Leasing News - information, news, education and entertainment for the commercial bank, finance and leasing industry

######## surrounding the article denotes it is a press release, it was not written by Leasing News nor has the information been verified, but from the source noted. When an article is signed by the writer, it is considered a byline. It reflects the opinion and research of the writer.

New Hires/Promotions in the Leasing Business
and Related Industries

Jeff Biesiada was hired as Senior Business Development Officer for the Equipment Finance Division, Rosenthal Capital Group, Cleveland, Ohio. He is located in Greater Cleveland. Previously, he was Director, Equipment Finance, Gordon Brothers (August, 2023 - August, 2025); Managing Director, Strategic Partnerships and Client Development, Mercury Commercial Group; Self-Employed (July, 2010 - August, 2023); Executive Vice President of Strategic Branding & New Business Development, Moonracer Group Premium Brands, Part-Time (August, 1996 - August, 2023); CEO, National Sales Director, Walker Cleveland Corp. (October, 1991 - October, 2008).
https://www.linkedin.com/in/jeffbiesiada/

Ned Graham was hired as Senior Portfolio Manager, Siemens, New York City Metropolitan Area. He is located in Greater Philadelphia. He previously was Vice President, TD (January, 2022 - August, 2025); Vice President, Portfolio Management and Planning, Sumitomo Mitsui Banking Corporation (July, 2019 - January, 2022); Vice President, Santander Global Corporate Banking (May, 2018 - July, 2019); Vice President, Santander Bank, N.A. (April, 2015 - May, 2018). Full Bio:
https://www.linkedin.com/in/ned-graham-3861304/details/experience/
https://www.linkedin.com/in/ned-graham-3861304/

Miles Martin was hired as Senior Underwriter, Equipment Finance, PCI Government Services, Reston, Virginia. He is located in Albany, New York, working remotely, He previously was Managing Director, Underwriter Equipment Finance, Wingspire Capital (July, 2022 - September, 2025); Vice President, Senior Credit Underwater, Bridge Funding Group, Inc, A Bank United Company (June, 2017 - July, 2022); Senior Underwriter Officer, Signature Financial LLC (January, 2016 - June, 2017); Vice President, Senior Credit Underwriter Officer, Citizens Assets Finance, Inc. (January, 2010 - January, 2016). Full Bio:
https://www.linkedin.com/in/milesmmartin/details/experience/
https://www.linkedin.com/in/milesmmartin/

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Young, Aggressive, and Talent:
The Future of Our Industry
By Scott Wheeler, CLFP

I recently attended an event filled with dynamic professionals in their mid to late twenties. They were sharp—well-educated, well-dressed, and unmistakably driven. Their energy was contagious, and it reminded me of the immense opportunity that exists within the commercial equipment finance and leasing industry to recruit, train, and empower the next generation of leaders.

Organic Talent Drives Market Value

A company’s true value lies in its ability to cultivate organic talent. Industry leaders understand this. They build pathways for emerging professionals to enter and thrive in our space. These organizations invest in training, mentorship, and career development. They showcase the critical services we provide to small and mid-sized businesses and the essential role our industry plays in fueling the U.S. economy.

Over the years, I have found deep satisfaction in coaching young, aggressive individuals eager to learn and succeed. Their ambition has always energized me and reminded me of the boundless opportunities available in delivering superior financial services to vendors and end-users alike.

In truth, the next generation in 2025 wants the same things I sought back in 1982 when I entered the industry:

Solid training and a meaningful learning experience
A clear path for upward mobility
Responsibility and the chance to contribute
Respect from colleagues
Empowerment to succeed—and to fail
Inclusion in the decision-making process

At Wheeler Business Consulting, I continue to coach and develop young professionals who are bold, talented, and ready to make an impact. I help clients move careers forward and build teams that will define the future of our industry.

The tagline of Wheeler Business Consulting LLC has remained unchanged since inception—and it’s more relevant than ever:

Developing Strong Leaders for the Commercial Equipment Leasing/Financing Industry

Contact Scott for more information about remote coaching or in-person training. scott@wheelerbusinessconsulting.com

Wheeler Business Consulting works with banks, independents, captives, origination companies, and investors in the equipment leasing and finance arena. We provide training, strategic planning, and acquisition services. Scott Wheeler is available to discuss your long-term strategy, to assist your staff to maximize outcomes, and to better position your organization in the market.

Comments, questions and suggestions are welcome.
Phone: 410-877-0428
email: scott@wheelerbusinessconsulting.com

Leasing and Finance Help Wanted
Balboa Capital
We Are Growing Our Senior Sales Team Now

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Amembal Schedules Second Free Webinar
on Recent Tax Law Changes

Sep 24, 2025, 11:00 AM in
Pacific Time (US and Canada)

Newly enacted legislation creates a new and dynamic landscape for the equipment finance industry. In this 30+ minute presentation Sudhir Amembal will discuss its impact on both end users and finance companies

To Register:
https://us02web.zoom.us/webinar/register/WN_SpMTe591QTe8xoEuSpxgDg#/registration

The webinar entitled "Recent Tax Legislation and its Impact", conducted by Sudhir Amembal, CLFP, CEO of Amembal & Halladay, held on August 12 , was attended by over 250 industry professionals. Beyond communicating the obvious changes brought about in the One Big Beautiful Bill, Mr. Amembal presented the impact of these changes on customers, financiers, and the equipment finance products offered in our industry. He opined that the upcoming CAPEX uptick would benefit both non-tax lease products such as EFAs and Capital Leases as well as the true lease -- the FMV Lease.

In doing so, he concluded that the recent changes create a tax puzzle for a large number of customers who have to juggle a host of quantitative variables such as taxable income, NOL complexities, and the limitation on business interest expense along with a host of non-tax considerations in deciding which equipment finance product best suits them; and, the puzzle presents an opportunity for financiers to add value by assisting their customers in providing the most appropriate solution.

(photo)
Sudhir Amembal, CLFP, stated "I was delighted that this webinar, the first-ever offered in our industry on this topic, attracted a large number of industry professionals. Tax ramifications are important; but, the equipment product of choice must take into account a host of other non-tax factors, primarily the unique benefits inherent in the FMV Lease."

Given the significance and the impact of recent tax legislation and given the robust attendance at the webinar, Mr. Amembal will host the free webinar again on September 24.

“For further information regarding our seminars, please contact Sudhir Amembal at sudhir@amembalandhalladay.com or Kelly Farnham at kelly@amembalandhalladay.com.

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Why Companies Struggle to Attract Top Talent
By Ken Lubin, Managing Director, ZRG Partners

In the fiercely competitive landscape of modern businesses, securing top talent has become a paramount challenge for companies across industries. The pursuit of exceptional employees is not merely a matter of prestige, it directly impacts a company's growth, innovation, and long-term success. However, many companies find themselves grappling with the inability to attract and retain the best candidates. Let's think about some of the key reasons behind this struggle and suggest strategies to overcome these hurdles.

Lack of Competitive Compensation and Benefits

One of the most significant factors influencing a candidate's decision to join a company is the compensation package. Companies that are unable to offer competitive salaries and comprehensive benefits may find themselves losing top talent to competitors who can provide better remuneration and perks. Beyond salary, employees are increasingly looking for benefits that promote work-life balance, professional development opportunities, and a positive company culture.

Solution: Companies should regularly review their compensation and benefits packages to ensure they align with industry standards and the expectations of top talent. Additionally, offering unique perks or flexible work arrangements can help set them apart from competitors.

Poor Employer Branding

A strong employer brand is crucial in attracting top talent. Potential candidates extensively research a company before applying, and a positive perception can significantly influence their decision. Companies with negative reviews, a history of unethical practices, or a toxic work environment will struggle to attract the best candidates.

Solution: Building a positive employer brand involves promoting company values, employee success stories, and a supportive work environment. Companies should actively engage with employees to create a positive workplace culture, leverage social media platforms to showcase their company culture, and respond transparently to both positive and negative feedback.

Ineffective Recruitment and Hiring Process

A cumbersome and slow recruitment process can be a major deterrent for top talent. The best candidates are often in high demand and have multiple job offers, and a lengthy hiring process can cause them to lose interest or accept offers elsewhere.

Solution: Streamlining the hiring process is essential. Companies should clearly define the hiring criteria and have a well-organized interview process. Utilizing technology and artificial intelligence to handle initial screenings can save time and help identify the most suitable candidates quickly.

Lack of Career Growth Opportunities

Top talent seeks not only a job but a career path with room for growth and development. Companies that fail to provide clear progression opportunities may struggle to retain high-performing employees.

Solution: Offering career development programs, mentorship opportunities, and a well-defined path for advancement within the company can attract and retain ambitious talent.

Cultural Misalignment

Cultural fit plays a vital role in a candidate's decision to join a company. If an individual does not resonate with the company's values, mission, and work environment, they are unlikely to thrive or stay for long.

Solution: During the recruitment process, both parties should assess cultural fit. Companies should also focus on creating an inclusive and diverse workplace that appeals to a wide range of candidates.

Hiring top talent requires a concerted effort from companies to address the various challenges that can stand in the way. By prioritizing competitive compensation and benefits, building a positive employer brand, optimizing the recruitment process, providing career growth opportunities, and fostering a strong cultural fit, companies can improve their chances of attracting and retaining the best candidates. In doing so, they position themselves for long-term success, increased innovation, and a competitive edge in their respective industries.

Ken Lubin
Managing Director
ZRG Partners, LLC
Americas I EMEA I Asia Pacific
klubin@zrgpartners.com
C: 508-733-4789
https://www.linkedin.com/in/klubin

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Business Card on LinkedIn
Old But New
By Kit Menkin

Since I am having difficulty in posting to my main page as well as groups, thought I would share this new (but old) method of introduction.

Drew Carter at Ascentium Capital put his business card at the top to introduce himself. It also served as a means to contact him by telephone, mail, and the internet.

I saw this and thought it was a great idea.

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SBA to Lenders: Clean Up Debanking Practices
or Risk Losing Your SBA Authority
By Bob Coleman, Founder & Publisher

The U.S. Small Business Administration has fired a shot across the bow of its lending partners. In a letter issued by SBA General Counsel Wendell Davis, lenders were formally warned that any past or current practice of debanking—whether against SBA loan recipients or not—must be identified, corrected, and reported. Failure to comply could jeopardize a lender’s SBA lending authority.

The Problem: Politicized and Unlawful Debanking
The backdrop is President Trump’s August 7, 2025 Executive Order, “Guaranteeing Fair Banking for All Americans.” The order requires federal regulators and the SBA to end the practice of “politicized” debanking—where institutions deny services to customers on political, religious, or ideological grounds.

This follows years of controversy surrounding Operation Chokepoint and more recent allegations of religious, political, and even former President Trump himself being “debanked.” The SBA has determined that such practices constitute not only bad banking policy but also a violation of statutory and constitutional rights.

Importantly, SBA clarified that unlawful debanking is a violation even when the affected customer has no relationship with the SBA loan programs. Simply put, any bank engaged in politicized account closures or denials is out of compliance with SBA’s requirements for good standing.

Lender Obligations and Response Timeline
The SBA set December 5, 2025 as the critical deadline. By that date, each SBA lending institution must:

Identify all past or current formal and informal policies or practices that resulted in politicized or unlawful debanking.
Reinstate clients wrongfully debanked, whether SBA borrowers or not, and notify them of reinstatement.
Notify any potential clients who were denied services due to debanking that they now have renewed access.
Correct all violations tied to SBA program rules, even if only indirectly connected to SBA lending.

Within 30 days after the deadline, lenders must submit a detailed compliance report to the SBA’s Office of General Counsel (debanking@sba.gov).

SBA’s Enforcement Powers
The letter makes clear that SBA is prepared to wield its full enforcement authority. Consequences for noncompliance include:

Non-renewal of delegated authority (such as PLP status).
Mandatory headquarters meetings with SBA oversight officials.
Increased reporting requirements.
Issuance of a Supervisory Letter or demand for a Board Resolution.
For intermediaries, withholding of technical assistance grant funds.
And, most significantly, referral to the U.S. Attorney General for civil action.

In short, lenders risk losing their license to operate as SBA partners if past “sins” are not addressed and corrected.

What This Means for SBA Lenders
This is a rare and sweeping mandate. Never before has SBA tied lender participation so directly to policies affecting non-SBA customers. The agency is signaling that fair banking practices are no longer optional—they are a condition of SBA program participation.

For lenders, the message is clear: audit your practices now, clean house, and report compliance by December 5. Otherwise, expect the SBA to come knocking.

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