Comprehensive Plan

We combine deep EO expertise with your unique vision.

Partial Employee Sale

Create balanced ownership structures that serve both leadership and employee interests.

Aligned Capital & Sale

Access value-aligned financing that preserves independence and maximizes stakeholder outcomes

Gradual Employee Buyout

Build employee ownership over time with a measured, stable transition approach.

End-to-End Support

Get comprehensive guidance from initial planning through post-transition success.

100% Employee Owned 

Transform into a fully employee-owned enterprise while preserving your mission.

Sell to a trust that holds the company for employees.

Sell directly to key employees or managers who take over leadership.

Structured retirement plan that gives employees ownership over time.

Your Business Deserves a Future Rooted in Purpose.

After years of building your business, let’s craft an EO transition plan that reflects your vision, supports your employees, and safeguards your values.

Employee Ownership Trust

Company Ownership & Control

Employee Coverage & Payouts

An Employee Ownership Trust (EOT) is a form of indirect ownership where a trust holds a controlling stake in the company on behalf of all employees. This model ensures that the business operates for the benefit of its workforce, preserving culture and values.

Long-Term Sustainability

Other Factors to Consider

It is best suited for companies who: 

• Have more than $300k EBITA
• Have at least 10 and up to 10,000 employees
• View themselves as an institution versus a group of people
• Want a structured sale with lower cost and complexity

Key Features: 

• Collective Ownership: Employees are beneficiaries of the trust, receiving profit shares without directly owning company stock
• Long-Term Stability: EOTs promote sustainable business practices by focusing on employee welfare and company longevity
• Tax Incentives: While not as easily accessible as with ESOPs, some states offer tax advantages to an owner selling to an EOT

Costs & Financing:

Tax Implications

• An EOT is financed externally through a seller note or bank loan, etc 
• The loan is repaid through the company profits over time
• The employees are not responsible for financing the sale

• An EOT has certain tax implications both for the owner/seller and for the employees
• For Owners, there is a tax implication on the sale as it does not qualify for deferred payments like other options do
• For employees, the amount received via profit sharing is subject to taxes in the same manner a bonus would be

• Owners that choose to sell via an employee owned trust are able to control the rights and guidelines within the trust documents
• The trust contains an enforcer, a 3rd party independent arbitrator to perform 'checks and balances' on the trust
• It also contains a Stewardship Committee made of individuals who ensure the company acts in alignment with the trust

• The payout to employees is chosen by the owner during the time of transaction
• This is typically a formula that determines how much an employee receives and is based on tenure, salary, etc
• The benefit to employees is paid upfront, which means that there is no further incentive once an employee leaves

• Many EOT's are designed so that proceeds from any future sale go to charity, ensuring the company is not sold after sale
• Long-Term Stability: EOTs promote sustainable business practices by focusing on employee welfare and company longevity
• Tax Incentives: While not as easily accessible as with ESOPs, some states offer tax advantages to an owner selling to an EOT

• Collective Ownership: Employees are beneficiaries of the trust, receiving profit shares without directly owning company stock
• Long-Term Stability: EOTs promote sustainable business practices by focusing on employee welfare and company longevity
• Tax Incentives: While not as easily accessible as with ESOPs, some states offer tax advantages to an owner selling to an EOT

Management Buyout

Company Ownership & Control

Employee Coverage & Payouts

A Management Buyout (MBO) is a direct sale in which key leaders within your company acquire a controlling interest, ensuring continuity in leadership and operational expertise. This model is designed for businesses seeking a smooth transition that preserves the company’s culture while empowering those who know it best.

Long-Term Sustainability

Other Factors to Consider

It is best suited for companies who: 

• Smaller, profitable companies where 1–2 key managers are prepared to take on ownership
  
• Organizations with a tightly knit leadership team deeply familiar with the business
  
• Businesses that value operational continuity and a focused, leadership-driven transition

Key Features: 

• Leadership Ownership: The buying group consists of core managers who bring intimate operational knowledge and a vested interest in the company’s success
  
• Operational Continuity: Can provide a smooth handover with minimal disruption, as the new owners already know the business inside out
• Tailored Financing Options: Typically structured with a blend of personal investment and external financing—often SBA-backed loans—to align financial risk with business performance
• Direct Transition: A straightforward sale process that clearly delineates roles and responsibilities for the new owners

Costs & Financing:

Tax Implications

• Financed through a combination of personal equity and external loans, such as SBA financing tailored for small businesses
• The repayment is structured in a way that aligns with the company's cash flow, reducing upfront financial strain
• The management team assumes the financing responsibility and risk, ensuring the investment is directly linked to the future performance of the business

• While MBOs generally offer fewer direct tax incentives compared to ESOPs, strategic tax planning can help manage the impact of the acquisition
• The financing structure may allow buyers to spread income over time, providing some tax flexibility

• Ownership shifts directly to the management team, helping to ensure that decision-making authority remains with those who understand the business well
• The concentrated control model fosters accountability and rapid strategic responses, vital for dynamic market conditions

• Typically, only the key management team transitions into ownership, while other employees remain on as staff
• Additional incentive structures, such as retention bonuses or profit-sharing arrangements, can be implemented to reward broader employee contributions

• The long-term viability of an MBO depends on the vision and commitment of the new management
• While it ensures continuity, the model also requires the new owners to innovate and adapt to future market challenges

• A focused transition minimizes complexity and speeds up the changeover process
• The concentrated ownership model, while agile, does place significant financial risk on the buyer group—making robust post-acquisition support essential

Employee Stock Ownership Plan

Company Ownership & Control

Employee Coverage & Payouts

An Employee Stock Ownership Plan (ESOP) is a qualified retirement plan that enables employees to acquire an ownership stake in the company. This model aligns the interests of the workforce with corporate success while delivering substantial tax advantages for both the seller and the company.

Long-Term Sustainability

Other Factors to Consider

It is best suited for companies who: 

• Are larger, financially robust companies with profits that exceed $1.5M
• Organizations with a broad, stable workforce committed to long-term employment
• Businesses ready to invest in employee education and complex administrative setups
  
• Companies that view employee ownership as a strategic tool for growth and succession planning

Key Features: 

• Direct Employee Ownership: Employees gradually acquire company shares within a regulated retirement plan, building an ownership interest over time
  
• Tax Benefits: Offers significant tax incentives—including deferred taxes for sellers and tax deductions for the company—that make the ESOP an attractive exit option
• Enhanced Employee Engagement:Direct share ownership fosters a strong alignment between employee performance and company success
• Regulated Framework: Operates under strict ERISA guidelines, ensuring fiduciary oversight and compliance

Costs & Financing:

• ESOPs typically involve high initial setup costs (often exceeding $200K) and ongoing administrative expenses 
• The acquisition is usually financed through company borrowing, with repayment structured over time using company profits
• The company assumes the financing responsibility, allowing employees to benefit from the long-term growth in share value without bearing the debt risk

• Sellers can benefit from tax deferrals on the sale, while the company gains tax deductions for contributions made to the ESOP
• Employees receive their benefits upon retirement, with taxation applied similarly to other retirement distributions

• While employees build ownership through individual accounts, overall control remains with appointed trustees and the Board of Directors
• The ESOP structure ensures that employee interests are represented without compromising established corporate governance standards

• Broad-based participation is common, with eligibility often tied to tenure and salary—rewarding long-term commitment
• Payouts are typically deferred until retirement, promoting employee retention and aligning long-term incentives with company performance
• The value of the ESOP grows alongside the company, providing a tangible benefit when employees eventually cash out

• ESOPs are designed to create a culture of ownership that supports sustained business growth and stability
• The model encourages gradual wealth accumulation, aligning employee interests with the company’s future success

• The rigorous, regulated framework ensures a high level of oversight and protects both employee and company interests
• The complexity and cost of administration can be challenging and require a commitment to long-term strategic planning

Tax Implications:

Sell to a trust that holds the company for employees.

Sell directly to key employees or managers who take over leadership.

Structured retirement plan that gives employees ownership over time.

Your Business Deserves a Future Rooted in Purpose.

After years of building your business, let’s craft an EO transition plan that reflects your vision, supports your employees, and safeguards your values.

EOT

Ownership & Control

An Employee Ownership Trust (EOT) is a form of indirect ownership where a trust holds a controlling stake in the company on behalf of all employees. This model ensures that the business operates for the benefit of its workforce, preserving culture and values.

Long-Term Sustainability

Other Factors to Consider

• Have more than $300k EBITA
• Have at least 10 and up to 10,000 employees
• View themselves as an institution versus a group of people
• Want a structured sale with lower cost and complexity

Key Features: 

• Employees are beneficiaries of the trust, receiving profit shares without directly owning company stock
• EOTs promote sustainable business practices by focusing on employee welfare and company longevity
• While not as easily accessible as with ESOPs, some states offer tax advantages to an owner selling to an EOT

Costs & Financing:

Tax Implications

• Financed externally through a seller note or bank loan, etc 
• The loan is repaid through the company profits over time
• The employees are not responsible for financing the sale

• An EOT has tax implications both for the owner/seller and for the employees
• For Owners, there is a tax implication on the sale as it does not qualify for deferred payments like other options do
• For employees, the amount received via profit sharing is subject to taxes in the same manner a bonus would be

• Owners that choose to sell via an EOT are able to control the rights and guidelines within the trust documents
• The trust contains an enforcer, a 3rd party independent arbitrator to perform 'checks and balances' on the trust
• It also contains a Stewardship Committee made of individuals who ensure the company acts in alignment with the trust

• Many EOT's are designed so that proceeds from any future sale go to charity, ensuring the company is not sold after sale
• EOTs promote sustainable business practices by focusing on employee welfare and company longevity
• While not as easily accessible as with ESOPs, some states offer tax advantages to an owner selling to an EOT

• Employees are beneficiaries of the trust, receiving profit shares without directly owning company stock
• EOTs promote sustainable business practices by focusing on employee welfare and company longevity
• While not as easily accessible as with ESOPs, some states offer tax advantages to an owner selling to an EOT

Best For: 

MBO

Ownership & Control

A Management Buy (MBO) is a direct sale where key leaders acquire controlling interest. An MBO is designed for small businesses seeking a smooth transition that preserves company culture, with continuity in leadership and operational expertise.

Long-Term Sustainability

Other Factors to Consider

• Smaller, profitable companies
• Orgs with tightly knit leadership teams that have deep knowledge of the business
• Businesses that value operational continuity and a focused, leadership-drive transition.

Key Features: 

• Buying group consists of core managers who bring intimate operational knowledge
• Facilitates a smooth handover with minimal disruption
• Typically structured with a blend of personal investment and external financing to align risk and performance
• Straightforward sale process with clear roles and responsibilities for new owners

Costs & Financing:

Tax Implications

• Financed through a combination of personal equity and external loans, such as SBA financing tailored for small businesses 
• The repayment is structured in a way that aligns with the company’s cash flow, reducing upfront financial strain
• The management team assumes the financing responsibility

• While MBOs generally offer few direct tax incentives, strategic tax planning can help manage the impact of the acquisition
• The financing structure may allow buyers to spread income over time, providing some tax flexibility

• Ownership shifts directly to the management team, ensuring that decision-making authority remains with those who understand the business best
• The concentrated control model fosters accountability and rapid strategic responses, vital for dynamic market conditions

• The long-term viability of an MBO depends on the vision and commitment of the new management
• While it ensures continuity, the model also requires the new owners to innovate and adapt to future market challenges

• A focused transition minimizes complexity and speeds up the changeover process
• The concentrated ownership model, while agile, does place significant financial risk on the buyer group—making robust post-acquisition support essential

Best For: 

Coverage & Payouts

• Typically, only the key management team transitions into ownership, while other employees remain as staff
• Additional incentive structures, such as retention bonuses or profit-sharing arrangements, can be implemented to reward broader employee contributions

ESOP

Ownership & Control

An Employee Stock Ownership Plan (ESOP) is a qualified retirement plan that enables employees to acquire an ownership stake in the company. It aligns the interests of the workforce with corporate success while delivering tax advantages for both the seller and the company

Long-Term Sustainability

Other Factors to Consider

• Companies with profits exceeding $1.5M
• Broad, stable workforce committed to long-term employment
• Ready to invest in employee education and complex administrative setups
• View employee ownership as a strategic tool for growth and succession planning

Key Features: 

• Employees gradually acquire company shares within a regulated retirement plan, building an ownership interest over time
• Offers significant tax incentives
• Direct share ownership fosters a strong alignment between employee performance and company success
• Operates under strict ERISA guidelines

Costs & Financing:

Tax Implications

• ESOPs typically involve high  setup costs (often > $200K) and ongoing administrative expenses 
• Usually financed through company borrowing, with repayment structured over time using company profits
• The company assumes the financing responsibility, allowing employees to benefit from the long-term growth in share value without bearing the debt risk

• Sellers can benefit from tax deferrals on the sale, while the company gains tax deductions for contributions made to the ESOP
• Employees receive their benefits upon retirement, with taxation applied similarly to other retirement distributions

• While employees build ownership through individual accounts, overall control remains with appointed trustees and the Board of Directors
• The ESOP structure ensures that employee interests are represented without compromising established corporate governance standards

• ESOPs are designed to create a culture of ownership that supports sustained business growth and stability
• The model encourages gradual wealth accumulation, aligning employee interests with the company’s future success

• The rigorous, regulated framework ensures a high level of oversight which can protect both employee and company interests
• Potential challenges include the complexity and cost of administration, which require a commitment to long-term strategic planning

Best For: 

Coverage & Payouts

• Eligibility often tied to tenure and salary—rewarding long-term commitment
• Payouts are typically deferred until retirement
• The value of the ESOP grows alongside the company, providing a tangible benefit when employees eventually cash out