Q: Describe your role within the firm.
A: I am responsible for the Compliance Background Review Department. We support healthy growth of the firm by conducting timely and thorough background investigations of all Edward Jones associates. Q: Describe how your division contributes to the firm's success.
A: The Compliance Division contributes to the firm by making sure the entire firm is staying in compliance of all applicable laws and regulations. Q: What year did you start at Edward Jones? What year did you start in your current position?
A: I started in 1998 as Field Supervision Director. Q: What did you do prior to joining Edward Jones?
A: I started my career at A.G. Edwards & Sons in 1993. During my three years at A.G. Edwards I spent time in the mailroom and in the Registration Department. In 1997, I moved to First Financial Planners (FFP). At FFP I worked as an Account Executive in the Money Management Department, as an equity trader, and as a Manager in the Money Management Department. Q: Are there any memorable experiences you’d like to share that encapsulate or typify what it’s like to work for Edward Jones?
A: A memorable experience, which does not even involve me, is hearing of five Financial Advisors leaving West Texas right after Hurricane Katrina to help their fellow Financial Advisors in the New Orleans area. This firm's history is filled with stories of people helping each other, both personally and professionally. Q: Describe the culture at Edward Jones and how it’s different from your previous job. What is unique?
A: At Edward Jones, I feel that the people I work with care about me, my family, and my own personal and professional development. In my previous jobs I always felt that I was just a number and that the only goal was to get the work done. Q: One area Edward Jones prides itself is enabling our associates to maintain a strong work-life balance. How does this approach impact you?
A: This approach impacts me both as an associate of the firm and as a leader. Every leader that I have worked with in the firm has been supportive anytime I have a personal issue to address. Working with these leaders has taught me to take the same approach with the associates that I am responsible for. At Edward Jones, leaders understand and appreciate the need for having a life outside of work. Q: Do you feel there are opportunities for advancement and greater income potential at Edward Jones?
A: Absolutely, at Edward Jones each associate is responsible for his or her own career path. Hard work and a dedication to always go the extra mile will pay off in the end. Q: What qualities do you think a person needs to have to succeed in the home office environment?
A: The qualities needed to make a successful Jones associate would be hard working, caring, self-motivated, flexible, and the ability to see the big picture. Q: How do you see your future at Edward Jones unfolding?
A: I would like to see my future within Edward Jones as staying within a leadership role, but occasionally moving departments to better my understanding of all aspects of the firm. Q: There are very few offices at Edward Jones, with nearly all the firm's leaders located in cubicles. What does this structure mean to you?
A: Our office structure is a prime example of an open door policy. There have been very few times in my career that I have felt that I was bothering a leader. Almost always, I feel that the leaders of the firm are willing and happy to take the time to help. Q: How has the firm supported your professional growth via training opportunities?
A: I am very happy with the training opportunities that Edward Jones offers. I feel that development is very important and take most opportunities to learn that are presented to me. I have taken approximately 20 training classes that were offered by Jones and have found that they are well organized and beneficial. Q: What has the firm's growth meant for leadership opportunities?
A: This has been huge. In 1998, when I started, there were approximately five team leader positions in Field Supervision. Since then, the firm has tripled in size and the leadership of Field Supervision has almost tripled. With the firm's continued commitment to growth, this trend will also need to continue.
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