October 12, 2025 • 21 mins
Joe and Megan share more about Peak Retirement Planning!
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Episode Transcript
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Speaker 1 (00:00):
Further, so we broke down our foundations rent planning, and
this segment's all going to be about peak retirement planning.
And we've just got named the number one fastest growing
firm and a really private company.
Speaker 2 (00:10):
In Columbus, Ohio by Ink five thousand.
Speaker 1 (00:12):
What we were nationally, what was our rate nationally was like
seventy six or something.
Speaker 2 (00:16):
Nationally it was something around top one hundred.
Speaker 1 (00:19):
So we are a fast growing firm and we serve
those who are internear retirement fifties and sixties premierly who
are looking for more help on in more advanced retirement
planning concepts with you know, having the CPA in the
same house helping facilitate estate planning documents. You know, we
call it a one stop shop, so do everything for
the clients except cut their grass, as we always joke.
But in today's segment, we're going to break down just
(00:40):
what makes us us. You know a lot of our
clients ask us all the time, you know, what is
it like, you know working there? What do you guys
like behind the scenes. And we are a very fast
and hard working group of people, and we've got a
lot of high achievers, a lot of very ambitious people.
So we're going to break down some of the things
that make up tick and I think those that are,
(01:02):
you know, looking for an advisor team, I think it's
always really important to lift up the hood of the
people you're working with and what is their integrity are,
what's their character?
Speaker 2 (01:09):
What are they doing when no one's watching?
Speaker 1 (01:11):
And how you do anythings, how you do everything is
something that we talk about all the time, and so
we're going to break that down here. So maybe maybe
to start us off here, you know, kind of tell us,
you know, about the foundations and what do we look.
Speaker 2 (01:23):
For when we hire people.
Speaker 1 (01:25):
When we look at all over forty team members on
our team at this moment here when we're recording this
this radio segment, you know, what are those.
Speaker 3 (01:33):
Yeah, So we have a very rigorous hiring process. But
throughout the hiring process we are looking at three main
things and that is our three foundation So A plus player, Foxhole,
and rocket Ship And I'll break all of these down
and what they mean. So when someone is an A
plus player, we are looking for people who are either
the best at what they do or they are striving
(01:54):
to become the best at what they do. These are
people who are wanting to grow in all walks of
their life, not just Oh, I want to be the
best financial planner I can possibly be. I also want
to be the best wife or husband, father or daughter.
I want to grow in my spiritual walk, I want
to grow in my physical walk. I want to just
grow in every area of my life. That is what
(02:16):
an A plus player means to us. And then foxhol and.
Speaker 2 (02:19):
Real quick too on that.
Speaker 1 (02:19):
All I do on a plus player, it's just people
get things done like I mean very to like people
who are just really dynamic.
Speaker 2 (02:25):
Can you know they don't get overwhelmed, they don't.
Speaker 3 (02:28):
Get stressed, don't need their hand held.
Speaker 1 (02:30):
They're tough, you know, they understand that. You know, in
order to drive results you have to do hard things.
And I think that's something that really plays a part there.
Speaker 3 (02:40):
Yeah, and one more thing to touch on that since
you mentioned it is being results focused. We talk about
that a lot, and we'll touch on that here a
little bit later as well. But we are not a
company that is based upon effort. I don't be mad
at you for saying this. I don't really care how
hard you tried. I care about the result that you
were able to get and what does it take.
Speaker 4 (03:01):
To get that result.
Speaker 3 (03:02):
And so we always say, you know, for new team
members coming on, they're probably going to have to work
sixty to eighty hours to get forty hours of work
done because of the learning curve. But you know, as
a deficiency goes that that will flip flop. But we
are very much so focused on results because that is
what our clients deserve. Yeah, they don't care about how
(03:22):
much time we're spending on things. We care that we're
getting things done and that they don't have to worry
about it and that they can have peace of mind.
Speaker 4 (03:29):
Yeah.
Speaker 1 (03:29):
I don't think our clients pay us to you know,
hold their hand or to make them feel warm and
cozy and you know be nice to them.
Speaker 2 (03:37):
They want results.
Speaker 1 (03:39):
They want all of those things, of course, but like
if they don't have results, they don't want that. I
always say, like as a Christian that I would love
to have a Christian president, But if a Christian cannot
get the job done as a president, then that's not
the rule that they need to be in. And so
results are going to be very important, especially in our
(03:59):
business of managing people's life savings. It's not something that
we can just you know, do halfway and expect it
to be okay. I mean, these people work for thirty
forty years and are trusting us with everything, and we're
trusting us with that. But also what's going to get
passed to their you know, their spouse if they pass away,
or to their kids. So very very important responsibility.
Speaker 3 (04:17):
That we have absolutely and that second foundation we like
to call a foxhole. So what this means is you
are going to have your team members back. There's so
many examples and stories that I could share. It's actually
really funny. We had a team meeting where one of
our team members who is just die hard for Peak,
(04:38):
he came in with a sword and a shield, just representing,
you know, the fox hole. We joke about how you know,
every day we are going into battle with each other
and just always being willing to do anything that is
going to help the furtherment of PEAK and help our clients.
I don't ever hear anyone in the office saying, well,
(04:58):
that's not my job, well that's not my department, Like
you would get smacked if you said something like that.
Speaker 2 (05:03):
Oh you wouldn't. We can't say that.
Speaker 4 (05:07):
I'm a tar so.
Speaker 1 (05:10):
But anyways, you know, we always like it just if
you're selfish, then it's probably not going to work in
specific cultures. But I would also say, oh, it's just
because of how team oriented we are.
Speaker 2 (05:18):
I mean, heck, my mom works with us. You know,
my buddy from fourth grade.
Speaker 1 (05:21):
We've got you know what six or seven people from
Mount Vernon our college, and both Meg and I went
to work with us. Like we got what three team
members of siblings? That three team members or siblings. We've
got two advisors that are brothers. We've got a CPA
and an advisor that's.
Speaker 2 (05:34):
A brother that are brothers, So one big family. I
mean you got to you gotta obviously have that wherewithal
to really be there for each other.
Speaker 1 (05:41):
And we always say, like when we hire people, like
I want someone to be around for the next thirty
forty years to build together.
Speaker 2 (05:47):
I mean, there's just there's just such a fulfillment.
Speaker 1 (05:50):
With the work do we do for serving so many people,
And we always say we want to make an impact
not only in our team members' lives, provide them a
career that they can't find elsewhere that's going to be
exactly where they need to be. Because we're also not
a place for everyone to work right, it's hard to
work with us. We want people that want to challenge
but also like we have a huge impact in our
client size that we talked about, but also we are
disrupting the financial planning industry nationwide.
Speaker 2 (06:13):
I mean we are.
Speaker 1 (06:13):
I'm asked to speak on podcasts quite often or speak
at conferences on what makes us difference in the.
Speaker 2 (06:18):
Way to do financial planning in a more innovative way.
Speaker 1 (06:21):
So we feel like we've got a huge purpose and
we want people that want that.
Speaker 3 (06:25):
Yeah, and I want to spend just an extra moment
here as well of when it comes to being selfless
too and just that family feel Joe.
Speaker 4 (06:34):
We have a lot of new.
Speaker 3 (06:36):
Young team members and some transplants as well of people
who are not from this area. And what I love,
what I've heard so often throughout the office is people
at Peak care about me outside of work as well.
They care about things that are that are going on
in my life. And I feel like the best way
to sum this all up is it's really a sense
(06:57):
of community and we really take a lot of pride
in that, especially for you know, people who maybe don't
have a ton of friends or family or support system
because they move to this area to work specifically for
Peak love being able to have that sense of community.
And I say this all the time. You know, Iron
Shirpen's Iron, but we get to surround ourselves every single day.
(07:18):
I feel so so blessed every single day because I'm
not just surrounded by positive, hard working people. I'm surrounded
by people who you know, what's the rule, the product
of the five closest people that you spend your time with.
And I'm so grateful that people that I spend eight
plus hours with every single day, week after week are
(07:40):
really pouring into me in all walks of my life.
They're holding me accountable, they are helping me become the
best version of myself. And it's not just in a
work context. And I just think that that is very unique.
It's very special, and it's something that I really strive
to never take for granted and really help encourage our
team too as well.
Speaker 2 (07:59):
Yeah, it's borked down. The last foundation, which is my favorite,
which is rocket ship.
Speaker 4 (08:03):
Rocket ship.
Speaker 3 (08:04):
So we have a saying when you're asked to, just
when you're asked to get out of rocket ship, just
get on. And so I actually just did a LinkedIn
post about this the other week when I was asked
to get on a zamboni and I said, it's just
like our rocket ship, saying when you're asked to get on,
you just get on. But really this is just people
seeing our vision. Like Joe said, we have a vision
(08:26):
to disrupt the financial planning industry, to provide incredible opportunities
to our team members, but also to provide incredible service
to our clients. And people who see that mission and
that vision and they just want to be a part
of it.
Speaker 1 (08:41):
You know.
Speaker 4 (08:41):
For example, Joe.
Speaker 3 (08:43):
And I just had a candidate dinner, which is a
step in our hiring process before we bring someone in
to do a full day shadow experience with us. But
we're just talking about how, you know, ultimately a lot
of people they may be coming out of college not
knowing exactly what they want, but what we see in
a lot of candidates is they just want to be
(09:04):
a part of Peak and they are willing to do
whatever role that looks like. Maybe they want to try
or test out a couple of things.
Speaker 4 (09:13):
They just want to be on the bus and we'll
figure out the seat later.
Speaker 3 (09:17):
That way, we can make sure that they're using their
their god given talents and abilities to the to the
best of our use. But people people see the growth,
they see the vision. They want to be a part
of something bigger than themselves.
Speaker 1 (09:31):
Yeah, I mean, someone who's just looking for a nine
to five is not going to be great now that
peak retirement.
Speaker 4 (09:37):
We will cheer you up and spit you out.
Speaker 2 (09:40):
The culture will. Megan's not going to do that. I might,
but like, I mean, I think that's just key for.
Speaker 1 (09:47):
Anyone that's looking for a job or that knows someone
looking for a job. It's it's all about finding the
place where you feel at home. And I know, like Megan,
when you, you know, first started working with us, that's
something you said all the time. It's like, this is
my place, these are my people, this is what I'm
meant to do.
Speaker 2 (10:03):
You know.
Speaker 1 (10:03):
Like I was at another place before I started Peaker's
Hignment where I felt like I was twiddling my thumbs during.
Speaker 2 (10:08):
The day because there's not enough activity, there wasn't enough
work to do. It was just not ran really well.
Speaker 1 (10:13):
And so this was an opportunity for me to like
really utilize my god given talents in the way that
I feel could be the most fulfilling and purposeful impact.
Speaker 2 (10:22):
So I know that's something that you always say as well.
Speaker 3 (10:25):
Yeah, absolutely, I you know it's hard to move and
to start over in a new place. I grew up
in Ohio, but I was not familiar to Columbus. But
I can wholeheartedly say that picking up everything and moving
cross country from Texas to Ohio was hands down one
of the best decisions that I've made. To agree with you, Joe,
(10:46):
I feel like I am using my God given talents
and abilities every single day.
Speaker 4 (10:51):
But I also I'm so grateful. I'm gonna try not to.
Speaker 3 (10:55):
Get emotional here, but I feel like I've discovered gifts,
talents and abilities that I had that I either didn't
know that maybe I had, or I didn't know that
I had them to the capacity and the extent that
I did. And the reason I discovered that is because
Pete gave me the opportunity to discover that I was empowered.
(11:18):
I was given opportunities that maybe I didn't deserve or
wasn't qualified for per se. But I'm just so so grateful,
and I think home is the best way to describe it.
I love what I do. I love the impact that
I get to have.
Speaker 4 (11:35):
I love our.
Speaker 3 (11:35):
Team, I love being around our team, I love being
at work every day. But I just genuinely love the purpose.
It is such a beautiful thing when you can just
find extreme purpose and impact with what you're doing.
Speaker 1 (11:50):
Yeah, I mean, Megan's very humble and knowing that, you know,
she just puts all the credit on Peak side of
giving this opportunity, which yeah, that's true, but you know,
Megan's also created that opportunity for herself and hard working
and putting an extra time, having the extreme conviction and
what we're doing, and you know, leading.
Speaker 2 (12:04):
Others to do the same.
Speaker 1 (12:05):
So you know, a lot of that comes to those
who are are willing to put in the work. Megan
you put together, you know, and help deliver our Peak
boot Camp.
Speaker 2 (12:13):
And that's something we.
Speaker 1 (12:14):
Do for all of our new team members who join
within the first month that they're with us, and I
think they're doing like push ups and running around the office.
Speaker 2 (12:23):
I think is what I heard.
Speaker 3 (12:24):
Oh I wish not quite yet, but we're running.
Speaker 2 (12:28):
It's worse. It's worse than that, right, So Peak.
Speaker 3 (12:32):
Boot Camp, Oh my goodness, this was my baby for
the last month or so. Here a lot of prep
work heart, blood, to sweat and tears. All of the
things went into this, And the main intention and purpose
for this is how do we help new team members
become more successful more quickly when they when they are
(12:55):
starting at peak. How can they learn from every mistake
that Joe or I or other team members have made,
and also to how can they learn from the success
principles that we've either learned through mentors or experience and
really pick up on a lot of things quickly, but
really just being so intentional to pour into our team
and make sure that they understand expectations, our standards.
Speaker 4 (13:19):
What is acceptable, what is not acceptable?
Speaker 3 (13:21):
What does we say all the time we work really
hard and we run really fast, but what does that be?
What does that tangibly look like on a daily basis?
Speaker 1 (13:29):
Because client's getting served? Yes, see, why did the our
mistakes mean so much? Why do you if you'd make
a mistake with a client and that can cost them
ten thousand dollars, why does that matter? So? You know,
I think that's really important And I personally sit in
on all those because I just think it's so important
to set the expectation.
Speaker 2 (13:46):
In the tone early on of what we're all about.
Speaker 1 (13:47):
And it's it goes into our mission too, like our
why and also, like you know, customer service is extremely
important to us to overdeliver for people we work with,
so we go into how to do that, as megan saying.
And then something we also do for advisors is what
we call peak you, and that's a you know what,
almost three to four month process where they are just
(14:08):
going through so much retirement planning and information.
Speaker 2 (14:11):
They're going through classes, they're.
Speaker 1 (14:12):
Going through doing homework, they're doing you know, challenge tasks
to show that they are actually learning what they do.
And we won't let someone sit in front of a
client until they have gone through that entire process.
Speaker 2 (14:24):
And that's basically all of the more.
Speaker 1 (14:25):
Advanced stuff that we do for clients, so we can
ensure when we have an advisor sit in front of
a client, they are going to get the job done.
So maybe tell us more about peaqu.
Speaker 3 (14:39):
So one thing that I will say about peequ is
we do not do participation awards. I was just sitting
in a peak you the other day, and if you
are not participating, if you are not adding value, if
you are not on top of it, We're going to
have a conversation because that's just not acceptable. But it
is really cool to just know. I can't tell you
(15:02):
how many advisors or aspiring advisors come through our hiring
process where they are really worried about not having proper training.
They are worried about not having experience, and PEAK use
a phenomenal place for them to be able to hear
stories and get very end depth training.
Speaker 2 (15:18):
Yeah.
Speaker 1 (15:18):
When I first came in the industry, I did not
have the type of training experience we have here, and
about ten percent of advisors out of college fail or
make it because of the It's so hard. But you know,
we've tried to create an environment where that's not going
to be an issue. So what we're going to get
into on the next segment here is the ten PEAK
standards that we will live by at our firm. I
think a lot of people are going to find a
lot of interest in so we'll be right back here.
(15:39):
Joe Schmidz, Meghan Caaspery, Peak retirment planning.
Speaker 3 (15:41):
This is six to ten WTVNUR and responsibility. It is
something that we do not take lightly, and we have
these standards in place to ensure that that is happening.
But also too one thing we love at peak. It
serves with an A is accountability, and when you have
clear outline standards and things for people to follow, it's
(16:04):
so easy to have accountability. I can say Joe standard
number one, and he knows exactly what I'm talking about,
and he knows if he's missing the mark on something.
Speaker 4 (16:13):
And so the.
Speaker 3 (16:14):
First one here probably one of my favorites, just because
it goes right along with, you know, just being servet
minded and hearted, but also just really being focused on
having purpose, and so it is purpose bigger than ourselves.
Speaker 4 (16:30):
You know, Joe.
Speaker 3 (16:31):
Probably won't share this, but I'm talking right now, so
I'm going to.
Speaker 2 (16:35):
Oh, no, there, be careful. It's coming out of her mouth.
Crazy thing.
Speaker 1 (16:41):
My mom actually let me just share it. My mom
just text us. She said, you are doing great. Chew
you up and spit you out. That was a comment
that Megan made.
Speaker 3 (16:50):
It's going to go up on the quote board.
Speaker 1 (16:53):
Has has Megan been smacking people? We'll have to keep
an eye on her. So my mom is pretty.
Speaker 3 (17:00):
So I promise I haven't laid hands on anyone. I
think I did threat threaten to punching throughout a couple
of times Joe, but that's just Joe, that's not anyone else,
so that doesn't really count.
Speaker 2 (17:12):
Okay, so get into it. We're all ready.
Speaker 3 (17:14):
Now, yes, okay, So no, this is kind of this
is more of a compliment to you because I know
that you're humble and you would never say this yourself.
But you know, I wouldn't say that Joe could have
been selfish. I don't think selfish is the right word.
I would say more so like small minded, and really
just could have just had his own practice, gone out
(17:35):
on his own a service, maybe a hundred clients, and
have a really good lifestyle and income. But as you
guys all know, Joe has a huge calling on his
life and has just been blessed with some incredible talents
and abilities and knows when he is not living up
to his full potential and full purpose, and just had
(17:56):
a huge dream and had to make a ton of sacrifices,
had to take a ton of risk, had to put
in a lot of hard work in order to make
Peak it what it is today. But because of that,
we are able to serve and help so many more people.
We are able to have incredible opportunities for team members,
(18:21):
and like we mentioned earlier, we really get to help
raise the bar and raise the standard across our industry
and make an impact there. And so I always like
to share this with people because I think it is
really special.
Speaker 4 (18:35):
He could have done that, but.
Speaker 3 (18:36):
He didn't, and I know, I, for one, am very
grateful for that because I want to be here had
that not been the case.
Speaker 1 (18:43):
So yeah, and something else on here too, Like we
have Christian standards and values that we try to live
out on our every day with the business and just
ensuring that we're you know, glorifying God and everything that
we're doing. And so you know, Psalm's twenty four to
one says that God owns everything and we're just here
to be the best stewards of what we've been given
and been blessed with. So in my mind, it's kind
of an obligation. It's responsibility to ensure that I'm using
(19:06):
those gifts the right way, and it's awesome to see
the impacts through that. So that's the number one purpose
bigger than ourselves. The second standard is best, not the biggest.
Speaker 2 (19:15):
What do we mean by that?
Speaker 3 (19:17):
This is one of my other favorites as well. I
feel like I'm probably going to say that about every
single one. So I apologize in advance, but we are
not going to water down our service to our clients
for the sake of growth.
Speaker 4 (19:30):
That is why we hire a head.
Speaker 3 (19:32):
We are hiring three to six months ahead so that
we can support our growth. But we really want to
have that farm to table feel. The only thing that
people should know about our growth is it just means
we get to serve more people and help more people
to the same standard that everyone else is being served us.
Speaker 4 (19:52):
Growing does not.
Speaker 3 (19:53):
Mean that that clients are going to receive less service,
and so that farm to table feel. And we always joke,
even though Joe loves loves McDonald's, which that's a whole
nother story for itself, when he was with Mindy at
the airport after filming some TV segments and it was
the only thing open.
Speaker 4 (20:11):
But we we want.
Speaker 3 (20:12):
To have that just cut above first class service.
Speaker 1 (20:16):
Yeah, And we always like tell clients like, you know,
we've had clients that were with us from the very
beginning with just me and I. You know, they say, wow,
we're kind of worried about your growth over all these years.
And I always ask him, so have you seen the
level of service go down? And they go, no, it's
actually gotten better. And I think that's exactly what I'll
expect to hear. And I always tell him, if you
ever do not get that or get what you are promised,
make sure you come to me specifically, because I'll make
(20:36):
sure it's right. Because even though we can add, you know,
forty clients a week, right now, we have thirty forty
people reaching out to us every single week, we've made
it a commitment to only bring on about ten to
twelve clients a week to make sure that we can
serve them well and give them exactly what we're we're
saying they're gonna get. So, I mean, it would be
nice to just grow profits and open up offices all
around across the country, but it doesn't necessarily meet our
(20:57):
goal of giving the best service possible, which is number one.
And then our third standard here is everything matters. And
we'll talk about this one when we come back from
break but we're gonna get into the rest of the
peak standards here, but a lot to break down here.
This is Joe Schmidz, Meghan Casterbery peak retirement planning, and
we'll catch you back here soon
Further, so we broke down our foundations rent planning, and
this segment's all going to be about peak retirement planning.
And we've just got named the number one fastest growing
firm and a really private company.
Speaker 2 (00:10):
In Columbus, Ohio by Ink five thousand.
Speaker 1 (00:12):
What we were nationally, what was our rate nationally was like
seventy six or something.
Speaker 2 (00:16):
Nationally it was something around top one hundred.
Speaker 1 (00:19):
So we are a fast growing firm and we serve
those who are internear retirement fifties and sixties premierly who
are looking for more help on in more advanced retirement
planning concepts with you know, having the CPA in the
same house helping facilitate estate planning documents. You know, we
call it a one stop shop, so do everything for
the clients except cut their grass, as we always joke.
But in today's segment, we're going to break down just
(00:40):
what makes us us. You know a lot of our
clients ask us all the time, you know, what is
it like, you know working there? What do you guys
like behind the scenes. And we are a very fast
and hard working group of people, and we've got a
lot of high achievers, a lot of very ambitious people.
So we're going to break down some of the things
that make up tick and I think those that are,
(01:02):
you know, looking for an advisor team, I think it's
always really important to lift up the hood of the
people you're working with and what is their integrity are,
what's their character?
Speaker 2 (01:09):
What are they doing when no one's watching?
Speaker 1 (01:11):
And how you do anythings, how you do everything is
something that we talk about all the time, and so
we're going to break that down here. So maybe maybe
to start us off here, you know, kind of tell us,
you know, about the foundations and what do we look.
Speaker 2 (01:23):
For when we hire people.
Speaker 1 (01:25):
When we look at all over forty team members on
our team at this moment here when we're recording this
this radio segment, you know, what are those.
Speaker 3 (01:33):
Yeah, So we have a very rigorous hiring process. But
throughout the hiring process we are looking at three main
things and that is our three foundation So A plus player, Foxhole,
and rocket Ship And I'll break all of these down
and what they mean. So when someone is an A
plus player, we are looking for people who are either
the best at what they do or they are striving
(01:54):
to become the best at what they do. These are
people who are wanting to grow in all walks of
their life, not just Oh, I want to be the
best financial planner I can possibly be. I also want
to be the best wife or husband, father or daughter.
I want to grow in my spiritual walk, I want
to grow in my physical walk. I want to just
grow in every area of my life. That is what
(02:16):
an A plus player means to us. And then foxhol and.
Speaker 2 (02:19):
Real quick too on that.
Speaker 1 (02:19):
All I do on a plus player, it's just people
get things done like I mean very to like people
who are just really dynamic.
Speaker 2 (02:25):
Can you know they don't get overwhelmed, they don't.
Speaker 3 (02:28):
Get stressed, don't need their hand held.
Speaker 1 (02:30):
They're tough, you know, they understand that. You know, in
order to drive results you have to do hard things.
And I think that's something that really plays a part there.
Speaker 3 (02:40):
Yeah, and one more thing to touch on that since
you mentioned it is being results focused. We talk about
that a lot, and we'll touch on that here a
little bit later as well. But we are not a
company that is based upon effort. I don't be mad
at you for saying this. I don't really care how
hard you tried. I care about the result that you
were able to get and what does it take.
Speaker 4 (03:01):
To get that result.
Speaker 3 (03:02):
And so we always say, you know, for new team
members coming on, they're probably going to have to work
sixty to eighty hours to get forty hours of work
done because of the learning curve. But you know, as
a deficiency goes that that will flip flop. But we
are very much so focused on results because that is
what our clients deserve. Yeah, they don't care about how
(03:22):
much time we're spending on things. We care that we're
getting things done and that they don't have to worry
about it and that they can have peace of mind.
Speaker 4 (03:29):
Yeah.
Speaker 1 (03:29):
I don't think our clients pay us to you know,
hold their hand or to make them feel warm and
cozy and you know be nice to them.
Speaker 2 (03:37):
They want results.
Speaker 1 (03:39):
They want all of those things, of course, but like
if they don't have results, they don't want that. I
always say, like as a Christian that I would love
to have a Christian president, But if a Christian cannot
get the job done as a president, then that's not
the rule that they need to be in. And so
results are going to be very important, especially in our
(03:59):
business of managing people's life savings. It's not something that
we can just you know, do halfway and expect it
to be okay. I mean, these people work for thirty
forty years and are trusting us with everything, and we're
trusting us with that. But also what's going to get
passed to their you know, their spouse if they pass away,
or to their kids. So very very important responsibility.
Speaker 3 (04:17):
That we have absolutely and that second foundation we like
to call a foxhole. So what this means is you
are going to have your team members back. There's so
many examples and stories that I could share. It's actually
really funny. We had a team meeting where one of
our team members who is just die hard for Peak,
(04:38):
he came in with a sword and a shield, just representing,
you know, the fox hole. We joke about how you know,
every day we are going into battle with each other
and just always being willing to do anything that is
going to help the furtherment of PEAK and help our clients.
I don't ever hear anyone in the office saying, well,
(04:58):
that's not my job, well that's not my department, Like
you would get smacked if you said something like that.
Speaker 2 (05:03):
Oh you wouldn't. We can't say that.
Speaker 4 (05:07):
I'm a tar so.
Speaker 1 (05:10):
But anyways, you know, we always like it just if
you're selfish, then it's probably not going to work in
specific cultures. But I would also say, oh, it's just
because of how team oriented we are.
Speaker 2 (05:18):
I mean, heck, my mom works with us. You know,
my buddy from fourth grade.
Speaker 1 (05:21):
We've got you know what six or seven people from
Mount Vernon our college, and both Meg and I went
to work with us. Like we got what three team
members of siblings? That three team members or siblings. We've
got two advisors that are brothers. We've got a CPA
and an advisor that's.
Speaker 2 (05:34):
A brother that are brothers, So one big family. I
mean you got to you gotta obviously have that wherewithal
to really be there for each other.
Speaker 1 (05:41):
And we always say, like when we hire people, like
I want someone to be around for the next thirty
forty years to build together.
Speaker 2 (05:47):
I mean, there's just there's just such a fulfillment.
Speaker 1 (05:50):
With the work do we do for serving so many people,
And we always say we want to make an impact
not only in our team members' lives, provide them a
career that they can't find elsewhere that's going to be
exactly where they need to be. Because we're also not
a place for everyone to work right, it's hard to
work with us. We want people that want to challenge
but also like we have a huge impact in our
client size that we talked about, but also we are
disrupting the financial planning industry nationwide.
Speaker 2 (06:13):
I mean we are.
Speaker 1 (06:13):
I'm asked to speak on podcasts quite often or speak
at conferences on what makes us difference in the.
Speaker 2 (06:18):
Way to do financial planning in a more innovative way.
Speaker 1 (06:21):
So we feel like we've got a huge purpose and
we want people that want that.
Speaker 3 (06:25):
Yeah, and I want to spend just an extra moment
here as well of when it comes to being selfless
too and just that family feel Joe.
Speaker 4 (06:34):
We have a lot of new.
Speaker 3 (06:36):
Young team members and some transplants as well of people
who are not from this area. And what I love,
what I've heard so often throughout the office is people
at Peak care about me outside of work as well.
They care about things that are that are going on
in my life. And I feel like the best way
to sum this all up is it's really a sense
(06:57):
of community and we really take a lot of pride
in that, especially for you know, people who maybe don't
have a ton of friends or family or support system
because they move to this area to work specifically for
Peak love being able to have that sense of community.
And I say this all the time. You know, Iron
Shirpen's Iron, but we get to surround ourselves every single day.
(07:18):
I feel so so blessed every single day because I'm
not just surrounded by positive, hard working people. I'm surrounded
by people who you know, what's the rule, the product
of the five closest people that you spend your time with.
And I'm so grateful that people that I spend eight
plus hours with every single day, week after week are
(07:40):
really pouring into me in all walks of my life.
They're holding me accountable, they are helping me become the
best version of myself. And it's not just in a
work context. And I just think that that is very unique.
It's very special, and it's something that I really strive
to never take for granted and really help encourage our
team too as well.
Speaker 2 (07:59):
Yeah, it's borked down. The last foundation, which is my favorite,
which is rocket ship.
Speaker 4 (08:03):
Rocket ship.
Speaker 3 (08:04):
So we have a saying when you're asked to, just
when you're asked to get out of rocket ship, just
get on. And so I actually just did a LinkedIn
post about this the other week when I was asked
to get on a zamboni and I said, it's just
like our rocket ship, saying when you're asked to get on,
you just get on. But really this is just people
seeing our vision. Like Joe said, we have a vision
(08:26):
to disrupt the financial planning industry, to provide incredible opportunities
to our team members, but also to provide incredible service
to our clients. And people who see that mission and
that vision and they just want to be a part
of it.
Speaker 1 (08:41):
You know.
Speaker 4 (08:41):
For example, Joe.
Speaker 3 (08:43):
And I just had a candidate dinner, which is a
step in our hiring process before we bring someone in
to do a full day shadow experience with us. But
we're just talking about how, you know, ultimately a lot
of people they may be coming out of college not
knowing exactly what they want, but what we see in
a lot of candidates is they just want to be
(09:04):
a part of Peak and they are willing to do
whatever role that looks like. Maybe they want to try
or test out a couple of things.
Speaker 4 (09:13):
They just want to be on the bus and we'll
figure out the seat later.
Speaker 3 (09:17):
That way, we can make sure that they're using their
their god given talents and abilities to the to the
best of our use. But people people see the growth,
they see the vision. They want to be a part
of something bigger than themselves.
Speaker 1 (09:31):
Yeah, I mean, someone who's just looking for a nine
to five is not going to be great now that
peak retirement.
Speaker 4 (09:37):
We will cheer you up and spit you out.
Speaker 2 (09:40):
The culture will. Megan's not going to do that. I might,
but like, I mean, I think that's just key for.
Speaker 1 (09:47):
Anyone that's looking for a job or that knows someone
looking for a job. It's it's all about finding the
place where you feel at home. And I know, like Megan,
when you, you know, first started working with us, that's
something you said all the time. It's like, this is
my place, these are my people, this is what I'm
meant to do.
Speaker 2 (10:03):
You know.
Speaker 1 (10:03):
Like I was at another place before I started Peaker's
Hignment where I felt like I was twiddling my thumbs during.
Speaker 2 (10:08):
The day because there's not enough activity, there wasn't enough
work to do. It was just not ran really well.
Speaker 1 (10:13):
And so this was an opportunity for me to like
really utilize my god given talents in the way that
I feel could be the most fulfilling and purposeful impact.
Speaker 2 (10:22):
So I know that's something that you always say as well.
Speaker 3 (10:25):
Yeah, absolutely, I you know it's hard to move and
to start over in a new place. I grew up
in Ohio, but I was not familiar to Columbus. But
I can wholeheartedly say that picking up everything and moving
cross country from Texas to Ohio was hands down one
of the best decisions that I've made. To agree with you, Joe,
(10:46):
I feel like I am using my God given talents
and abilities every single day.
Speaker 4 (10:51):
But I also I'm so grateful. I'm gonna try not to.
Speaker 3 (10:55):
Get emotional here, but I feel like I've discovered gifts,
talents and abilities that I had that I either didn't
know that maybe I had, or I didn't know that
I had them to the capacity and the extent that
I did. And the reason I discovered that is because
Pete gave me the opportunity to discover that I was empowered.
(11:18):
I was given opportunities that maybe I didn't deserve or
wasn't qualified for per se. But I'm just so so grateful,
and I think home is the best way to describe it.
I love what I do. I love the impact that
I get to have.
Speaker 4 (11:35):
I love our.
Speaker 3 (11:35):
Team, I love being around our team, I love being
at work every day. But I just genuinely love the purpose.
It is such a beautiful thing when you can just
find extreme purpose and impact with what you're doing.
Speaker 1 (11:50):
Yeah, I mean, Megan's very humble and knowing that, you know,
she just puts all the credit on Peak side of
giving this opportunity, which yeah, that's true, but you know,
Megan's also created that opportunity for herself and hard working
and putting an extra time, having the extreme conviction and
what we're doing, and you know, leading.
Speaker 2 (12:04):
Others to do the same.
Speaker 1 (12:05):
So you know, a lot of that comes to those
who are are willing to put in the work. Megan
you put together, you know, and help deliver our Peak
boot Camp.
Speaker 2 (12:13):
And that's something we.
Speaker 1 (12:14):
Do for all of our new team members who join
within the first month that they're with us, and I
think they're doing like push ups and running around the office.
Speaker 2 (12:23):
I think is what I heard.
Speaker 3 (12:24):
Oh I wish not quite yet, but we're running.
Speaker 2 (12:28):
It's worse. It's worse than that, right, So Peak.
Speaker 3 (12:32):
Boot Camp, Oh my goodness, this was my baby for
the last month or so. Here a lot of prep
work heart, blood, to sweat and tears. All of the
things went into this, And the main intention and purpose
for this is how do we help new team members
become more successful more quickly when they when they are
(12:55):
starting at peak. How can they learn from every mistake
that Joe or I or other team members have made,
and also to how can they learn from the success
principles that we've either learned through mentors or experience and
really pick up on a lot of things quickly, but
really just being so intentional to pour into our team
and make sure that they understand expectations, our standards.
Speaker 4 (13:19):
What is acceptable, what is not acceptable?
Speaker 3 (13:21):
What does we say all the time we work really
hard and we run really fast, but what does that be?
What does that tangibly look like on a daily basis?
Speaker 1 (13:29):
Because client's getting served? Yes, see, why did the our
mistakes mean so much? Why do you if you'd make
a mistake with a client and that can cost them
ten thousand dollars, why does that matter? So? You know,
I think that's really important And I personally sit in
on all those because I just think it's so important
to set the expectation.
Speaker 2 (13:46):
In the tone early on of what we're all about.
Speaker 1 (13:47):
And it's it goes into our mission too, like our
why and also, like you know, customer service is extremely
important to us to overdeliver for people we work with,
so we go into how to do that, as megan saying.
And then something we also do for advisors is what
we call peak you, and that's a you know what,
almost three to four month process where they are just
(14:08):
going through so much retirement planning and information.
Speaker 2 (14:11):
They're going through classes, they're.
Speaker 1 (14:12):
Going through doing homework, they're doing you know, challenge tasks
to show that they are actually learning what they do.
And we won't let someone sit in front of a
client until they have gone through that entire process.
Speaker 2 (14:24):
And that's basically all of the more.
Speaker 1 (14:25):
Advanced stuff that we do for clients, so we can
ensure when we have an advisor sit in front of
a client, they are going to get the job done.
So maybe tell us more about peaqu.
Speaker 3 (14:39):
So one thing that I will say about peequ is
we do not do participation awards. I was just sitting
in a peak you the other day, and if you
are not participating, if you are not adding value, if
you are not on top of it, We're going to
have a conversation because that's just not acceptable. But it
is really cool to just know. I can't tell you
(15:02):
how many advisors or aspiring advisors come through our hiring
process where they are really worried about not having proper training.
They are worried about not having experience, and PEAK use
a phenomenal place for them to be able to hear
stories and get very end depth training.
Speaker 2 (15:18):
Yeah.
Speaker 1 (15:18):
When I first came in the industry, I did not
have the type of training experience we have here, and
about ten percent of advisors out of college fail or
make it because of the It's so hard. But you know,
we've tried to create an environment where that's not going
to be an issue. So what we're going to get
into on the next segment here is the ten PEAK
standards that we will live by at our firm. I
think a lot of people are going to find a
lot of interest in so we'll be right back here.
(15:39):
Joe Schmidz, Meghan Caaspery, Peak retirment planning.
Speaker 3 (15:41):
This is six to ten WTVNUR and responsibility. It is
something that we do not take lightly, and we have
these standards in place to ensure that that is happening.
But also too one thing we love at peak. It
serves with an A is accountability, and when you have
clear outline standards and things for people to follow, it's
(16:04):
so easy to have accountability. I can say Joe standard
number one, and he knows exactly what I'm talking about,
and he knows if he's missing the mark on something.
Speaker 4 (16:13):
And so the.
Speaker 3 (16:14):
First one here probably one of my favorites, just because
it goes right along with, you know, just being servet
minded and hearted, but also just really being focused on
having purpose, and so it is purpose bigger than ourselves.
Speaker 4 (16:30):
You know, Joe.
Speaker 3 (16:31):
Probably won't share this, but I'm talking right now, so
I'm going to.
Speaker 2 (16:35):
Oh, no, there, be careful. It's coming out of her mouth.
Crazy thing.
Speaker 1 (16:41):
My mom actually let me just share it. My mom
just text us. She said, you are doing great. Chew
you up and spit you out. That was a comment
that Megan made.
Speaker 3 (16:50):
It's going to go up on the quote board.
Speaker 1 (16:53):
Has has Megan been smacking people? We'll have to keep
an eye on her. So my mom is pretty.
Speaker 3 (17:00):
So I promise I haven't laid hands on anyone. I
think I did threat threaten to punching throughout a couple
of times Joe, but that's just Joe, that's not anyone else,
so that doesn't really count.
Speaker 2 (17:12):
Okay, so get into it. We're all ready.
Speaker 3 (17:14):
Now, yes, okay, So no, this is kind of this
is more of a compliment to you because I know
that you're humble and you would never say this yourself.
But you know, I wouldn't say that Joe could have
been selfish. I don't think selfish is the right word.
I would say more so like small minded, and really
just could have just had his own practice, gone out
(17:35):
on his own a service, maybe a hundred clients, and
have a really good lifestyle and income. But as you
guys all know, Joe has a huge calling on his
life and has just been blessed with some incredible talents
and abilities and knows when he is not living up
to his full potential and full purpose, and just had
(17:56):
a huge dream and had to make a ton of sacrifices,
had to take a ton of risk, had to put
in a lot of hard work in order to make
Peak it what it is today. But because of that,
we are able to serve and help so many more people.
We are able to have incredible opportunities for team members,
(18:21):
and like we mentioned earlier, we really get to help
raise the bar and raise the standard across our industry
and make an impact there. And so I always like
to share this with people because I think it is
really special.
Speaker 4 (18:35):
He could have done that, but.
Speaker 3 (18:36):
He didn't, and I know, I, for one, am very
grateful for that because I want to be here had
that not been the case.
Speaker 1 (18:43):
So yeah, and something else on here too, Like we
have Christian standards and values that we try to live
out on our every day with the business and just
ensuring that we're you know, glorifying God and everything that
we're doing. And so you know, Psalm's twenty four to
one says that God owns everything and we're just here
to be the best stewards of what we've been given
and been blessed with. So in my mind, it's kind
of an obligation. It's responsibility to ensure that I'm using
(19:06):
those gifts the right way, and it's awesome to see
the impacts through that. So that's the number one purpose
bigger than ourselves. The second standard is best, not the biggest.
Speaker 2 (19:15):
What do we mean by that?
Speaker 3 (19:17):
This is one of my other favorites as well. I
feel like I'm probably going to say that about every
single one. So I apologize in advance, but we are
not going to water down our service to our clients
for the sake of growth.
Speaker 4 (19:30):
That is why we hire a head.
Speaker 3 (19:32):
We are hiring three to six months ahead so that
we can support our growth. But we really want to
have that farm to table feel. The only thing that
people should know about our growth is it just means
we get to serve more people and help more people
to the same standard that everyone else is being served us.
Speaker 4 (19:52):
Growing does not.
Speaker 3 (19:53):
Mean that that clients are going to receive less service,
and so that farm to table feel. And we always joke,
even though Joe loves loves McDonald's, which that's a whole
nother story for itself, when he was with Mindy at
the airport after filming some TV segments and it was
the only thing open.
Speaker 4 (20:11):
But we we want.
Speaker 3 (20:12):
To have that just cut above first class service.
Speaker 1 (20:16):
Yeah, And we always like tell clients like, you know,
we've had clients that were with us from the very
beginning with just me and I. You know, they say, wow,
we're kind of worried about your growth over all these years.
And I always ask him, so have you seen the
level of service go down? And they go, no, it's
actually gotten better. And I think that's exactly what I'll
expect to hear. And I always tell him, if you
ever do not get that or get what you are promised,
make sure you come to me specifically, because I'll make
(20:36):
sure it's right. Because even though we can add, you know,
forty clients a week, right now, we have thirty forty
people reaching out to us every single week, we've made
it a commitment to only bring on about ten to
twelve clients a week to make sure that we can
serve them well and give them exactly what we're we're
saying they're gonna get. So, I mean, it would be
nice to just grow profits and open up offices all
around across the country, but it doesn't necessarily meet our
(20:57):
goal of giving the best service possible, which is number one.
And then our third standard here is everything matters. And
we'll talk about this one when we come back from
break but we're gonna get into the rest of the
peak standards here, but a lot to break down here.
This is Joe Schmidz, Meghan Casterbery peak retirement planning, and
we'll catch you back here soon
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