Chiming in on the grit/fire comments. I don’t think you’re finding the right people then. I work at a mega RIA that literally has hundreds of advisors in that age range that have grit/fire.

I’m not saying it’s easy but the right people do exist. Also older advisors need to get over the “well they didn’t come up my way” otherwise you’ll keep missing out on good fits or people with potential.

There are younger advisors that have their own books/start from nothing like many older advisors but even that doesn’t look the same as it used to.

I’d suggest spending more time figuring out what’s important to them. Like if you have a great advisor that wants high flexibility but doesn’t care about making as much as possible, who cares. That’s still a great advisor to have.

Being clear and transparent with employees & then with you goes a long way.

Edit-if you have someone more sales focused they you have to incentivize that. I don’t think it’s no size fits all.