"Why accept $70k a year when I could earn $90k in a call centre"

I was speaking with a frustrated candidate recently who asked me:

“Why would someone work in a Financial Planning firm on $70k when they could work for {name disclosed - budgeting inbound call centre firm} on $90k?”

It’s a fair question.

If you purely compare first-year salary numbers, the higher-paying role will always look more attractive. But careers are rarely built on year one income alone. The better question is:

“What does this role lead to over the next 5–10 years?”

Because there’s a massive difference between taking a job and building a career.

The Difference Between Immediate Income and Long-Term Value

There’s absolutely nothing wrong with taking a higher-paying role. For a lot of people, immediate income matters — especially with the cost of living where it is today.

But one thing I consistently see in recruitment is that the highest starting salary doesn’t always create the best long-term outcome.

A lot of call-centre style environments are designed around:

• volume,

• KPIs,

• scripts,

• short-term targets,

• and repeatable processes.

Financial Planning businesses are typically very different environments.

Even in entry-level roles, people are exposed to:

• investments,

• superannuation,

• insurance,

• client strategy,

• wealth creation,

• business operations,

• and high-level client relationship management.

Those skills compound over time.

Financial Planning Has Career Pathways — Not Just Jobs

One of the biggest misconceptions about the industry is that people think Client Services or Associate Adviser roles are “admin jobs”.

They’re not.

For many professionals, they’re the entry point into an entire career pathway.

I’ve seen people move from:

• Client Services → Practice Manager

• Client Services → Paraplanner

• Associate Adviser → Financial Adviser

• Operations → General Manager

• Support roles → Equity ownership

And once people gain experience in Financial Planning, their value in the market increases significantly.

The industry has a genuine talent shortage right now. Experienced professionals are hard to find, and businesses are investing heavily into retaining good people.

That creates long-term leverage for candidates who stay in the industry and continue building their skillset.

Salary Ceiling Matters More Than Starting Salary

The issue with purely comparing a $70k role to a $90k role is that it ignores salary ceilings.

Some environments can pay well upfront because progression opportunities are limited long-term. The business model depends on hiring people into structured, KPI-heavy environments where the role itself doesn’t evolve dramatically over time.

Financial Planning tends to reward experience differently.

As people develop:

• technical capability,

• client management skills,

• industry knowledge,

• and commercial awareness

their earning potential can increase substantially.

The people who stay in the industry long enough to become experienced Advisers, Senior Paraplanners, Practice Managers, or business leaders are often earning well beyond what looked attractive in the early stages of their career.

Skills Compound Faster Than Salary

One thing I always tell candidates is:

Once you get a foot in the door, so many more opportunities will come your way.

Because the people who become highly paid later are usually the people who spent their early years building valuable skills.

Working inside a quality Financial Planning business gives people exposure to:

• strategic thinking,

• complex problem solving,

• relationship management,

• compliance,

• technical advice,

• and commercial decision-making.

Those are transferable, high-value skills.

And importantly, they make you more employable every single year.

The Industry Is Changing — And Opportunity Is Growing

The Financial Planning industry has changed dramatically over the past few years.

There are fewer Advisers in the market, demand for advice is increasing, and many businesses are struggling to secure experienced talent.

That creates huge opportunity for people entering the industry now.

The businesses that are attracting and retaining good staff are increasingly offering:

• mentorship,

• career pathways,

• study support,

• flexibility,

• better culture,

• and long-term progression opportunities.

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The best firms understand that retaining quality people matters more than ever.

Career Satisfaction Matters Too

Another thing that often gets overlooked is the actual nature of the work.

A lot of people enjoy Financial Planning because they feel connected to long-term client outcomes.

Helping someone:

• retire comfortably,

• build wealth,

• protect their family,

• or achieve financial independence

can feel very different to working in a highly transactional environment.

That sense of purpose matters more than people realise once they’ve been in the workforce for a few years.

The Best Careers Usually Start Slowly

Most strong careers aren’t built overnight.

Sometimes the best long-term move is the role that:

• teaches you the most,

• surrounds you with experienced people,

• gives you career pathways,

• and builds skills that become more valuable every year.

Not necessarily the one with the highest starting salary. Because a career isn’t just about what you earn this year. It's about what your opportunities look like five years from now.

And in my experience recruiting within Financial Planning, the people who commit to the industry, continue learning, and build strong experience are often the ones who create the best long-term outcomes for themselves.

To discuss your own career, reach out!