Unternehmensnachfolge Generationswechsel

Company Succession

Without a doubt, family-owned businesses play a central role, as the driving motor, in the German economy. In recent years, a large number of new jobs have primarily been created within these same family businesses. The strength of the family business, and its millions of jobs, will only be preserved if suitable successors can be found, or rather those with the same entrepreneurial spirit.

A majority of predominantly family-owned, mid-size companies, as the backbone of the German economy, are facing radical changes due to demographic shift. Over the next ten years, more than 50% of medium-sized companies will face corporate succession.

At the same time, the offspring of family businesses, if at all present, are opting increasingly against a career in their father's or mother's operation. The tendency for sons, daughters or other relatives to become successors has been steadily on the decline. Family-external solutions will continue to increase as more and more potential successors have interests other than taking over the family business.

In addition, the demands of both entrepreneurs and their advisers are rising. In increasingly complex, global structures, it is no longer sufficient to only consider candidates "from the family". One must also bring with them the necessary qualifications to consistently improve the company's bottom line.

Over 75% of our clients are family businesses that we have supported in their personnel searches for many years. The handover process of management to the next generation, or to an external leader, thereby has become a high priority. With this one decision, the fate of the company, its heritage, the family, and regional job preservation all hang in the balance.

Our Service Portfolio 

  • Search and selection of family-external management personnel to manage within the context of the company’s future strategic alignment.
  • Benchmarking of family-internal candidates against managers available on the external market.
  • Search and selection of a suitable interim manager to bridge the gap until the next generation is ready to takeover, or until new management is found.

For all legal and tax issues, we would be happy to put you in touch with one of our long-standing partners.