What happens when the right person is in the right seat.
"Ali went from $20 million to $250 million in AUM in about four years. That is what happens when the practice design matches the ambition."
Ali, Financial Advisor
"18 days off, 9 of them with no cell service. When I came back: it is actually a great feeling. Business did not die."
Eric W., Financial Advisor
"My 10-year goal does not have to wait 10 years to be accomplished. We can do it in three."
Frank R., Financial Advisor
"I tried almost 5 years to make it to that next level. I was not getting it done. I needed someone who could help me think differently."
Frank R., Financial Advisor
Justin's insights have been featured in
You do not have a hiring problem. You have a screening problem.
Unstructured interviews predict job performance at a 14% accuracy rate. That is barely above chance. The financial advisors who blame their bad hires on bad luck were running a process with a 1 in 7 shot of working from the start.
A structured screen gets that above 54% before a candidate reaches your calendar. That is the difference between hiring from evidence and hiring from hope. October 14 is where you build the screen.
What You Walk Away With
- Your A-Player profile built live. DISC target locked. Skill map completed.
- The two-framework placement system. Know who to place where before you post a single word.
- The complete structured screen process. Assessment stack, phone screen rubric, application assignment framework.
- The junior advisor hiring methodology. The hire that stays and never walks out with your clients.
- A screen process ready to run on your next hire the week after the workshop.
- VIP: one private hour with Justin on your specific hiring challenge before the workshop.
This is not a hiring theory seminar. You build the screen live in the room.
Justin walks every attendee through the A-Player profile build, the DISC targeting system, and the structured screen framework. You design your profile live, not as homework.
Whether you have never hired before or have a bad hire you are still recovering from, you leave with a complete screening process ready to run on your next candidate.
Every section builds on the last. One goes deep.
Most of the screen system is covered fast so the framework lands before you build. Then the workshop goes deep on the A-Player profile build. That section runs 45 minutes.
The Hiring Reality Check
The 6-Gate Hiring Cycle
The DISC Placement System
The Screen Framework
Build the A-Player Profile
Live build. Your role, your DISC target, your non-negotiables. You leave with a complete profile for your next hire.
The Junior Advisor Hire
The methodology for the hire that stays, grows, and serves your clients instead of walking out with them. Then one clear next step.
The bad hire did not start on day one. It started before the job was posted.
Unstructured interviews predict job performance at a 14% accuracy rate. A structured screen raises that above 54% before a candidate ever reaches your calendar.
The US Department of Labor estimates the cost of a bad hire at 30% of first-year earnings. In an advisory practice, experienced operators put the real number at 2 to 3 times that. A $70,000 hire gone wrong is a $210,000 mistake.
The financial advisors who scale past $1,000,000 are not better judges of character. They have a screen. They know who they are looking for before the first resume arrives.
The gap between a $600,000 practice and a $2,000,000 practice is usually one or two right hires. October 14 is where you learn how to find them.
From inside the program, from the practice, from the work.
"We're getting so many referrals now. We were getting them before, but it was kind of sporadic, and now it's like clockwork."
"My first draft was 10 times better than what I had done on my own."
"These projects would have taken me literally two days of phone calls and I'm not coming up with something half as good as what I'm coming up with now."
"I tried approximately almost 5 years to make it to that next level. At that point I was like, I am not getting it done. I need to get somebody who can help me think differently."
He built it, sold it, hired well, hired badly, and built the system that eliminates the guesswork.
Justin built his RIA from zero to an eight-figure valuation in 49 months. He has built and sold 7 companies. He has hired well, hired badly, and built the system that eliminates the guesswork from both.
The financial advisors inside Relentless Value Coaching who have run this screen process know who they are looking for before the first application arrives. October 14 is where you build that same clarity.
October 14. Two hours. One screen. The right hire starts here.
The financial advisors who scale past $1,000,000 are not better at hiring than you. They have a system that removes the guesswork. October 14 is where you build that system.