What is the hiring process like at Edward Jones?

A company that puts clients first and makes employees welcome.

Very through and long duration for hiring process.

Interview process was thorough and honest. Compensation and training program are very fair and work well.

Realistic expectations but it is a sales job at the end of the day above all else.

People are generally friendly and caring.

This company lacks strategic vision that trickles down into day to day work. Leadership espouses values, but then fails to back them up with action. Everyone is too nice to a fault, with no one willing to push back, fight and defend their team members, or say no when things aren't a priority and there's already too much work. The company is filled with life-long employees who have never worked anywhere else, and think Edward Jones is some magical, wonderful place of work that's different and special compared to other employers. It's almost cult-like and brain-washing. Because of this, they refused to listen to seasoned employees who have worked at other large corporations and seen other, more effective and efficient ways of working. They're very much stuck in their old ways. And despite claiming they want to change, they take a very narrow approach to this - attempting to change one small cultural element and expecting significant changes - completely obtuse to the fact that there are many cultural and process improvements that comprise a system that all need to be considered and change to successfully create large-scale impact and success. They always think that some singular solution will be the mythical magic bullet that solves all problems. They keep chasing from one solution idea to another, and trying variations of the same thing over and over and hoping for different results - the definition of insanity. They are entirely incompetent. Further, leaders lead areas over which they have no understanding, background, experience, or expertise which leads to a lack of effective strategy and poor, uninformed decision making. This also means they are unable to actually assist their team members and help them grow, or provide them with feedback. It also means they completely ill-equipped to assess their team members during trimester and annual reviews. Instead they rely on the feedback from other external partner teams who also aren't experts in each given field of the employee. Additionally there is little opportunity for career advancement within a domain. Though, they often promote cross-domain movement that is more lateral in nature. Where there should be principal roles, for example, there's not. Further, they've hired a lot of people who have no business being in the roles they are - their hiring process is completely inadequate. And this is all before the recent layoffs and reorganization, which has been an unprecedented disaster. There was no rhyme or reason to their reorganization decisions. They did not stick like functionalities together like they claimed they were. They said it was to address speed of delivery, but it's hard to see how this actually will without, as this "solution" does not solve the inherent root causes of slow work - mainly red tape, lack of role clarity and decision rights, and decisions by committee, and not bringing the right people to the right conversations. Further, they made decisions about who to keep and who to let go, and who to place where seemingly based on no cohesive strategy. We've been reorganized for 2 months now, and been told that they weren't sure what our team is supposed to do. How could they possibly know this team was needed, that it was the right group of people with the right knowledge and talent, if they didn't even know what the team would do. Their decision making is illogical, backwards, not strategic, irresponsible, and incompetent. They put the cart before the horse on this one. It's so bad even that now, 2 months later, the majority of my team is now moving to other teams, and a whole slew of new people are joining our team. Seriously, I've been through layoffs at much larger, international companies that went 100x smoother than this. Though they claim this is their first time, it was so far off the mark that any grace given is simply not sufficient to make up for the absolutely terrible way in which they executed this "Enterprise Reimagined".

Professional communication during early stages of the hiring process Clear onboarding materials and start-date confirmation provided Organized interview structure

Offer was rescinded after written confirmation that all contingencies had been satisfied Background check was confirmed cleared before withdrawal No explanation provided beyond “not moving forward” after confirmation they are moving forward. Decision communicated without context or transparency Significant personal and professional decisions were made in reliance on the confirmed start date

Some of the clients were lovely people.

The interview process was pretty straightforward but the training is inadequate for all the responsibilities and expectations of the role. It takes 2 years in average to get “comfortable” my FA was very unprofessional, super control freak, would blame me for her mistakes, yell ar me while I was on the phone with clients and made the workplace absolute hell. Biggest mistake and would never go back. I lasted 8 months and it was torture. Depends on your FA of course, can be a better experience but still the amount of information you need to learn is insane for what they pay you.

Edward Jones is of the best Financial Advising firms out there! I went through the entire process of being interviewed over 3 months, took the exams (SIE, 66, & 7), worked with my mentors, etc. They truly do the best that they can in training to provide you with the people and resources to help you pass all exams and answer any questions you may have about the industry or the process. What I admired most about the company is that each FA is different! You don't have to fit into a "box" to be a great FA. It's merely a matter of taking in as much information as possible and using that in your own way. - Benefits are great - Retirement is great Bonus: they pay you for study/training! The only reason I left was because I was 24 at the time and wanted to chase a dream before committing myself to clients. I would not have been able to do both at the same time.

I don't really have any serious "cons" but these are some things that kinda itched at me. - The interview process can take anywhere from 2-4 months - The software used to facilitate trades and document clients was old. However, that was getting an upgrade during 2023-2024

Well-known company with an established client base.

I joined Edward Jones as a TBS Associate with high hopes. The role was listed as “remote” on LinkedIn and other job boards, and my offer letter described it as “home-based.” I understood that to mean flexibility consistent with modern remote roles. In practice, the structure was far more restrictive, and several expectations were only clarified after I had already accepted the offer. The workload was described as supporting roughly three branches per day. Within a short period of time, I was regularly assigned five branches and asked to cover additional branches for teammates while they stepped away. At times, this meant managing eight or more branches simultaneously while handling continuous live client calls. The morning workflow was extremely rigid and time-sensitive. Before calls even began, associates were expected to log into numerous legacy systems, send communications across multiple group channels, forward calls, notify advisors, review message centers, and triage tasks across multiple branches. The process felt unnecessarily complex and stressful from the start of each day. The phone system quality also created challenges. The role is heavily phone-based, and the audio clarity in the system made conversations difficult at times, particularly when assisting older clients or individuals with strong accents. The hardware setup required significant physical space. Large equipment was shipped without assessing workspace feasibility, and when I raised concerns about space limitations in a small apartment, I was advised to purchase additional furniture at my own expense. Time-off flexibility was also limited. If a teammate had already requested the same day, requests could not be approved, and certain days around holiday days were assigned by lottery rather than seniority or need. The clients served are often elderly individuals navigating complex financial situations that require immediate resolution on live calls with little time to research. This creates a high-pressure environment that may not be sustainable for many people long-term. Overall, my experience in the role ended up being quite different from what I expected during the hiring process.

Well-known company with an established client base.

I joined Edward Jones as a TBS Associate with high hopes. The role was listed as “remote” on LinkedIn and other job boards, and my offer letter described it as “home-based.” I understood that to mean flexibility consistent with modern remote roles. In practice, the structure was far more restrictive, and several expectations were only clarified after I had already accepted the offer. The workload was described as supporting roughly three branches per day. Within a short period of time, I was regularly assigned five branches and asked to cover additional branches for teammates while they stepped away. At times, this meant managing eight or more branches simultaneously while handling continuous live client calls. The morning workflow was extremely rigid and time-sensitive. Before calls even began, associates were expected to log into numerous legacy systems, send communications across multiple group channels, forward calls, notify advisors, review message centers, and triage tasks across multiple branches. The process felt unnecessarily complex and stressful from the start of each day. The phone system quality also created challenges. The role is heavily phone-based, and the audio clarity in the system made conversations difficult at times, particularly when assisting older clients or individuals with strong accents. The hardware setup required significant physical space. Large equipment was shipped without assessing workspace feasibility, and when I raised concerns about space limitations in a small apartment, I was advised to purchase additional furniture at my own expense. Time-off flexibility was also limited. If a teammate had already requested the same day, requests could not be approved, and certain days around holiday days were assigned by lottery rather than seniority or need. The clients served are often elderly individuals navigating complex financial situations that require immediate resolution on live calls with little time to research. This creates a high-pressure environment that may not be sustainable for many people long-term. Overall, my experience in the role ended up being quite different from what I expected during the hiring process.

High level of support and a smooth onboarding process from Home Office associates. The BOA position can offer considerable independence and autonomy. Jones promotes & encourages the development of meaningful relationships with both clients and colleagues. Many opportunities for continued training are offered. The firm is also very supportive of BOAs transitioning to licensed Financial Advisors.

Leadership levels vary greatly from branch to branch, with a lack of genuine oversight over direct managers' conduct in branch offices. While branch growth influences bonus opportunities, it ultimately hinges on the Financial Advisors' efforts, potentially resulting in career stagnation for Branch Office Administrators (BOAs). Long periods of working alone in an office can be challenging for some people.

-The on boarding process was through and informative. -People are generally nice and helpful -A lot of folks have been at the company for decades & know their stuff -The bonuses are nice

-Outdated operational processes -Trying to catch up with technology, very slow though -If one has never worked for a brokerage firm, it takes time to learn jargon & slew of regulations.