One team handling the work most owners coordinate alone. We run the picture quarter after quarter — so you stop being your own integrator and start being the owner again.
Most owners are growing revenue. Far fewer are building enterprise value — the thing that actually determines what your business is worth when it's time to sell, transfer, or step back.
Most owners plan to exit someday. Very few are ready when the moment comes. A forced exit is the most expensive mistake a business owner can make.
Your retirement plan and your business plan are the same plan. If they're not built together, one of them is wrong.
One bad day — a lawsuit, a key partner leaving, a health event — can undo decades of work. Most owners are one event away from a crisis they never planned for.
A CPA, an attorney, an investment guy, an insurance broker — none of them looking at the whole picture, all of them sending you bills. The integration cost lands on you. Here's what changes when one team handles it.
Four engagement levels — from the full owner-and-business flagship down to focused investment management. The Total Plan covers all eight categories of work; the others draw from the same map at smaller scope. Start where it makes sense, move up when you want to.
Business value building (The Bright Forecast Framework — ninety-day cycles that systematically increase what the business is worth) and exit & succession planning across every transition option. Plus family governance for legacy continuity — the work other firms simply don't do.
The long-arc plan for the business itself: what happens if something happens to you (continuity), how you transfer ownership when the time comes (succession), how you sell when you're ready (exit), and how you reduce your role over time (transition). Most owners think about one of these — usually exit. Real life rarely cooperates.
What we doWe map all four scenarios because most transitions are forced, not planned. We coordinate the legal documents, family conversations, buy-sell agreements, and tax structure so when any of these get triggered — voluntary or otherwise — the path is clear and the dollars don't leak.
Time saved: you're not managing four separate professional relationships across this work. Value impact: owners who plan all four scenarios capture meaningfully more value at transition than those who only plan one.
What your business is actually worth (EBITDA), the 18 industry-specific drivers buyers and lenders pay premiums for, how much value transfers vs. walks out the door without you (Management Team), and the gap between current and target value (Value Gap). Most owners are off by 2–3× on what their business is actually worth — usually too high.
What we doEBITDA is the headline number; the 18 drivers are where the actual work happens. We benchmark against real comparables, identify the highest-leverage drivers for your industry, and build a multi-year roadmap to close the value gap. The number gets defended in board rooms, lender meetings, and estate plans.
Time saved: no separate valuation consultant relationship to manage. Value impact: systematic value-driver work can meaningfully lift business value over multi-year horizons — turning the same effort into substantially more wealth.
The retirement-plan vehicles that let high-income owners shelter the most money from taxes and reward key employees efficiently. A 401(k) with profit sharing is the baseline. A Cash Balance plan can stack significant additional deferral on top of the 401(k), with limits that scale by age and income. A Defined Benefit plan stacks even higher for late-career owners. An ESOP can transition the business to employees in a tax-advantaged way.
What we doWe run the design analysis on your specific demographics and income picture, coordinate with the third-party administrator, and pressure-test the plan annually as your situation changes. Most owners stop at a basic 401(k) — leaving large amounts of legitimate tax savings on the table.
Time saved: you don't shop multiple providers or interpret actuarial reports. Wealth impact: right-sized plan design can produce significant annual tax savings, compounding meaningfully over a career.
The protection layer across personal, business, and family. Life and disability insurance for the family. Long-term care for the largest expense most retirees face. Property & Casualty (auto, home, umbrella liability) for everyday catastrophic risk. Group benefits to recruit and retain. Captive insurance — an advanced strategy that lets profitable businesses self-insure for legitimate risks AND deduct the premiums.
What we doWe pressure-test every coverage annually against your current life — not what you bought 10 years ago. We coordinate with your existing brokers (or replace them where needed) so nothing falls between policies and there's no double-coverage waste. Key-person and buy-sell coverages are sized to actual valuations, not stale ones.
Time saved: one team owns the whole insurance picture instead of three brokers giving conflicting advice. Wealth impact: prevents one bad event from undoing decades of work — and captures the captive-insurance opportunity most owners never explore.
Your written, dynamic personal financial plan, your investment portfolio, your retirement income strategy, and your tax plan. The four pieces that tie everything else together.
What we doThis is the work financial advisors traditionally focus on — but typically without context of the business, which for owners is the biggest asset on the table. We build the personal plan AROUND your concentration in the business: how much risk you can take outside it, how to harvest income tax-efficiently, when to start diversifying personal wealth, and what retirement actually looks like in dollars. Updated annually.
Time saved: one plan connecting every financial decision instead of three disjointed brokerage accounts and conflicting advice. Wealth impact: integrated planning can capture meaningful additional value each year that fragmented planning leaves on the table.
How you and your key people get paid. Bonus plans tied to specific metrics. Deferred compensation for retention. Real or phantom stock equity for true alignment.
What we doFor owners, this is two things — optimizing your own compensation tax-wise (W-2 vs. distribution vs. deferred), and building golden-handcuffs that keep your top people for the long haul. Most owners under-pay key talent on the front end and over-pay on the back end through equity giveaways or retention crises. We design the structures with your CPA and attorney so the documentation, tax treatment, and accounting all line up.
Time saved: no back-and-forth between attorney, CPA, and broker — we coordinate the design. Value impact: strong key-employee retention is one of the biggest valuation drivers buyers underwrite. Phantom equity locks in the people who make the business work.
The transfer plan: who gets what, when, and how — for both the business and personal assets. Legal Documents are the foundation (will, trust, durable POA, healthcare directive). Business Succession is the legal infrastructure for transferring the company (buy-sell, voting trust, family limited partnership). The Legacy Plan is what you want this all to mean. The Estate Tax Plan is the math on minimizing what gets taxed at transition.
What we doWe coordinate with your attorney so business agreements actually match your estate documents. Most owners have a 10-year-old will that still names the original business partner who left in 2018. We pressure-test the entire estate every 1–2 years and update as life changes — marriages, births, business transitions, tax-law changes.
Time saved: no managing two separate sets of documents (business and personal) that could conflict at the worst possible moment. Wealth impact: estate errors at transition can cost families a meaningful share of net worth in unnecessary taxes and disputes.
For owners with family wealth or a family business: the structure for how the family makes decisions about money and business across generations. Family Meetings on a regular rhythm. Defined ownership rules. The dynasty plan for keeping wealth coordinated across 2nd- and 3rd-generation heirs. Family Membership criteria — who's employed in the business, who's on the board, who's a beneficiary only.
What we doWe facilitate the structures that prevent "stuff money makes weird" from breaking the family. Most families never have these conversations until a crisis forces them — by which point the legal and emotional damage is done. We build the governance BEFORE the wealth does the breaking.
Time saved: a structured family decision-making process eliminates dozens of one-off arguments and crisis calls. Wealth impact: the difference between dynastic wealth that compounds and family wealth that dissipates in 2–3 generations.
Business plan integration with your CPA and attorney, deeper tax strategy (entity structure, owner comp, retirement plan design), and full estate coordination — not just the basics.
We coordinate with your CPA, attorney, and operations team so business decisions show up in your personal plan — and personal decisions don't get made without business context. The integration work other firms skip.
A written, dynamic plan connecting your business income, personal expenses, savings strategy, and retirement target. Updated annually so it keeps up with the business — and your life.
Custom portfolios across taxable and retirement accounts — built around your concentration in the business, not a generic 60/40 allocation. Continuously managed, never set-and-forget.
Life, disability, key-person, buy-sell funding, umbrella, and business continuation coverage — pressure-tested annually so they pay out the right amount when needed.
Coordinated tax planning across business and personal: entity structure, owner compensation, retirement plan design, charitable strategies. The work that happens before the year starts.
Will, trust, durable POA, healthcare directive, beneficiary designations, and family business agreements — coordinated with your attorney so nothing falls between the layers.
A written, dynamic financial plan, a retirement income strategy with real numbers, and estate document foundations done right — not just a managed account in isolation.
A written, dynamic plan covering income, expenses, savings strategy, debt management, and a clear retirement target. Updated annually so it keeps pace with your life.
Building toward a specific retirement target — Social Security strategy, account drawdown sequencing, and the math on what a sustainable lifestyle actually costs. Not "you're probably fine" — actual numbers.
Diversified, tax-aware portfolio aligned with your time horizon, risk tolerance, and goals. Continuously managed across taxable and retirement accounts.
Life, disability, umbrella liability, and long-term care coverage — reviewed annually to match your current life, not the life you had when the policy was issued.
Asset-location decisions, tax-loss harvesting, and qualified vs. non-qualified account funding strategy — minimizing what you give back to the IRS without contorting your portfolio to do it.
Will, durable POA, healthcare directive, and beneficiary review — the foundation documents every adult should have current. We make sure they exist, match each other, and reflect what you actually want.
Diversified, low-cost portfolio aligned with your time horizon, risk tolerance, and tax situation. Managed continuously, never set-and-forget.
Annual rebalancing to target weights, with tax-aware adjustments to preserve cost basis wherever possible. The work that quietly compounds over years.
Auto, home, umbrella liability, and life insurance review — to make sure the protections in place match your current life, not the policies you set up before the kids or before the house.
One in-person or video meeting per year to review the portfolio, market conditions, and any life changes that should change the plan.
Honest pricing requires knowing what you actually need. A $30M owner with three entities, a stale buy-sell, and a sale 24 months out is a different engagement than a $3M owner who needs investment management and a written plan. Until we understand your situation, any number we put on a page would be wrong. The 15-minute call exists to scope what you need and give you a real, directional answer — including an honest "we're not the right fit" if that's the truth.
15 minutes. One conversation. You'll leave knowing exactly where you stand and what the next step looks like — whether that's with us or not.