Oct 13, 2025
For years, the story in RIA growth has been all about acquisitions. Inorganic expansion. Roll-ups. Scale at any cost.
But lately, the firms that stand out—the ones attracting premium valuations and real buyer interest—are the ones that never stopped focusing on the fundamentals.
Organic growth is durable.
It’s not flashy, but it’s the clearest signal of longevity, culture, and leadership strength. And it’s the one thing you can’t fake in diligence.
Organic Growth Still Matters—Maybe More Than Ever
When my team analyzes the RIA market, we see organic growth hovering around 3-4% industry-wide. That’s surprisingly low given a decade-long bull market. Many firms have grown only with the market, not beyond it.
The best-performing RIAs—the ones pulling ahead—are those that have made organic growth a discipline, not a side effect.
They’re building repeatable systems for referrals, lead generation, and client experience. They’re investing in people, technology, and culture.
Because while inorganic growth can buy you scale, organic growth proves you earned it.
Referrals: The Original Growth Engine (That Still Works)
Across the data we track, nearly 75% of new clients still come from referrals. That hasn’t changed in decades—but the way firms approach it has.
The highest-growth RIAs are creating intentional referral ecosystems, not just hoping for introductions.
They know their ideal client personas. They’ve built niche expertise that clients can actually describe. And they’ve trained advisors to talk about value in a way that naturally invites referrals.
They’re also leaning into centers of influence—attorneys, CPAs, and other professionals who already sit at the same table as their ideal clients.
The firms that win here don’t just ask for names; they design an experience worth sharing.
Talent Is the Real Inorganic Strategy
We talk a lot about M&A as a growth driver, but underneath every acquisition is the same objective: acquire talent.
That’s why I believe organic and inorganic growth aren’t separate tracks—they’re intertwined.
As firms professionalize, they’re building leadership teams, operational roles, and deeper advisor benches. The best ones have formal career ladders and clear paths for advancement.
We’re also seeing smart firms invest earlier—creating internship programs that feed future advisor roles and make early offers to standout students.
Even smaller RIAs can get in the game by partnering with custodians or local universities to find interns and associate advisors
I started in this industry because someone gave me that shot. It still works.
At the end of the day, growth is human. If you want to attract the next generation of clients, start by attracting the next generation of talent.
Technology + AI: Turning Insight into Action
Technology has always been the backbone of an RIA, but now it’s becoming the differentiator.
AI is showing real promise in two practical areas:
Note-taking and follow-ups – tools that capture meetings, summarize next steps, and save advisors hours of admin time.
CRM intelligence – AI layers that flag opportunities, automate client touches, and make your data actually usable.
We’re watching more firms invest in their CRM as a true system of record—the central hub for client data, relationships, and workflows.
It’s no longer a Rolodex. It’s the firm’s operational heartbeat.
The next step? Data ownership. The leading firms are asking hard questions:
Where does our client data live? How do we use it to inform growth, hiring, and client engagement?
If you can answer those, your tech isn’t just efficient—it’s strategic.
Organic Growth as the New Multiple Multiplier
When an RIA goes to market, buyers look beyond AUM. They want to see momentum: a culture that attracts clients, develops people, and uses data intelligently.
That’s what organic growth represents. It’s not just about marketing efficiency or lead gen—it’s proof your business can scale itself.
Acquisitions amplify that story. But they don’t replace it.
Where to Start
If I had to design a 90-day sprint for firms ready to double down on organic growth, it would look like this:
Refine your referral playbook. Get specific about who you serve and formalize how you ask.
Publish a talent pathway. Make it visible—from intern to partner.
Elevate your CRM. Ensure it drives advisor action, not just houses data.
Do that consistently, and the next time you sit across the table from a potential buyer, you won’t need to convince them your firm is growing. The numbers—and your culture—will speak for themselves.