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Business succession

Pass the company on without losing its marketing

When a company is passed on, its marketing is passed on too: the brand, the customers, the channels, the partners and the reflexes that make sales happen. We work with owners and their successors so none of it gets lost along the way: senior marketing leadership through the transition, then a successor who takes the wheel at their own pace, with a mandate that lightens as they gain autonomy.

Book a callSee how we work
pillars: transfer, lead, coach
3
pillars: transfer, lead, coach
senior part-time lead through the transition
1
senior part-time lead through the transition
brands served
80+
brands served
years of e-commerce and B2B expertise
6
years of e-commerce and B2B expertise

You're in the right place if…

  • The company is changing hands
    Sale, acquisition or family transfer: marketing has to survive the change of owner, not start over.
  • The founder still carries all the marketing
    You want to step back gradually, without customers or the team noticing.
  • The successor is there, but not ready yet
    An internal talent knows the field, but has never built, defended or run a full budget.
  • Growth has outgrown the structure
    New locations, new markets, new product line: what used to run on instinct now needs leadership.
  • Your marketing lead is leaving
    Years of seasonality, relationships and tradeoffs were built in action. Handing them over well takes time.
  • Your partners need a point person during the transition
    Agencies, suppliers, team: each delivers on its own. Someone has to hold the course and the consistency.
  • The next budget gets decided mid-transition
    The annual plan doesn't wait. Whoever arrives after inherits a year they didn't build.
  • You want marketing leadership without hiring right away
    A senior lead part-time, long enough to know which role to create and who should fill it.

The phases

  • 01
    Scoping
  • 02
    Knowledge transfer
  • 03
    Interim leadership
  • 04
    Steering and measurement
  • 05
    Successor coaching
  • 06
    Autonomy
Ideal client

We work with you if…

We turn down ~60% of requests, because we want to deliver real results and that requires the right fundamentals on your end.

Qualify my project
  • Established SMB, 10+ years
  • Business or leadership transfer in preparation
  • Successor identified, internally or in the family
  • Agencies, suppliers and team already in place to lead

Frequently asked

The questions we get most before kicking off.

Will you replace our agencies?
No. We don't replace anything that works. Your agencies and team keep their work; our role is to lead, arbitrate and challenge them, not to pull their production in-house. It's written into our engagement principles.
How long does it take?
Depending on the situation, from a few months to a few years. The pace follows the successor's progress, not a fixed calendar: we move to the next stage when they're ready.
How is it billed?
In stages, each engaged once the previous one is delivered, with a monthly retainer that decreases as the successor gains autonomy. Everything is written in at signing.
What if the successor isn't ready on the planned date?
We stay at the previous stage. Fees don't drop to honor a calendar, they drop when the successor is ready.

Ready to talk growth?

Book 30 minutes with us, or send a message if you'd rather walk us through your project in writing.

Book a 30-min call

A 30-minute strategy call - we'll tell you honestly if we can help.

Send a detailed message

We read every message and personally respond within 24h.

We turn down about 60% of requests. If we take you on, it's because we can deliver.