Introduction
Saltus is a leading UK wealth management firm, formed through the merger of several established advisory businesses, including Tavistock Partners Limited. Operating at scale, with hundreds of advisers and paraplanners across the group, Saltus places a strong emphasis on professionalism, competence and continuous development as part of how the business runs day to day.
For several years, Saltus has worked closely with Redmill Advance, not simply as a training provider, but as a long-term partner in developing CPD, learning and insight that genuinely works in practice.
That partnership has helped shape not only Saltus’ internal approach to training and CPD, but also how Redmill Advance supports thousands of advisers across the wider market.
“Redmill doesn’t feel like a supplier. They feel like part of our team, working through problems with us rather than selling at us.”
Corinna Veale, Partner, Saltus
The Challenge
Before Redmill Advance, CPD and training were functional but not optimised.
Like many advice firms, Saltus (and previously Tavistock) relied on spreadsheets, manual processes and disconnected systems. While this technically met requirements, it created friction across the business.
Advisers found CPD hard to engage with. Content was difficult to find, learning felt fragmented, and evidencing development took time away from client work.
For leadership, the bigger issue was visibility. It was difficult to answer fundamental questions:
- Are people genuinely developing, or just logging hours?
- Where are the gaps across teams?
- Who needs support before issues arise?
“CPD felt like something people had to get through, rather than something that genuinely supported development.”
Training faced similar challenges. Advisers wanted learning that was clearly relevant, properly supported and helped them understand topics not just pass assessments.
Why Redmill Advance
What set Redmill Advance apart wasn’t a feature list it was how the partnership worked.
From the outset, the Redmill Advance team invested time in understanding how CPD actually operates inside a large advice firm. Rather than assuming what Saltus needed, ideas were tested, challenged and refined based on real-world use.
A key part of this was the development of Redmill Advance’s CPD recording and reporting approach. Instead of building in isolation, Redmill Advance deliberately used Saltus as a real-world testing environment, pressure-testing ideas against the complexity of a 500-person advice business.
“If something didn’t work in practice, we said so and it was changed. That’s what made the difference.”
The result wasn’t just a better CPD approach for Saltus it was a more practical, usable model that Redmill Advance could confidently roll out to the wider market, knowing it had been tested under real conditions.
Alongside this, the quality of Redmill Advance’s training content and Exam support stood out. Structured learning, clear explanations and question banks helped advisers prepare properly not just tick requirements.
The Solution
Today, Redmill Advance supports Saltus through a joined-up approach to CPD, training and insight.
At its core is a CPD system shaped by real adviser behaviour, one that encourages good habits and makes development easier to evidence, rather than harder. But the value goes beyond CPD recording.
Saltus now benefits from:
- High-quality CPD and technical learning content that supports real understanding
- Strong exam preparation, including structured overviews and question banks
- Learning that is easy to navigate and relevant to day-to-day roles
- Insight that helps leadership understand development trends, not just completion stats.
Saltus currently supports 350+ users through Redmill Advance, including advisers and paraplanners, with confidence that training and CPD are aligned, visible and genuinely useful.
“Everything feels more joined up. Learning, CPD and reporting now support each other rather than sitting in silos.”
The Impact
The biggest impact has been behavioural.
CPD is no longer something people rush through at the end of the year. Advisers engage with learning more intentionally, and training feels more relevant to their role and progression.
For leadership, the shift has been equally significant. Instead of relying on assumptions, Saltus now has:
- Clear visibility of engagement and development patterns
- Earlier insight into where support is needed
- Greater confidence in the quality of CPD being undertaken
“It’s not just about seeing hours logged. It’s about understanding how people are actually developing.”
This has changed internal conversations from “have people done their CPD?” to “are people developing in the right areas?”
Scale, Longevity and Partnership
Two moments confirmed the value of the partnership.
First, seeing how naturally advisers adopted the CPD approach once friction was removed. When CPD is easier to use and clearly relevant, engagement follows.
Second, the transition from Tavistock to Saltus. Migrating hundreds of people could have exposed weaknesses in the system. Instead, it reinforced that the approach was robust enough to scale.
“That’s when we realised this wasn’t just built for us, it was built to last.”
The Result
Today, Saltus has:
- A CPD approach shaped by real-world adviser behaviour
- Training that supports understanding, confidence and exam success
- Better insight at leadership level
- A long-term partner in Redmill Advance that continues to evolve with the business
And through this partnership, Redmill Advance has been able to take those learnings and raise the standard of CPD and training across the wider market.
“This works because it was built with us, tested properly, and refined based on reality not theory.”
Corinna Veale, Partner, Saltus
