Robbie Moseley and Judson Potter: Two perspectives, one vision

Hear from Robbie Mosely and Judson Potter about how they ensure inclusivity is at the forefront of the firm’s recruitment efforts.

Raymond James is dedicated to promoting a culture of inclusivity throughout the firm – from leadership to advisor and everyone in between. And when it comes to recruiting, showcasing this commitment outside the firm in a tangible way is an important factor of success. How do prospects learn what it’s like to work at the firm before they’re living it?

We spoke with Robbie Mosely, Vice President, Head of AdvisorChoice Consulting, and Judson Potter, New York City Complex Manager and Managing Director, to share with us how they keep diversity and inclusivity at the center of their recruiting efforts – all while sharing their own authentic narratives in their day-to-day work.

Q: How do you keep inclusivity at the forefront of your recruitment efforts?

Robbie: We want to make sure that we’re not recruiting for the sake of recruiting. We want to understand what an advisor is looking for, what type of business they want to run and how they define independence. We find out what they value in an organization, and ensure values are aligned. Look, getting in front of advisors is hard, no matter where you are. But once we're in front of advisors, Raymond James is a joy to sell. It doesn't feel like a job, because I'm living that experience. I'm living proof.

Q: How do you make sure they experience the culture before joining the firm?

Robbie: Culture is experiential, so the sooner we can get an advisor at another firm to attend one of our advisor inclusion network symposiums, join us for a home office visit, or a virtual technology demonstration, they can start to experience Raymond James. Anytime someone interacts with another person from Raymond James, I feel like they immediately feel how I did in my exploration of the firm. One of the things I remember is asking to speak to a member of the LGBTQ+ community that was at Raymond James and it wasn't even a question.

Q: How would you describe the culture at Raymond James?

Judson: Inclusivity is driven by respect of the individual. So, to me, that really matters. Respect is a fundamental value of a culture. I’m very clear on what culture is and what it isn’t. Culture is not about what we say. It’s about our actions demonstrating a culture of respect – and Raymond James does that throughout the firm, across all affiliations. One of the biggest examples of respect is that we’ve made book ownership part of our business model. When I give somebody an offer letter that states they legally, contractually they own their book of business – that’s powerful and the ultimate demonstration of what respect is about. When I got to Raymond James, I really felt empowered that I can continue to build on this culture of respect that was established and make a difference in this organization.

Q: How have you been inspired to make a difference, particularly within the LGBTQ+ community?

Judson : Raymond James has done an amazing job building inclusion networks. The network at the home office, PIN, was the first pride group within the firm. After that came PFAN (Pride Financial Advisors Network), which is a great organization. But the reality is: We can’t do enough to make people feel supported and welcome. I was lucky enough to bring on a team from one of our competitors and one of the associates, Rachel Wolff, was very interested in having an LGBTQ+ community group here in Manhattan. Coincidentally one of our leaders from the RJ corporate bank side, Doug Marron, who sits in the 320 Park Ave. office was also interested in getting something like this going. So this was the nexus of Pride New York, the inclusion network for LGBTQ+ Raymond James community members in the New York area. As part of the early planning, Lincoln Moore who is part of the Schmidtt Group in Paramus, NJ, just across the river, joined Rachel and Doug as the the third co-head of the group. It just got started but we’ve participated in the AIDS walk and the Human Rights Campaign  dinner. We’re also partnering with other advocates at Raymond James in a mentorship program for homeless LGBTQ+ youth.

Q: How can you keep pushing forward for the progress you hope to see?

Robbie: I don't know all the answers, but we can learn together. I just want to be with people and with an organization that is willing to have dialogue and put ideas into action. We live in a world where we are going to have to continue to learn, adapt, grow and evolve – because the faces of clients are changing too. It's not just about our organization. How do we serve a changing demographic across this country? Together, we can do it while positively impacting more lives.

Judson: Raymond James understands the importance of inclusive recruiting practices and how they will shape the future of our organization. We aim to reflect the diversity of our clients and are committed to nurturing an environment of belonging. This culture of respect spans our clients and goes for everyone who – directly and indirectly – serves them. It’s one of the reasons Raymond James stands out within the industry. We are a firm as unique as our people.

This piece was featured in Pride Perspectives, an annual newsletter from the Pride Financial Advisors Network. View the latest.

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