Our Process
Step1: CONSULTATION
Consultations allow for us to connect one on one and get an understanding of the business owners wants and needs for their company. During these sessions we will discuss and develop potential goals and strategies for your company to adopt. We will also discuss realistic approaches to achieve the identified goals and strategies.
Intent:
During this stage we want the business owner to start thinking about what it will take for them to grow.
step2: implementation
During the consultation stage we should have touched on potential approaches to implement your newly found initiatives. Here in this step is where we develop the ways of working and processes needed to support your new initiatives. Our collective works as a subject matter expert or “SME” as we work through each stage of the new implementation.
intent:
We want the business owner to be involved in this process. This promotes the understanding that their expectations are being met, and that the business owner understands their newly transformed business.
step3: review and refine
After the implementation is complete it is important to review the effectiveness of the new company. Here we evaluate the effectiveness the new initiatives have on the company. Continuous Improvement is the best way to experience growth, so here in this stage we identify trends in the new ways of working, and assess their value against the new initiatives
intent:
Here we hope the business owner develops methods to practice continuous improvement, and be proactive moving forward with the growing state of their business.
there is no obligation to go through the entire process with us. whatever you decide , we still strive to provide the business owner with a unique customer experience. we plan to leave them with new intiatives for their business and the best strategies to implement them.
Investment Vetting Process:
Our selection and due-diligence process includes four core workstreams:
Financial and document review
Tax returns: examine 3–5 years of federal, state, and local returns to verify reported income.
Financial statements: analyze historical income statements, balance sheets, and cash flow to assess trends and consistency.
Accounts receivable/payable: evaluate who the business owes and who owes the business; review aging to identify collection or liquidity issues.
Debt and capital structure: compile a schedule of all debt (lines of credit, loans, terms) and review ownership, shareholder agreements, and capitalization.
Projections vs. reality: compare owner forecasts to historical performance and request explanations for major variances.
Inventory and assets: verify existence, condition, and any liens or security agreements on physical assets.
Legal and regulatory due diligence
Formation and governance documents: confirm legal existence and governance through articles of incorporation, bylaws, and the minute book.
Material contracts: review supplier, customer, lease, and other significant agreements to surface obligations and risks.
Litigation history: identify past, pending, or threatened lawsuits, judgments, or regulatory actions.
Intellectual property: verify ownership or legal rights to trademarks, patents, copyrights, and trade secrets.
Licenses and permits: confirm required professional and operational licenses are in place.
Tax compliance: ensure local, state, and federal filings and payments are current and accurate.
Operational and commercial due diligence
Business model and market: validate how the company makes money, its positioning, target customers, and competitive advantages.
Market and competitor analysis: assess industry dynamics, market size, and competitor strengths/weaknesses.
Customer relationships: identify concentration risk, major customers, loyalty, and retention metrics.
Supply chain: evaluate key suppliers, stability of relationships, and potential bottlenecks.
Technology and systems: review IT infrastructure, software, and data security — and whether systems can scale.
Reputation: perform media and social checks on the company and its leaders to uncover reputational risks.
Management and employee vetting
Management experience: assess backgrounds and track records of key leaders for relevant expertise and execution capability.
Employee stability: review staffing levels, turnover rates, and compensation arrangements; high turnover is a red flag.
Organizational structure: ensure roles are clearly defined and aligned with strategic goals.
Employee relations: investigate past or ongoing employee issues, lawsuits, harassment claims, or labor disputes.