A new survey from talent solutions firm Robert Half reveals that 55% of Gen Z professionals in the U.S. intend to look for a new job before the end of 2026, up sharply from 32% a year earlier. The findings, released September 16, underscore a workforce in flux, with implications for wealth management firms already grappling with a looming advisor shortage.
The industry faces a demographic crunch: Cerulli Associates projects that over one-third of financial advisors—representing roughly 41% of industry assets—will retire within the next decade. Schwab research indicates the RIA sector will need to add more than 70,000 new staff over the next five years to keep pace with growth. Gen Z, born approximately between 1997 and 2012, is the primary candidate pool to fill that gap, but the survey suggests they are not waiting passively.
Pay is the trigger, but perks close the deal
Compensation is a major driver: 53% of Gen Z job seekers believe switching employers would offer greater earning potential than staying put. However, the survey also found that 56% of those planning to leave cite a desire for stronger perks and benefits, and 50% point to limited advancement opportunities. When evaluating offers, Gen Z workers rank health insurance (65%), flexible work schedules (60%), commuter benefits (57%), and 401(k) plans (53%) as their most valued benefits.
For advisory firms accustomed to competing on compensation alone, these results suggest a broader package and a visible career pathway are now table stakes. "Younger professionals are taking a proactive approach to their careers, and for many that includes exploring new roles that offer stronger earning potential, advancement opportunities and flexibility," said Dawn Fay, operational president of Robert Half. "Employers should be clear about growth paths, compensation, and the support available to help retain workers and encourage them to build their skills."
AI pressure adds a new layer of burnout risk
The survey also highlights a less familiar challenge: technology-driven stress. While 87% of Gen Z respondents use AI for professional purposes, nearly one in four (24%) report that integrating AI into daily work has contributed to burnout. Thirty-seven percent feel pressure to be more productive because of AI tools, 34% worry about job security if they fail to adopt new technology, and 27% feel overwhelmed by ongoing learning requirements.
In the context of financial advice, where AI is increasingly deployed across compliance, client communications, and portfolio analytics, these findings should prompt firms to think carefully about how they introduce new tools. Mandating adoption without supporting the learning curve risks accelerating disengagement. "As AI reshapes the workplace, many professionals, including from Gen Z, are feeling pressure to boost productivity and keep their skills current," Fay said. "Employers can help by offering practical training and support that builds confidence without contributing to burnout."
What this means for advisory firm leaders
Wealth management has a structural incentive to get this right. Advisory firms competing for next-generation advisors are already operating in a tight labor market; losing junior staff to burnout or a competitor with a cleaner technology integration story is a cost the industry can ill afford. The Robert Half research points to concrete actions: firms that articulate a clear promotion track, benchmark compensation against a market that is clearly moving, and invest in structured AI onboarding are better positioned to hold onto Gen Z employees who might otherwise begin a quiet job search.
The survey was conducted by an independent research firm in March and April 2026 and includes responses from more than 440 Gen Z professionals across the United States. The sample is not specific to financial services, but the broader trends it captures—rising mobility, compensation sensitivity, benefits expectations, and AI anxiety—map closely onto challenges that advisory firm leaders navigating next-gen hiring are already contending with. For more on how firms are adapting, see Conquest's AI planning engine and Fidelity's record retirement balances.
