Company succession
"BASICALLY, WE CAN'T AFFORD IT,
SENATOR - PARTNERS NOT TO BE COMMISSIONED."
(Entrepreneurial family from the new federal states - order placed May 2022)
Based on our comparative selection process , we fill more than 1,000 management positions per year - even in times of coronavirus. The experience gained from each individual placement, accompanied by our intelligent AI, flows into our dynamic, continuous improvement process in order to become even better in the future. As part of the onboarding process, we always support candidates and companies beyond the hiring process. After more than 23,000 successful placements, we always know how things will continue after recruitment.
The effective support of a succession process is similar to finding suitable managers for executive positions. In both cases, we find and deliver "perfect-fit" candidates for you, in a figurative sense a tailor-made suit as you would wish.
Options for company succession
1. family succession
a) Transfer of shares within the family
b) Foundation solution
2. succession within the company
a) Management Buy Out (MBO):
internal manager takes over
b) Admission of a co-shareholder
3. external succession
a) Management buy-in (MBI):
external manager takes over
b) Sale to a financial investor, competitor, supplier or similar.
We often find the following structures and challenges:
In the area of family succession planning,
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- that the successors pursue different life concepts than the previous entrepreneurs (parents) had.
- that the successors have different skills / interests, some of which differ considerably from the previous entrepreneurs.
- that the market has changed and new complementary skills are needed that are not yet available in the company.
- that the potential successors are still too young and a handover only seems possible in five to ten years' time.
In the area of internal succession planning
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- the existing managers alone are not trusted to lead the company successfully into the future.
- the existing managers almost always pursue their own goals, e.g. to achieve a higher position from the successor project.
- new co-shareholders must be found and evaluated.
In the area of external succession planning
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- The new manager does not yet know the company and realizes after joining that there are significantly more and new, unknown problems.
- The powers of attorney were not formulated precisely enough, the new manager can decide less than was previously discussed.
- The onboarding process is below the possibilities.
- The existing managers were not involved in the selection process and provide too little support to the "newcomer".
Together with you
Together with you, we formulate the precise requirements profile you are looking for and use our experienced search team and the latest digital search algorithms to find the most suitable candidates for you from several hundred candidates. Of course, you decide who is the best fit for you. We are happy to support the onboarding of the new manager in the first year.
Our success proves us right: the length of time that the managers we place stay with us is around 40 % longer than the industry average.