NEFA Spring Conference in Huntington Beach, CA Draws Hundreds
by Don Cosenza, Sr. Vice President, Maxim Commercial Capital

The energy was high at last week's National Equipment Finance Association (NEFA)'s Spring Conference. Michael Kianmahd, Donald S. Cosenza, CLFP and Lyndon (Lyn) Elam enjoyed connecting with finance brokers from across the U.S.

Greeted by a warm Pacific breeze and the rhythmic sound of waves, equipment finance brokers, lenders, service providers and sponsors kicked off the National Equipment Finance Association’s (NEFA) annual Spring Conference last week at the Hyatt Regency Huntington Beach Resort & Spa, Huntington, Beach, CA.

This year’s theme, Charting New Waters, was  apropos as all aspects of the event zeroed in on helping attendees navigate the dynamic and multi-faceted world of equipment finance. The conference agenda emphasized that through collaboration, the sharing of knowledge, and the dedication to one’s craft, anything is possible. Indeed, the event offered something for everyone.

“The 2026 NEFA Spring Conference was an amazing success with 430 attendees, 59 exhibitors and 51 sponsors,” reported Chad Sluss, MSA, CEO, NEFA. “The theme, ‘Charting New Waters’ was purposeful; the focus was not on one big breakthrough, but rather, smaller, intentional actions that build momentum.”

The week began with Compass for Change, the NEFA Foundation’s signature charity event. Participants packed weekend meals for children facing food insecurity while raising funds for the NEFA Foundation, Blessings in a Backpack, and the Chris Walker Education Fund. The event blended service and celebration, underscoring that NEFA’s strength rose not only from business relationships but also from shared purpose.

The official opening arrived with “Kickstart & Connect,” where members met NEFA Committee and Community Group leaders, explored volunteer opportunities, and connected with peers. The Women in Leasing Luncheon, always popular and well attended, celebrated accomplishments and strengthened bonds among women advancing the equipment finance and leasing industry.

During the two-day educational event, breakout sessions included “Marketing Value Proposition 101,” “Legal Insights: Best Practices in AI, Bankruptcy and Litigation,” and “The Professional Broker/Lessor Education Series,” a seven-part program focused on the originator’s role within the equipment finance industry.

Between times slotted for workshops and speaking events, registrants walked the large exhibit hall where vendors greeted new and existing customers. “The exhibit hall was buzzing with activity. We were energized by the sessions and rich discussions we had at the conference,” said Michael Kianmahd, CEO, Maxim Commercial Capital. “There was never a dull moment. It was all about connecting, sharing ideas and being part of a community we are proud to support.”  Maxim, according to Kianmahd, is introducing game-changing enhancements to its platform and programs, furthering its commitment to financing non-bankable and story credit customers while enriching the broker/referral partner experience. “NEFA has played a significant role in Maxim’s success over the years and we’re grateful to Chad, the NEFA team, and the board who lead the charge in bringing this great group together while creating meaningful experiences for us all.”

Particularly memorable was keynote speaker and former U.S. Navy SEAL, Chad Williams who presented “Seven: Battle-Tested SEAL Team Leadership Protocols.”  He covered tenets that impact soldiers on the battlefield as well as employees at the office; the wisdom permeates the institution.  Additionally, Elliot Eisenberg, Ph.D., delivered a dynamic and humorous analysis of GDP performance, inflation, labor markets, rates, construction trends, tariffs, and more.

NEFA’s fall conference is scheduled September 28 – 30 in Atlanta, GA at the Omni Atlanta Hotel at Centennial Park.

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New Hires/Promotions in the Leasing Business
and Related Industries

Julie Benson, CAE, former ELFA VP, Membership Marketing for 10 years, is now Chief Membership & Engagement Officer, North American Equipment Dealers Association, Kansas City, Missouri. She is located in the Washington, DC. She joined ELFA March, 2013, Director, Membership, promoted Vice- President, Membership Marketing (December, 2015 - March, 2026); Certified Pilates Instructor, Reformation Fines (May, 2013 - March, 2020); Director of Administration & Oppression, Insured Retirement Institute (February, 2012 - March, 2013); Director of Marketing, Enviso Capital, LLC (October, 2005 - December, 2011).
Full Bio:
https://www.linkedin.com/in/juliebenson-cae/details/experience/
https://www.linkedin.com/in/juliebenson-cae/

Paul Broude was hired as Chief Financial Officer, BriteCap, Las Vegas, Nevada. Previously, he was CFO, Merrimack Capital Company, Boston, Massachusetts, where he is located. Previously, he was CFO, North America, FNZ (2021 - 2026); Enactive, Corporate Accounting/Audit/Finance, Fidelity Investments (2008 -2021); Director of Financial Reporting, American Tower (2006 - 2008); Chief Accounting Officer & Principal Financial Officer, Yak Communications. Full Bio:
https://www.linkedin.com/in/paul-broude-ab899016/details/experience/
https://www.linkedin.com/in/paul-broude-ab899016/

Wendy Dixon, CLFP, was hired as Collections Team Lead, Dext Capital, Lake Oswego, Oregon. She is located in Redmond, Oregon. Previously, she was at AP Equipment Financing starting September, 2018, as Customer Service Specialist and Senior Collection Specialist (September, 2018 – April, 2023); promoted Portfolio Service Manager (April, 2023 - October, 2025); Operation Manager, IBEX Global (July, 2013 - April, 2023); Office Manger CPI Images, LLC (November, 1995 - May, 2011).
https://www.linkedin.com/in/wendy-dixon-clfp-16098192/

Christopher Johanneson was hired as Senior Vice President, Strategic Initiatives, Wintrust Asset Finance Corp, Chicago, Illinois. He is located in the Greater Chicago Area. Previously, he was EVP & Chief Digital Officer, Mitsubishi HC Capital America (April, 2023 - May, 2025). He joined ENGS Commercial Finance Co. December, 2016, promoted Chief Operating Officer (December, 2020 - April, 2023); Senior Manager, Revenue Management, DS Foods (January, 2015 - December, 2016). He was at Navistar, Inc. 11 years, 1 month. Full Bio:
https://www.linkedin.com/in/christopher-johanneson/details/experience/

Luca Pasqualini was hired as Senior Vice President and Executive Sales Leader, Service Finance, Truist, Charlotte, North Carolina. He is located in Delray Beach, Florida. Previously, he was at Synchrony starting October, 2017, Senior Vice President & General Manager, promoted Senior Vice President,  Commercial Leader, Digital POS, (June, 2020 – July, 2022), promoted Senior Vice President, Go to Market & Commercial Leader (June, 2022 - March, 2026); GE Capital, Global Sales Leader, BHGE/Power/Asset Management Solutions (January, 2016 – October, 2017); Sr Managing Director & Commercial Leader – Corporate Finance (Oil, Gas, Marine) (May, 2014 – December, 2015); Sr Managing Director/Central Region Head, Corporate Finance (June, 2011 – June, 2014).
Full Bio:
https://www.linkedin.com/in/luca-pasqualini-68707851/

Justin Resnick was hired as Director of Innovation & Loan Officer Success, Trust One, US Headquarters, Atlanta, Georgia. He is located in Irvine, California. Previously, he was Executive Branch Manager, West Capital Lending (March, 2025 - March, 2026). He was at Loan Depot for five years, nine months, starting as Sales Director (December, 2021). Full Bio:
https://www.linkedin.com/in/justin-resnick-a725128a

Todd Freitag was hired as Vice President, Asset Manager, Verdant Commercial Capital, He is located in Long Valley, New Jersey, working remotely. Previously, he was Vice President, Asset Management, TIAA Bank (January, 2006 - March, 2026); Asset Manager, EverBank (2006 – March, 2026); Residual Analyst, CIT Group (2000 - 2006); AT&T
Credit Corp. (1994 - 2000).
https://www.linkedin.com/in/todd-freitag-52293b4/?skipRedirect=true

Brylee Horning, CLFP, was hired as Vice President, Syndications, Priority Capital Partners, Inc., Scottsdale, Arizona.  She is located in the Greater Phoenix Area. Previously, she was Chief Risk Officer & SVP, Credit, Paramount Financial (September, 2025 - March, 2026); AVP Credit, Priority Capital Partners, Inc., promoted from VP, Credit (August, 2022 - September, 2025); VP, Compliance & HR, Orion First (September, 2020- August, 2022); VP, Credit & Syndication, Summit Commercial Finance Company (January, 2004 - September, 2020).
https://www.linkedin.com/in/brylee-horning-clfp-b2900b1a2/

Cameron Krueger joined the Alta Group as Directgor, He is located in Henderson, Nevada, where he will work remotely.  He was previously self-employed as Chief Executive Officer, Krueger & Krueger. Previously, he was Managing Director, Accenture (November, 2017 - March, 2025); Managing Director, Deloitte (October, 2011 - November, 2017); Trustee,  Village of Wilmette,  Wilmette, Illinois (April, 2009 - April, 201&)/ Full Bio:
https://www.linkedin.com/in/cameron-w-krueger/

Todd Leavey was hired as Senior Vice President Capital Markets, NFS Capital, Beverley, Massachusetts; Vice President, Wingspire Equipment Finance, LLC (Janary,l 2022 - April, 2026); Vice President, OnPoint Capital (2018 - January, 2022); SVP, Credit & Lease Admistration, Sertant Capital, LLC (March, 2017 - December, 2017). He joined First Financial Corporate Services, Vice President, Credit & Syndications, 2007,  promoted VIce President, Finance, 2012, Senior Vice President Finance (2014 - February, 2017).

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Kris Roglieri Sentenced to Eight Years in Prison
He Goes Bankrupt, Retirement Savings Wipe Out
DeBanked.com and Coleman Report

Kris Roglieri, the founder, and former operator of the National Alliance of Commercial Loan Brokers (NACLB) Conference, was sentenced to 97 months in prison. Roglieri previously pleaded guilty to wire fraud conspiracy after it was revealed in 2024 that his commercial lending business, Prime Capital Ventures, was actually a ponzi scheme.

Roglieri’s attorney had argued that he should only get 4-6 years but the judge went with 8.

Coleman Reports: "Kris Roglieri, was the CEO of Prime Capital Ventures, who orchestrated a $55 million fraud scheme by falsely marketing his company as a source of large commercial loans through supposed third-party funding.

“He convinced small-business borrowers to pay large upfront “due diligence” and reserve fees—often tens of thousands of dollars each—by promising that those funds would either secure financing or be refunded. In reality, the loans never existed. Instead, Roglieri used incoming client money to pay earlier clients and fund a lavish lifestyle that included private jet travel, a private garage man-cave to store his luxury vehicles, Andy Warhol art, and multimillion-dollar high-end watches.

“Prosecutors are seeking 10 years, while his defense argues for a shorter term of 4–6 years.

“Victim statements are sealed pending sentencing, but the following snippets from the prosecutor’s sentencing memorandum reveal the total emotional and financial horror experienced by the victims as U.S. Attorney Joshua Rosenthal argues for a lengthy prison term for Roglieri.

Victim Statements

“my real estate business went bankrupt”

“I have liquidated all my retirement accounts, investment accounts, and sold off my real estate to reduce my financial obligations outstanding”

“I have had to postpone retirement indefinitely and continue working in high-stress environments to manage the obligations resulting from this crime.”

“Now preparing to reorganize under Chapter 11 bankruptcy, a step we view as an unavoidable consequence of the financial devastation caused by this fraud

“Our credit has been severely and permanently damaged, limiting our ability to obtain financing, housing, and reasonable credit terms”

Sentencing Update: 8 years; Same prison as Gotti (USP Marion, Illinois)
https://www.timesunion.com/business/article/roglieri-s-life-luxury-leads-federal-prison-22186055.php

After the conviction this past fall, Acting U.S. Attorney Sarcone stated: “Kris Roglieri brazenly flaunted the proceeds of his scheme—including luxury vehicles, rare watches, and private jet travel—all while feeding his victims bigger and bigger lies to fuel his greed to even greater heights. But the truth stopped him like a brick wall. All those trappings of wealth will be forfeited, and he will be ordered to make his victims whole. I applaud the FBI and the members of my office on this case for unraveling this devastating scheme and bringing its perpetrators to justice.”

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Why You?
by Scott Wheeler, CLFP

Top originators in the commercial equipment finance and leasing industry never struggle to answer the hardest question in the business. Every originator eventually faces the question that separates top producers from everyone else:

"Why should I use you rather than one of your competitors?"

Top originators answer without hesitation. Their response is concise, confident, and rooted in a deep understanding of what truly makes them unique. But many originators, new and experienced, fall into predictable traps when defining their Personal Value Proposition (PVP).

Some rely on years of experience, forgetting that dozens of competitors can claim the same. Others highlight equipment knowledge, which is now a baseline expectation. Many emphasize quick turnaround and professionalism, but these are no longer differentiators - they are minimum standards. Newer originators often lean heavily on company attributes, overlooking the fact that clients ultimately buy people, not logos.

The reality is simple. Every originator has personal attributes, but only top producers can articulate a PVP that is both unique and relevant in today's market, and that requires honest, ongoing reflection.
I recently coached an originator with ten years of experience. He had always been confident in his PVP until it stopped resonating. His explanation felt flat. His conversations lacked energy. His confidence was slipping.

We took a deep dive. He reached out to current clients and asked why they had chosen him. He contacted past clients who had drifted away. He examined the attributes he believed made him unique.

The results were sobering. Many of the qualities he had relied on for years were no longer differentiators. Competitors had caught up. Some had surpassed him.

The industry had evolved, but his PVP had not. He wasn't failing - he was outdated. It wasn't until we reviewed his professional growth, personal achievements, and expanded capabilities over the past five years that he saw the truth:

He had been underselling himself.
He had become one-dimensional.
He had stopped telling the full story of who he had become.

Once he rebuilt his Personal Value Proposition - grounded in real, current strengths - everything changed. His confidence returned. His conversations improved. He re-energized old relationships and began attracting new ones. His uniqueness hadn't disappeared. He had simply stopped recognizing it.

A Personal Value Proposition is not a one-time exercise.
It is a living, evolving asset. Top originators revisit it regularly. Average originators assume it never needs updating.

The market changes.
Competitors change.
You change.
And your PVP must change too.

Wheeler Business Consulting is working with individual originators and sales teams throughout the industry to ensure that they are well positioned in the market, capturing their fair share of business, and outperforming the competition. To schedule a one-on-one meeting, contact Scott Wheeler at: scott@wheelerbusinessconsulting.com

Help Wanted Ad
    Ameris Bank Equipment Finance

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Crafting an Attractive Employer Brand
to Attract Top Talent
By Ken Lubin, ZRG Partners, Managing Director

To stand out from the crowd and entice the best candidates, companies need to invest in building a strong and attractive employer brand. An employer brand encompasses the company's reputation, values, culture, and overall employee experience.  The importance of crafting an appealing employer brand is paramount so that you can attract and retain top talent.

If you are a regular on LinkedIn, you see these companies often with photos of employees, events, get togethers, celebrations. They are successful because they salute their brand with their
Employees’ career results. Many specifically salute their CLFP’s in their company for their success.

1. Define your employer brand: Start by defining your organization's unique employer brand. Consider your company's mission, values, and culture. What sets you apart from other employers? What do you offer to potential employees? Clearly articulating your employer brand will help you create a strong foundation for attracting top talent.
2. Develop an employee value proposition (EVP): An EVP outlines the benefits and opportunities employees can expect from working at your organization. It should highlight the value, growth, and development opportunities, work-life balance, and any unique perks or benefits your company offers. Tailor your EVP to resonate with your target audience and differentiate yourself from competitors.
3. Foster a positive company culture: A positive and inclusive company culture is a crucial aspect of an attractive employer brand. Create an environment where employees feel valued, empowered, and supported. Encourage open communication, collaboration, and a healthy work-life balance. Showcase your company culture through employee testimonials, social media, and other marketing channels.
4. Enhance the candidate experience: Crafting a positive candidate experience is vital for attracting top talent. Streamline your recruitment processes, communicate clearly and promptly with candidates, and provide feedback throughout the hiring process. Personalize interactions and demonstrate genuine interest in candidates' aspirations and goals. A smooth and respectful candidate experience can leave a lasting impression and encourage top talent to choose your organization.
5. Leverage employee advocacy: Empower your employees to become advocates for your employer brand. Encourage them to share positive experiences on social media, participate in industry events, and contribute to thought leadership initiatives. Employees who are proud of their organization and speak highly of it can significantly impact your ability to attract and retain top talent.
6. Showcase your company's mission and impact: Today's job seekers are increasingly interested in working for organizations that make a positive impact. Clearly communicate your company's mission, social responsibility initiatives, and any philanthropic endeavors. Highlight how employees can contribute to making a difference, whether through sustainability efforts, community involvement, or support for charitable causes
7. Develop a strong online presence: In the digital age, a strong online presence is crucial for attracting top talent. Optimize your company website and career page to provide a clear overview of your employer brand. Leverage social media platforms to share engaging content, employee stories, and job opportunities. Actively participate in relevant industry forums, discussions, and events to establish your organization as a thought leader.

Crafting an attractive employer brand is a multifaceted endeavor that requires a deep understanding of your organization, its culture, and the expectations of top talent. By defining your employer brand, enhancing the candidate experience, fostering a positive company culture, and leveraging employee advocacy, you can create a compelling employer brand that attracts and retains the best candidates. Remember, a strong employer brand is an ongoing effort that requires consistent nurturing and adaptation to remain appealing in a dynamic job market.

I  also strongly recommend the reward of having Certified Leasing and Finance Professional (CLFP) after your name. I recommend visiting: https://clfpfoundation.org/

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


"What is the Ultimate Hire? The Ultimate Hire is the professional that every business, team or leader needs in their organization. This is the high performance individual that always rises to the top, brings the team to the next level and can significantly add to the bottom line. The Ultimate Hire is the person that you can't afford to be without. Finding, Attracting, Hiring and Retaining these professionals is critical to the success of your business. We have identified these traits and can help you find these top professionals."

The Ultimate Hire Collection:
http://leasingnews.org/Conscious-Top%20Stories/ultimate.ht

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Top Ten Most Read by Readers Last Week
March 31 – April 3

(1) New Hires/Promotions in the Leasing Business and Related Industries
https://leasingnews.org/archives/Apr2026/04_03.htm#hires

(2) New Hires/Promotions in the Leasing      
   Business and Related Industries
https://leasingnews.org/archives/Mar2026/03_31.htm#hires 

(3) Ken Lubin, ZRG Director, ZRG Partners,  The Ultimate Hire
https://leasingnews.org/archives/Apr2026/04_03.htm#ken 

(4) Funders Taking "New" Broker Business
    List Five Do Not Require that Brokers Be   
        Licensed
https://lnkd.in/gbkur8wN

(5) CapEx Finance Index February 2026:
    New Equipment Demand Remained Elevate
https://leasingnews.org/archives/Mar2026/03_31.htm#cap

(6) Paul McCartney rocks Apple HQ with   
    lengthy set of classic tunes
https://www.mercurynews.com/2026/04/01/paul-mccartney-apple-anniversary-concert-setlist/

(7) Maxim at the 2026 NEFA April 1
   Spring Conference
https://leasingnews.org/archives/Mar2026/03_27.htm#maxim

 (8)  Mapped: Median Annual Property Taxes
    by State
https://leasingnews.org/archives/Apr2026/04_03.htm#map

(9) The San Francisco Bay Area’s population  
     changed drastically this decade.
 Charts show exactly where people migrated
https://www.sfchronicle.com/projects/2026/irs-migration/

(10) Busy vs. Productive
  An Originator's Turning Point
     By Scott Wheeler, CLFP
https://leasingnews.org/archives/Mar2026/03_31.htm#busy

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