Over half of CEOs receive a nonqualified deferred compensation or supplemental retirement benefit in fiscal 2025, and 44% of CFOs did. Where else can this benefit make an impact?

Many wealth management firms still manage relationships around a single decision-maker in each household. That approach worked when the decision-maker stayed the same for decades. It works less well as the largest transfer of wealth in history gathers speed. 

M&A announcements reached 181 in 2025, the highest count since 2021, with 105 of them arriving in the second half of the year. The pace has held into this year. Do you know what this means for hiring?

Only 12% of U.S. employees said their organization does a great job onboarding new hires, and just 29% of new hires said they felt fully prepared and supported to excel afterward. You can do better.

If a search only reaches candidates actively browsing job boards, it's missing most of the market by design. And that's the category a lot of contingent searches may fall into.

The takeaway for banks is straightforward. Uncertainty is a reason to hire more precisely, not to stop. But what does that look like in practice?

A book of business used to be nearly the whole evaluation. That still matters, but banks are increasingly weighing how a candidate builds relationships going forward

The appeal is straightforward: senior financial judgment without the fixed cost, timeline, or risk of a full-time executive search. But is a fractional CFO really right for your institution?

Commercial and wealth management leaders spend significant time and budget getting to the interview stage with strong candidates. A generic job description undoes a lot of that work before it starts

Before your bank rolls out its next AI initiative, it's worth asking whether the people who need to own each step are already on staff, or whether that gap is the real reason the last initiative never proved its value. 

Every search for an experienced commercial lender or private banker should come with a parallel conversation about why the last person in a similar seat left. And what's different this time.

Strong candidates read a drawn-out, indecisive interview process as a preview of how the institution operates