Find a Successor You Can Trust
Step out of daily operations and into a new chapter of your life.
Are you ready to retire but need someone you trust to take over?
We have a long list of ambitious individuals who are ready to lead and grow your business.
We also have legal templates and a structured process to help you minimize risk and maximize your upside.
We're currently focused on helping health and wellness business owners in the state of Georgia who are ready to retire in the next 5 years.
Take the first step toward your next chapter while securing your business's future today.
If you want to take a look at prospective successors, click the button below.
What to Expect in Your Discovery Interview
During our initial consultation, we'll explore questions like these to understand your goals and help find the perfect successor:
1. What qualities and values do you think are most important in someone who will take over your business?
Purpose: Identifies the traits you prioritize, such as leadership style, integrity, or passion for the industry.
2. What are your long-term goals for the business after you step back from daily operations?
Purpose: Clarifies whether your focus is on growth, stability, legacy preservation, or a financial return.
3. How involved would you like to be during and after the transition?
Purpose: Helps define your desired level of involvement, such as mentoring the successor or serving as a consultant.
4. What would an ideal successor need to accomplish in their first 12 to 24 months for you to feel confident in the transition?
Purpose: Reveals your expectations for early milestones, giving insight into performance goals and metrics.
5. What type of compensation and incentive structure would you feel comfortable offering to a successor?
Purpose: Explores compensation alignment, ensuring both parties are motivated by shared success.
6. How do you envision ownership transferring over time—gradually or in one step?
Purpose: Helps determine whether you prefer a phased transition with gradual equity transfer or a more immediate handover.
7. Are there any specific skills or experiences you believe a successor must have to succeed in your business?
Purpose: Helps define the ideal candidate profile, whether it's industry knowledge, financial acumen, or operational expertise.
8. What kind of legacy do you want to leave behind for your employees, customers, and the community?
Purpose: Helps frame the successor search around your personal and business legacy goals.
9. Are there any existing challenges in the business that a successor would need to address early on?
Purpose: Identifies critical areas where the successor's efforts will be needed, helping to find candidates with relevant skills.
10. If you had already found your ideal successor, what would the perfect transition timeline look like?
Purpose: Sets expectations around timing and control, clarifying when you envision stepping back completely.