
Associate is sitting in thosemeetings doing a lot of the
financial planning projections.
(09:09):
It's almost like anapprenticeship.
They're doing a lot of reallyvaluable work more so behind the
scenes than even in themeetings specifically which is
supporting the relationship,supporting the advisor.
But it's also to develop them,and so the ideal model is I
relate it to baseball a lot.
In baseball, you try to developwhat's called a great farm
system.
You draft somebody, they go tominor league ball triple A,
(09:33):
double A, single A and you coachthem, you develop them, you
work on their skills and so oneday they enter the big leagues
and they're an all-star.
That's the dream.
That's what we want to do.
We're at this point that weneed some free agents of hey, we
don't.
Yes, we're going to developthose people over two, three,
four year runway.
We also need some greatadvisors today to step in and,
(09:56):
yes, with training, yes, goingover our systems, yes, going
through Root University and allthat stuff.
But, in a more immediate way,step in and start working with
some of the clients that we have, because there's so many people
reaching out.
So the interview process forthat lead advisor coming in is
far more stringent.
It's way more difficult to getthrough no-transcript we have
(10:19):
way more people apply than canactually get in.
But for a lead advisor, forexample, we have an interview
that's about wait where do youwant to be?
Talk to like career aspirations, goals, vision, what do you
value?
Say this just philosophicallydo we align?
There's kind of a culturalinterview of it's really
important for us to enjoy thework that we get to do?
(10:39):
We want to optimize our fun ina lot of ways.
A part of fun is doing reallygreat work with great people
around you.
Part of fun is saying I feelreally good about the value
we're providing to clients.
Part of fun is saying we'redoing something in a way that's
different and is the only waythat I would ever want my
(11:02):
financials, or my parents'financials, or those I care
about, to ever be missed.
So there's that kind ofcultural fit interview.
This is this person, someonethat we would look forward to
spending time with at a teamretreat, someone that we would
look forward to doing great workwith.
And then another big part ofthe interview for someone coming
in as lead is like a skillsassessment where I personally
will role play with them, andit's a little uncomfortable at
(11:22):
times because it's, it's, I senda prompt and I'm, I'm, I'm a
prospect.
Hey, ari, um, here's my stuffand I don't give you much of a
what I'm going to ask in themeeting.
But we role play and I say, hey, ari, and I ask hard questions
and when you say somethingthat's not right, I, I, I keep
asking, keep asking, keep asking.
(11:45):
Really, to us, the sign of agreat advisor is someone that
doesn't need software to deliverexcellent financial advice.
Anyone can put stuff intosoftware and say, oh, the
software says this.
The software says retire thesoftware.
Well, anyone can do that.
I need an advisor thatunderstands the ins and the outs
of withdrawal strategies, ofwhy we invest the way we do, of
where and how to prioritizedifferent tax strategies, and so
(12:06):
I ask pretty hard-hittingquestions around that to see
could you step in and prettyquickly start delivering the
types of solutions, the type ofadvice that we deliver to
clients.
So that's for a lead advisor.
Sorry, I'm jumping around awhole bit here.
For associates it's far morelooking at do you have the
capacity to learn?
Do you have the ability tolearn?
Do you have the ability tolearn?
How well organized are you?
(12:26):
What's your communication?
All things that we look at forlead advisors we're not
screening as heavily for.
Could you be an awesomeadvisors?
Today we're not expecting thatit's more of.
Could we see you developinginto that all-star and we want
to draft you and get you intothe farm system single A, double
A, triple A for people againusing the baseball analogy and
then one day, yeah, you'recalled up and you're an all-star
(12:48):
and it works out superorganically.
So I am heavily involved.
There's no one that's joinedRoot that I haven't been part of
the interview process with, andthat's going to continue, as
I'm very heavily involvedbecause right now the biggest
thing is we get the right peopleon the team to help do the work
that we're doing.
Speaker 1 (13:06):
Amazing.
I want to talk about culturebecause that's a big part of
what's going on, but I want totell everyone a quick small
story about when James wasessentially doing the role
playing with me and I rememberbeing nervous for this, and
James and I were role playingand James said hey, ari, how
often would you rebalance?
And I remember I was studying Ithink I was in grad school at
(13:28):
the time and they said youshould rebalance quarterly.
History shows that's what'smost effective.
And I said okay, book says thatI'll do that.
I'm going to rebalancequarterly.
And then James asked me sorry,how often would you rebalance in
this situation?
And I was like slam dunk here.
Quarterly.
He goes.
Assume markets don't change atall.
What would you do?
I'm like uh, quarterly.
He goes.
Assume markets are supervolatile in one week and your
(13:52):
whole allocation is completelyout of whack.
What would you do?
I go uh, quarterly.
And so he didn't say anythingother than make me realize what
I just said was so incorrect,because it's not logical in any
capacity to not rebalance whenmarkets are being volatile.
And then if markets neverchanged which is unrealistic but
if that, why would yourebalance?
(14:13):
There'd be nothing to do.
So it's.
If you use a software, it mightsay rebalance quarterly,
rebalance monthly.
We need to be more dynamic thanthat.
Speaker 2 (14:22):
There's a saying I don't know if it's an actual
saying we kind of made it up,but I remember talking to Scott
about this.
The previous podcast of realfinancial planning begins where
the textbook answer ends.
Anyone can read a textbook.
Anyone can pass a certifiedfinancial planner designation.
I don't mean anyone says, oh,it's easy, no, it takes some
(14:44):
work.
But just because someone has acertified financial planner
designation to us is like atable stakes.
Yeah, if you want to be a leadadvisor at Root, you have to
have that.
But beyond that I don't know.
There's 100,000 CFPs, now great, what percentage of those would
(15:05):
I say?
Yeah, I feel comfortable withyou being a representation of
Root Financial and being able todeliver not just the financial
guidance and advice but just theoverall.
It's such a unique positionthat we're in.
We have a very intimate seat atthe table with our clients, in
the sense that, as a financialadvisor, you're talking about
things that that you maybe don'ttalk about with any other
person.
You're talking about dreams,hopes, challenges, spousal
(15:30):
communication, issues, all ofthese things, and so, as a
financial planner, you can'tjust know how to calculate what
a Sharpe ratio is.
Who cares?
You've got to be able todeliver real impactful stuff on
the financial side and the lifeside, and we try to screen
pretty heavily for that anddevelop pretty heavily for that
as well.
Speaker 1 (15:47):
In the episodes coming up.
We're gonna go deeper intowhat's the real difference
between Root and other firms andwhy are what we do?
Why do we feel that it's?
Why are we so passionate aboutthis?
Because a lot of people go.
Why do you and James love theseconversions things so much,
like we don't just love those,we love.
If we're smart with numbers,you can live a better life and
have more time with your spouse,and good luck quantifying that.
(16:09):
So part of what we do and thisis largely my role when someone
reaches out to Rue is we have aconversation, but does it make
sense to work with one another?
And I will get very transparentand hard hitting and say look,
what if something happens toyour advisor and they're like,
(16:32):
uh, I don't know?
Like, you tell me and we'll saylook, you have a few different
options.
You could go.
I love James so much he was theonly advisor I ever want.
I want no one else.
I'm going to manage my moneynow.
But you could also go.
Well, james was awesome, butI'm sure there's another advisor
at root that's awesome.
So I'm going to stick with theroot.
Or you could even go deeper andsay you know what?
Maybe I don't know quite yetMaybe I want to be my own
advisor, maybe I do this on myown, maybe it turns out that I'm
(16:53):
going to another firm, entirelylike that impacts our business,
their job, so you're not passedto the next advisor and then
your advisor retires and nowyou've had 30 advisors and I
know that happened to my parentsa lot where they really
actually liked their advisor andthen all of a sudden they were
(17:14):
passed off to the next advisorand you call it or at least I
call it who's Lewis?
You like your advisor, it'sgoing well.
You hop into zoom one day andLewis is there and you're like
who the heck are you?
And you're like, oh, I'm yournew advisor.
And you're like well, how didthis happen?
And so I'm sorry if anyone outthere is Lewis and offended but
James, how do we make sure ouradvisors love their jobs?
Speaker 2 (17:37):
Yeah, you know, philosophically I think this
isn't like technically a corevalue.
This isn't like technically acore value, but one thing it's
when a client works with us,like that has to be viewed as an
enormous privilege one, butresponsibility two, like someone
(18:02):
trusting you to say, hey, Iwant you to help me with some of
my most cherished goals Maybethe most cherished goals that I
have and my ability to providefor them, that's an incredible
responsibility and it's it's anenormous honor to have that, and
so it has to be treated as such.
The way that we want to workwith you and serve you as your
advisor.
You have to take that sameapproach, I think, with your
team and mean'm like, oh my gosh, like it is such an honor that
(18:26):
these really talented people whocould be doing this at any firm
, because they're that qualified, that talented, like why do I
deserve to get to work withthese people?
This is the mindset I have alot of time because they're
awesome.
So, in the same way, we say,okay, like a client is never
forced to stay with us for therest of their life, but we're
going to treat every client wehave as a partnership for life
(18:49):
from the standpoint.
That's what we're going to giveto the relationship.
I think.
Same thing on the, the, the teammember side.
Uh, you know, ari, you could dothis on your own, every team
member, you could do this onyour own.
What can I do to make it soabundantly clear that root is
the best place in terms of whereyour talents could be best
utilized, of what compensationpotential could look like, of of
(19:10):
how you can best support yourfamily, how you can balance work
, like all these things?
There's no, you know, likegotchas, you know we're going to
set up some trick on the frontend or where you can't leave
ever, but the incentive is tosay, well, what could we do to
make Root the absolute bestplace to work?
And for clients who arelistening to this, prospective
clients listening to this, it'slike, oh well, who cares?
(19:31):
That's nothing to do with me,it's absolutely something to do
with you.
Who wants the?
I forget the name.
Who's Louis, who's Louie, who's?
What was the name?
You?
don't want that.
You don't want a round robin ofwho's your advisor.
We have to create a place, wehave to create an environment
where advisors and all of ourteam not even just advisors, but
(19:52):
operational staff, compliancestaff, people, sales, all that
stuff I feel like I I geteverything I want and more at
root, and I want to be here forthe rest of my career.
I've told the team that's likewe take team pictures at our
team events.
I can't wait for 10 years.
I can't wait.
I don't want 10 years to passby, but you know it's going to
be fun and my hope is that 10years from now, 20 years from
(20:13):
now, we can recreate some ofthose pictures, just to be like,
yeah, like we grew together, wedid this together, not because
anyone was forced to stay here,but because we created an
environment that people wantedto stay here.
And we're not perfect, like noone's.
But sometimes you listen topodcasts and people sound like,
oh, they got it all figured outand nothing's wrong.
We're not perfect.
You know that.
Like there's things that happen, but I think anytime things
(20:33):
happen, it's like we view it asokay.
That's an opportunity to getbetter.
How can we learn from that andget better.
And you know, up until nowwe've been fortunate.
We haven't had anyone that hasvoluntarily said, yeah, I'm
resigning from Root or leave.
At some point does someone as acompany grow, of course, like
that would be naive to thinkanything otherwise.
But how can we design somethingthat most people could say I
(20:54):
just I want to be here until Iretire.
Speaker 1 (20:57):
Yeah, I think the large reason for that is the
advisors get to choose who theywork with and we don't say you
have to work with this person.
Here's how many clients you.
We want the advisor to go.
When I see James's name on mycalendar, I'm excited for that
meeting Cause, even if you'renot in our industry, in the line
of work, you do.
We've all got a calendar and weall have that feeling.
When you see that name pull up,if that's a meeting you're
(21:18):
going, I can't wait to get anupdate from them.
Or it's one that you go, oh,I'm kind of anxious because I've
got that meeting in a few daysand we don't want our advisors
to have that feeling.
And so sometimes at thebeginning of a conversation with
either myself or Jay, we'llspeak to someone and go look,
I'm just not sure where the bestfit They'll go.
What do you mean?
I have $5 million and I'vewatched your videos and I just
(21:42):
think we're going to be perfect.
And we'll say look, we reallyneed to talk about this more.
I think this goes beyond youhaving the assets it's.
Are you someone that ouradvisor is going to want to work
with?
Are you the type of person thatyou go.
Yep, I think my wife is goingto connect, because a lot of you
guys reaching out, you're theones spearheading the financial
side, and we want to ask yourspouse, your partner hey, did
(22:05):
you have a lemonade standgrowing up?
What was money like?
Did you feel anxious when yourparents talked about money?
We want to go deeper than that.
So, james, there's a millionmore things I want to go into.
The next episode is really goingto be next week, where we talk
about what's the big differencebetween Root and other firms.
What do we want to do in thefuture?
Are we going to be adding ontravel tips?
(22:25):
Are we going to be adding ontravel tips?
Are we going to be adding onlifestyle?
What's that really going tolook like?
How do we make sure advisorsare ensuring that the service
continues?
Because it's one thing to startthat way, but how?
And has grown to.
A lead advisor now works withpeople at Root who reach out,
(22:53):
who have 10 million plus inassets.
So certainly want to divedeeper, james.
Anything you want to leaveanyone with this episode.
Speaker 2 (23:02):
No, a lot more to come.
I think, again, this is not atraditional episode, but and
again, for those of you whodidn't know, we're financial
advisors.
Surprise, we're financialadvisors and we, in the same way
, we want to say yeah, we wantto be very transparent about how
we do planning and work andalso here, here's how we're
running root, because we do wantit to be something that's
special.
We do want it to be somethingthat clients and prospective
(23:25):
clients and people who arefortunate enough to work with as
team members and colleaguesfeel like this is something I
want to be part of for a longtime, because there's some great
work to be done and we'reexcited to be able to get to do
it.
Speaker 1 (23:37):
Amazing, love this episode.
We will see you guys next week.
See y'all next time.
Speaker 2 (23:44):
The information presented is for educational
purposes only and is notintended as an offer or
solicitation for the sale orpurchase of any specific
securities, investments orinvestment strategies.
Investments involve risk andare not guaranteed.
Any mention of rates of returnare historical and illustrative
in nature and are not aguarantee of future returns.
Speaker 1 (24:01):
Past performance does not guarantee future
performance Viewers areencouraged to seek advice from a
qualified tax, legal orinvestment advisor professional
to determine whether anyinformation presented may be
suitable for their specificsituation Once again.
Speaker 2 (24:15):
I'm James Canole, founder of Root Financial, and
if you're interested in seeinghow we help our clients at Root
Financial get the most out oflife with their money, be sure
to visit us atwwwrootfinancialpartnerscom.
Speaker 1 (24:25):
Thank you all, as always for listening to the
Early Retirement Podcast.
I love getting to host theseshows and make different content
for you guys every single week.
I've not missed a single weekin years and that is because I
love getting to do this.
Now, please be smart about this.
Before you actually execute anystrategy that you see me talk
about or hear me talk about,should I say Please talk to your
(24:46):
financial advisor, your taxpreparer, your estate attorney.
Please be smart about this.
None of this should beconstrued as financial advice.
This is for fun, educational,informational purposes only.
Once again, just quickdisclaimer here.
Guys, please be smart aboutthis.
Appreciate you listening, asalways, and you can, of course,
submit a question on my website,earlyretirementpodcastcom, if
(25:10):
you, of course, want me toaddress a specific case study or
topic.
I will not promise I can get toit, but I respond to every
single person and if I find itwill be helpful for a lot of
people, I will absolutely makean episode on it.
At the very least give you someinsight.
That's it, Thanks guys.
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