Three Advisor Moves Show Why Recruiting Momentum Is Not Just About Mega-Teams
LPL Financial, Osaic and Janney all added advisor talent in the latest recruiting cycle, showing that wealth management firms are still competing hard for experienced professionals even when the moves are not billion-dollar headlines.
The moves are different in size and shape. LPL added Greg Selg from Osaic with about $260 million in advisory, brokerage and retirement plan assets. Osaic recruited Geraldine Spinella from Raymond James through New York Financial Partners, adding about $107 million in client assets. Janney Montgomery Scott added Adam Runk and Greg Marco to its Lancaster, Pennsylvania, office, strengthening its regional footprint with two experienced advisors.
The better story is not just that three firms gained talent. It is that each move points to a different recruiting need. Selg’s move centers on planning efficiency and technology. Spinella’s move centers on guidance through financial transitions and OSJ support. Janney’s Lancaster hire centers on regional depth, fiduciary experience and an advisor-first culture.
TL;DR
LPL added Greg Selg: Selg joined LPL from Osaic with about $260 million in advisory, brokerage and retirement plan assets.
Selg’s practice is planning-led: He serves individuals, families, small business owners and many Main Street investors in or nearing retirement.
Osaic recruited Geraldine Spinella: Spinella joined Osaic from Raymond James through New York Financial Partners with about $107 million in client assets.
Spinella’s move is transition-focused: Her practice centers on helping clients navigate changing financial environments with tailored strategies.
Janney added Lancaster advisors: Adam Runk and Greg Marco joined Janney’s Lancaster, Pennsylvania, office with nearly four decades of combined experience.
The market signal is broader: Advisor recruiting momentum is not only about mega-teams. Firms are also fighting for local trust, planning depth, workflow efficiency and client continuity.
The next test is execution: Each firm now has to prove the move improves the advisor’s daily work and the client’s experience.
The Roundup Shows Recruiting Momentum Below The Mega-Team Level
LPL, Osaic and Janney’s recruiting moves show how active the advisor market remains outside the largest headline deals.
Recent wealth management recruiting coverage often focuses on billion-dollar teams, major breakaways or large platform switches. Those moves matter because they can reshape local markets and signal platform strength. But they are not the whole story.
Much of the recruiting market is built around advisors and small teams with established local practices. These professionals may not move billions at once, but they often bring deep client trust, recurring revenue, regional reputation and multigenerational relationships. Those relationships are valuable because they are hard to recreate through national advertising or platform scale alone.
This roundup is useful because it shows three versions of that smaller-but-strategic recruiting market:
LPL wins an advisor with a planning-led Main Street client base.
Osaic adds a Garden City advisor with community roots and transition-focused planning.
Janney strengthens a Pennsylvania office with two advisors tied to investment, trust and fiduciary experience.
That variety makes the story more informative than a simple “who added how many assets” update.
A Different Recruiting Lens: What Problem Did Each Move Solve?
The easiest way to read these moves is not by firm name. It is by the problem each advisor appears to be solving.
Greg Selg’s Problem: More Time For Planning
Selg’s move to LPL is framed around efficiency.
LPL’s announcement on Greg Selg says he joined the firm’s broker-dealer and RIA platform from Osaic with about $260 million in assets. It also says he is based in Bohemia, New York, on Long Island, where he founded G.S. Wealth Management.
His client base is described as largely made up of Main Street investors, including educators, health care professionals, administrators, small business owners and multigenerational families, many in or near retirement.
That kind of client base often needs explanation-heavy planning. These clients may not want jargon. They may want help understanding retirement income, risk, family goals, market changes, legacy planning and practical next steps. Selg’s public comments emphasized education, understanding family dynamics and translating complex strategies into clear actions.
For that kind of practice, operational efficiency is not just a back-office issue. It affects the advisor’s ability to spend time with clients.
Geraldine Spinella’s Problem: Support During Client Transitions
Spinella’s move to Osaic through New York Financial Partners has a different shape.
InvestmentNews reported that Osaic recruited Spinella from Raymond James, adding about $107 million in assets. Based in Garden City, New York, she focuses on guiding clients through financial transitions with tailored strategies.
This is less about technology as the main selling point and more about support fit. Spinella’s comments emphasized working with a supportive team and a firm known for ease of doing business. New York Financial Partners also highlighted her client-first philosophy, community ties and disciplined financial planning approach.
That makes the OSJ relationship important. An office of supervisory jurisdiction can give an advisor a closer support structure than a national firm alone. For an advisor serving clients through transition points, that support can matter in daily work, compliance, service and business growth.
Janney’s Problem: Regional Depth And Advisor-First Fit
Janney’s Lancaster move is different again.
Runk and Marco bring nearly four decades of combined industry experience to Janney’s Lancaster office. The move strengthens Janney’s regional presence in Pennsylvania and fits the firm’s broader push to attract advisors who want a more advisor-focused environment.
Janney’s strongest first-quarter recruiting results in a decade also give context to the move. The firm said 13 financial advisors managing more than $3.5 billion in client assets joined in the first quarter of 2026, after a strong 2025 recruiting year.
That broader momentum matters. Runk and Marco are not isolated additions. They fit a pattern where Janney is trying to build regional depth by attracting experienced advisors who value culture, support and flexibility.
LPL’s Selg Win Is A Main Street Planning Story
Selg’s move is important because it shows how LPL can appeal to advisors who are not only chasing scale or ultra-high-net-worth clients.
His client base includes everyday professionals and families, many of whom are in or near retirement. That is a different kind of practice from a private wealth team serving executives, founders or institutional family offices. The planning work may be more education-heavy, more relationship-based and more focused on helping clients understand financial decisions in plain language.
That fits LPL’s platform pitch. The firm often emphasizes independence, technology, planning tools, reporting and practice-management support. For an advisor like Selg, those tools can help reduce administrative time and create more room for client conversations.
The key detail is that Selg did not only cite a broad desire for independence. He specifically pointed to technology and workflow support. He said LPL’s technology helps streamline processes and improve access to reporting and planning tools, allowing him to spend less time on administrative tasks.
That gives the move a practical angle. Advisors are not moving only for payout, brand or size. They are moving because daily work has become too complex, and the platform needs to make that work easier.
Why Main Street Investors Make Platform Efficiency More Important
A Main Street client base can be service-intensive.
Clients who are approaching retirement may have many questions. They may need help comparing Social Security timing, portfolio risk, withdrawal strategies, health care costs, beneficiary planning, tax coordination and family priorities. They may also need reassurance when markets change.
That means the advisor’s time matters. If technology reduces paperwork, reporting friction or process delays, the advisor can spend more time explaining choices and less time managing systems.
For practices like Selg’s, platform quality shows up in several ways:
Can the advisor produce clear planning reports?
Can the advisor explain complex strategies in a client-friendly way?
Can the practice handle service requests without constant delays?
Can technology support multigenerational families with different needs?
Can the advisor spend more time with clients instead of fixing workflow issues?
This is why LPL’s efficiency message matters. It is not abstract. It connects directly to how an education-first practice serves clients.
Osaic’s Spinella Hire Shows The Value Of Local Trust
Spinella’s move to Osaic through New York Financial Partners is smaller by asset total than Selg’s move to LPL, but it has a clear local-trust angle.
Garden City and the broader Long Island market are relationship-driven wealth markets. Advisors in these communities often build reputations through long-term client service, family referrals, civic involvement and professional networks. A move that preserves the advisor’s client-facing identity while adding stronger support can be valuable.
Spinella’s profile also includes community leadership. Osaic’s announcement highlighted her preservation work at Fort Totten, service with the Bayside Historical Society and public recognition tied to historic preservation and community work. That kind of background does not show up in asset numbers, but it can matter in a local advisory practice.
Clients often choose advisors because they trust the person, not because they have compared every platform. When an advisor with deep community ties moves firms, the new platform has to support that relationship without making the practice feel less personal.
For Osaic, this is the recruiting opportunity. The firm can use New York Financial Partners as a closer support structure while still providing the scale of a larger wealth platform.
OSJ Support Can Be The Quiet Reason Advisors Move
The OSJ part of Spinella’s move deserves attention.
In many advisor-move stories, the public focus goes to the broker-dealer name. But the local or regional support structure can be just as important. An OSJ can help with supervision, operations, growth planning, compliance communication and transition support. It can also provide a community of advisors who understand the same platform and region.
That kind of support can matter for advisors who want independence but not isolation.
Spinella’s comments about support and ease of doing business suggest the move is not only about access to Osaic’s national platform. It is also about the day-to-day experience of working with New York Financial Partners.
That is an important recruiting lesson. The best platform on paper may still lose if the advisor does not feel supported locally. The OSJ relationship can make a large firm feel more personal.
Janney’s Lancaster Addition Is A Regional-Density Play
Janney’s addition of Runk and Marco strengthens its Lancaster office and fits a different recruiting strategy from LPL and Osaic.
This move is not framed around a technology-forward platform or OSJ transition. It is more about advisor-first culture, regional presence and experience. Runk and Marco bring nearly four decades of combined industry experience, which gives Janney more depth in a Pennsylvania market where local relationships and trust still matter.
Lancaster may not generate the same national attention as New York, Miami, Los Angeles or Dallas. But regional wealth markets can be powerful. Families, business owners, retirees, trust clients and local institutions often prefer advisors who understand the area and have long-standing reputations.
Janney’s broader recruiting numbers also matter here. The firm said it had its strongest first-quarter recruiting results in more than a decade, with 13 advisors managing more than $3.5 billion in client assets joining during the quarter. That context makes the Lancaster addition part of a larger firmwide growth pattern.
Why Janney’s Advisor-First Message Keeps Appearing
Janney’s recruiting message is built around culture, advisor support and flexibility.
That pitch can appeal to advisors who want the resources of a larger firm but do not want to feel buried inside a giant platform. Janney positions itself as a place where advisors can keep control over how they serve clients, while still receiving transition support, technology and firm resources.
That is a different lane from the largest independent broker-dealer pitch. It is also different from the mega-bank private wealth pitch.
For advisors like Runk and Marco, the appeal may be less about joining the biggest platform and more about joining a firm where the practice can keep its identity. That is especially relevant for advisors with trust, fiduciary, banking or institutional-client experience. Those relationships often depend heavily on confidence, consistency and personalized service.
Janney’s challenge is to keep proving that its boutique-style culture can scale as recruiting momentum continues.
The Asset Numbers Tell Only Part Of The Story
The combined asset figures in this roundup are meaningful, but they are not the full story.
Selg brings about $260 million to LPL. Spinella brings about $107 million to Osaic. Janney’s Runk and Marco add experience and regional depth, while Janney’s broader first-quarter recruiting release shows the firm has been adding multibillion-dollar momentum across the year.
Those numbers matter because they show firms are winning productive advisors. But the asset totals do not explain why each move happened.
The reasons are more specific:
Selg wanted technology and process efficiency to support a planning-led practice.
Spinella wanted a supportive team and a structure that fits client-transition guidance.
Runk and Marco were drawn to an advisor-focused environment and regional practice support.
That is the deeper recruiting pattern. Advisor movement is being driven by practice design.
Practice Design Is Becoming The Real Recruiting Battleground
Practice design means the way an advisor wants the business to work.
It includes client type, support needs, technology, compliance structure, local identity, planning philosophy, growth goals and long-term succession. Two advisors with the same asset level may need completely different platforms because their practices are built differently.
This is why firms can all be recruiting at the same time without selling the same promise.
LPL can win by emphasizing technology, independence and scale. Osaic can win by combining national resources with OSJ support and local advisor communities. Janney can win by offering a boutique, advisor-first environment with regional depth.
That variety is good for advisors but challenging for firms. A generic recruiting pitch is less effective when advisors are asking highly specific questions about how their practice will operate after the move.
How The Three Firms Are Positioning Themselves
This group of moves shows three distinct platform messages.
LPL: Efficiency Plus Independence
LPL is leaning into the idea that advisors can run their practice with more control while using technology, reporting and planning tools to reduce operational drag.
That message fits advisors who want independence but also want a large platform that can support workflows, planning and scale.
Osaic: Support Plus Local Affiliation
Osaic’s Spinella move shows how the firm can use OSJ relationships to support advisors who want a closer operating community within a large national platform.
That message fits advisors who want resources but also want a team that feels accessible and familiar.
Janney: Culture Plus Regional Depth
Janney’s Lancaster addition shows a firm competing on advisor-first culture, flexibility and personalized support.
That message fits advisors who may not want the largest platform, but do want a firm that understands their practice and gives them room to serve clients their way.
The Client Experience Is The Shared Theme
Although the three moves look different, they all come back to client experience.
Selg’s move is about spending less time on administration and more time helping families understand financial decisions. Spinella’s move is about helping clients navigate changing financial environments with personalized strategies. Janney’s move is about adding experienced advisors who can deepen regional client relationships.
That is why advisor recruiting cannot be judged only from the firm side. The client side matters.
A successful move should help the advisor answer these client questions clearly:
What will change after the move?
What will stay the same?
Will the service team remain accessible?
Will planning tools improve?
Will the new platform make advice clearer or more personalized?
Will the advisor still have enough flexibility to serve clients the same way?
If the advisor cannot answer those questions, even a strong platform can feel risky to clients.
The Regional Map Matters More Than It Looks
These moves also show how regional markets shape national recruiting.
Bohemia and Garden City place two of the moves on Long Island, where advisors often work with families, professionals, retirees and business owners who value continuity. Lancaster gives Janney more presence in Pennsylvania, where regional trust and long-standing client relationships can matter.
These are not random locations. They are markets where client relationships can be sticky, but only if the advisor manages the transition carefully.
Local reputation can make an advisor move more durable. If clients trust the advisor, they may follow the advisor across platforms. But the new firm still has to support the transition well enough to preserve that trust.
This is where recruiting becomes operational. Signing the advisor is only the first step. The real work is helping the advisor move clients, explain the platform and keep service stable.
Why These Moves Matter Without A Billion-Dollar Headline
It is easy to overlook recruiting stories that do not involve $1 billion teams. That would be a mistake.
The wealth management industry is built on thousands of practices like these. They serve families, professionals, retirees, business owners and local communities. They may not all make national headlines, but they create steady asset flows and long-term client relationships.
These moves also reveal how firms are competing at the practice level. A firm does not need to win every mega-team if it can consistently add advisors who fit its platform and grow over time.
That is what makes this roundup useful. It shows the middle layer of recruiting momentum, where firms are fighting for advisors whose practices may be smaller than headline breakaways but still strategically valuable.
What Firms Should Learn From This Roundup
The clearest lesson is that recruiting messages need to be specific.
Advisors do not simply ask whether a firm is large, independent or well known. They ask whether the platform solves their current business problem.
For firms, that means recruiting conversations need to start with the advisor’s practice, not the firm’s generic pitch.
Important questions include:
Does the advisor need better technology?
Does the advisor need more local support?
Does the advisor need a stronger planning platform?
Does the advisor want a boutique culture?
Does the advisor want help with growth or succession?
Does the advisor need a smoother way to serve retirees, families or business owners?
The firm that answers the right question has a better chance of winning the move.
What Advisors Should Watch After The Move
The post-move period is where the real judgment happens.
A recruiting announcement can describe assets, experience and platform benefits. But advisors and clients eventually judge the move by whether daily work improves.
The most important signals include:
Client retention: Do clients follow the advisor after the transition?
Service speed: Are account, paperwork and operational issues easier to resolve?
Planning quality: Does the new platform help the advisor give clearer advice?
Workflow improvement: Does technology actually reduce administrative time?
Support access: Does the advisor know who to call when problems arise?
Growth results: Does the practice deepen relationships or attract new clients after moving?
Those signals matter more than the announcement language.
The Recruiting Market Is Still Fragmented, And That Is The Point
This roundup does not show one firm dominating advisor recruiting. It shows a fragmented market where different platforms are winning different kinds of advisors.
LPL can take an advisor from Osaic. Osaic can take an advisor from Raymond James. Janney can add experienced regional advisors. At the same time, every firm remains vulnerable to losing talent if another platform better fits the advisor’s next stage.
That is why recruiting momentum remains active. Advisors are not only reacting to firm headlines. They are reassessing what they need for the next version of their practice.
Some want technology. Some want culture. Some want OSJ support. Some want regional depth. Some want fewer administrative burdens. Some want a platform that lets them keep client relationships personal.
The market stays fluid because those needs keep changing.
Frequently Asked Questions About The LPL, Osaic And Janney Advisor Moves
Who Did LPL Recruit From Osaic?
LPL recruited Greg Selg, founder of G.S. Wealth Management in Bohemia, New York. He joined LPL’s broker-dealer and RIA platform from Osaic with about $260 million in advisory, brokerage and retirement plan assets.
Why Did Greg Selg Join LPL?
Selg pointed to LPL’s technology, reporting and planning tools as reasons for the move. His practice is built around goals-based, education-first planning for individuals, families, small business owners and Main Street investors.
Who Did Osaic Recruit From Raymond James?
Osaic recruited Geraldine Spinella from Raymond James through New York Financial Partners. She is based in Garden City, New York, and brought about $107 million in client assets.
What Makes Spinella’s Move Important?
Spinella’s move is important because it shows the value of local support and OSJ affiliation. Her practice focuses on guiding clients through financial transitions, and New York Financial Partners gives her a support structure inside Osaic’s broader platform.
Who Joined Janney In Lancaster, Pennsylvania?
Janney added advisors Adam Runk and Greg Marco to its Lancaster office. The pair bring nearly four decades of combined industry experience and strengthen Janney’s regional footprint.
What Do These Moves Say About Advisor Recruiting?
These moves show that advisor recruiting remains active below the mega-team level. Firms are competing for experienced advisors based on platform fit, technology, local support, planning resources, culture and client-service needs.
The Next Recruiting Fight Is About The Shape Of The Practice
LPL, Osaic and Janney all gained advisor talent, but each move tells a different story.
LPL’s Selg hire is about giving a planning-led practice more efficient technology and workflow support. Osaic’s Spinella hire is about pairing local trust with OSJ support and a national platform. Janney’s Lancaster additions are about regional depth and an advisor-first culture that can attract experienced professionals.
That is the larger lesson. Advisor recruiting is no longer one simple fight over assets. It is a fight over how advisors want their practices to work.
The firms that win will be the ones that understand the shape of the practice before they sell the platform. The firms that lose may be the ones that keep offering the same generic pitch to advisors with very different needs.
Further Reading
Advisor Moves: LPL, Osaic And Janney Add Talent As Advisor Recruiting Momentum Continues: InvestmentNews’ report on the latest LPL, Osaic and Janney advisor recruiting moves.
LPL Financial Welcomes Advisor Greg Selg: LPL’s announcement on Selg joining from Osaic with about $260 million in advisory, brokerage and retirement plan assets.
Janney Continues Recruiting Momentum, Adding $3.5 Billion In Assets In Q1: Janney’s announcement on its strongest first-quarter recruiting results in more than a decade.
Osaic, Raymond James And LPL Are Chasing Advisors With Three Different Offers: Related NJ Financial News coverage on advisor recruiting and platform fit across major wealth firms.
