Wealth Management

Plan sponsors continue to grapple with low engagement and limited financial literacy when it comes to retirement income within defined contribution plans, according to a new DCIIA study. Many employers are hesitant to implement retirement income solutions due to competing priorities, legal risks, and a lack of internal resources or formal decumulation strategies. 

 

Complexity, lack of standardization, and concerns over liquidity and portability further complicate adoption. However, plan sponsors anticipate growing interest in lifetime income options through 2025 and 2026, especially as peer adoption increases. 

 

Safe harbor provisions from SECURE 2.0 are expected to encourage adoption by reducing perceived legal liability, and DCIIA will expand its research later this year to better understand these barriers and opportunities.


Finsum: Solutions that offer personalization, flexibility, and simplicity are most appealing, though widespread uptake may hinge on stronger education and clearer evaluation tools.

Although it's common to think small-cap stocks suffer most during recessions, the data tells a more nuanced story. Analysis of developed markets shows that in 64% of years when GDP declined, small caps actually outperformed large caps—a rate even higher than their typical performance advantage. 

 

This finding challenges the belief that economic slowdowns always disadvantage smaller firms. One reason may be that financial markets are inherently forward-looking, often pricing in future recovery well before it's visible in economic data. 

 

As a result, the size premium—where small caps outperform—can still emerge during downturns. Ultimately, small-cap strength isn't strictly tied to GDP trends, underscoring the importance of long-term diversification over short-term predictions.


Finsum: This is much different than the interest rate driven volatility several years ago, this could be a great time to capitalize 

Raymond James is addressing a quieter challenge in the wealth management sector: helping independent advisors scale their teams amid growing client demands. This week, the firm introduced Talent Sourcing, a new in-house recruitment service that offers personalized hiring support, including candidate outreach and screening tailored to each advisory team's needs. 

 

The service aims to bridge the talent gap across roles ranging from junior advisors to specialized support staff, allowing advisors to focus on growth without sacrificing service quality. It arrives as competition for top advisory talent intensifies, especially following LPL's $2.7 billion acquisition of Commonwealth Financial. 

 

By providing a vetted shortlist of candidates, Talent Sourcing complements Raymond James’s broader suite of advisor tools, including its Paraplanning Services launched last year. 


Finsum: Ultimately, this initiative not only strengthens internal practices but also positions the firm to meet evolving client expectations for more comprehensive, value-added financial services.

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