How Young Financial Advisors Build Credibility With Clients

A widely cited industry estimate holds that more than 70% of new financial advisers leave the field within three to five years. Firms and advisers describe client skepticism about age and limited early support as common reasons for that attrition.

A recent online forum post from a 23-year-old adviser prompted peers aged 23 to 30 to describe difficulties starting conversations with prospects and getting practical help from employers. Contributions to the discussion emphasized direct acknowledgment of the age gap and relying on firm structures to build trust.

Melissa Caro of My Retirement Network, writing by email, recommends that young advisers address questions about age immediately. She suggests phrases such as, “I appreciate you saying that directly; it’s a fair thing to want to know,” or “I completely understand where you’re coming from,” to move the conversation toward training, process and readiness to handle financial decisions.

Some firms assign junior advisers to team roles so clients meet several professionals rather than a single adviser. Randy Bruns, founder of Role Model Wealth in Naperville, Illinois, wrote that his practice hires younger advisers and intentionally places them in teams so clients can access both junior and senior colleagues. Bruns highlighted listening to clients’ priorities before offering recommendations as a way for younger staff to build rapport with older clients.

Specialization and partnerships are another strategy. Joon Um of Secure Tax & Accounting in Beverly Hills recommended early relationships between new advisers and tax firms, noting that tax planning affects most major financial decisions. Um described occasions when tax professionals refer clients to younger planners and explain why they trust a particular adviser’s fiduciary approach.

Some practices use formal dual-planner transitions to preserve client relationships while training successors. David Demming of Demming Financial Services in Aurora, Ohio, detailed his firm’s generational handoffs over nearly 50 years. He reported that pairing a junior planner with a senior colleague during the transition has produced smooth changes in most cases. Demming added that his firm recently hired advisers aged 22 and 24.

Firms and advisers described specific tactics used with prospects and clients: acknowledge age concerns at the start of conversations, hold joint meetings with senior planners, use intake meetings that focus on listening to clients’ career and financial priorities, and establish formal ties with tax professionals for coordinated advice. These practices are part of how some firms structure early-career training and client service for younger advisers.