@Trevor Ausen Trevor! 👋

@T.J. Wolfgram Welcome! I'm not from Detroit, but I'm from Maryland that is newly part-time in Windsor, ON. I want to check out Detroit so I would love to stay connected as I live across the water!

Thanks, everyone! This was all super helpful. I'll check out all of the resources. 🙂

I prefer video on! But, all in all, whatever makes them most comfortable 🙂

I consider Hubly a CRM Overlay versus a CRM. I'd recommend Hubly if you want access to their workflow database and if you prefer to visualize your workflows in a card/kanban view. But similar to what @Joe Moss said - If you're just looking for a band aid fix hoping that adding another system to your tech stack will fix your problems without going through the notions (understanding why you want to switch, unable to manage your time, or don't make the effort to understand your CRM first), then Hubly might not be the best fit for you right now. ;) It's good to understand how Redtail and Wealthbox works before onboarding with Hubly IMO.

My challenge is our advisors asking those in Ops to do work that is below or above our pay grade. Personally, I don't believe being a CSA is an entry-level role as it is commonly exclaimed. "Operations" is a career path, not a role itself as there are varying degrees of experience required for various roles. Unfortunately, the role of a CSA ends up being the most utilized, but most understated, for solos/small teams.

@Rachel Tyson @Marcella Toronto I've been so busy but I absolutely LOVE this conversation. I'm open to ideas, but I think a basic general admin role is considered entry level (maybe receptionist or general admin and occasionally helping with CSA work as supplemental). Of course, based on the size of the firm, a CSA role can be more entry level or more complex, advisors just need a better grasp of the experience actually required for the role. Lack of awareness of what a CSA actually does in terms of the details causes advisors to hire CSAs with too little or too much experience for the size of their firm. Of course, any employer wants all of the bells and whistles, but it's not realistic based on the current talent pool. Until the industry as a whole, similar to how new financial planners have financial planning courses/certs, openly provide training where you don't need to be employed by a firm, the pool is always going to be weak for those to enter into operational roles and to build a career path. But, then that makes us more valuable, right? 😅