Thinking about your next chapter? Whether you’re preparing to step away or ready to step in, start a confidential conversation via the enquiry form below.
Frequently Asked Questions
Turning queries into confidence. Practical answers to common questions about planning and executing an ownership transition with The Legacy Team.
What exactly do you do?
We help owners plan and execute business ownership transitions: preparing the business, sourcing and vetting buyers/successors, structuring the deal, and guiding the handover with governance and post‑settlement support. We work alongside your accountant, lawyer and bank to keep everything aligned.
How do you find a buyer or incoming business partner?
Targeted search and outreach. We combine our network, research/head‑hunting, discreet advertising, and LinkedIn sourcing. We prepare a confidential Information Memorandum (IM) that’s only released under NDA to qualified people.
What types of businesses are a good fit?
Profitable NZ SMEs with growth potential and enough earnings to cover an incoming GM/Owner’s remuneration. Industry is less important than profitability, potential, and an owner who’s committed to a well‑run transition.
Do I have to sell 100%?
No. Many owners stage their exit and sell down over time. We design equity pathways that suit your goals – minority, majority, or full exit – agreed case-by‑case.
How long will the search take?
Typical executive‑search campaigns land the right person in around three months (subject to notice periods and role complexity). Principle: the right person over a fast person.
How long does a full transition take once the person is found?
Transitions vary from a few months to several years, depending on your goals. We agree a timeframe upfront so expectations are clear and the plan is paced properly.
What governance do you put around the transition?
We recommend a structured Transition Planning Board for the first six months (owner, incoming leader, and our advisor), meeting to track goals, surface issues early, and adjust the plan. This materially reduces risk and friction during handover.
Do you work alongside my accountant, bank, and lawyer?
Yes, by design. Keeping professional advisors in the loop is vital for continuity of banking, tax, legal and financial settings throughout the deal and beyond.
Who pays for what?
Discovery & diagnostics (including readiness plan), Seller set‑up & IM, Third‑party valuation (if required), Legals (Owner side)
Transition support, Buyer sign‑on search fee (Buyer Funded)
Do you invest your own capital?
No. Our duty is to the owner. We can introduce capital partners or private investors where helpful, but we act on your behalf, not as a competing investor.
What if market conditions feel uncertain—is now a bad time to sell?
Uncertain markets reward preparation. We build value (systems, margins, leadership bench, customer concentration, cashflow discipline) while we map your options. A staged exit lets you capture upside while de‑risking personally.
What if I’m not ready to sell yet?
Great, start with a readiness assessment and a 6–12 month value‑building roadmap (pricing, margins, documentation, recurring revenue, leadership). Owners who begin early have more options, better multiples, and cleaner due diligence.
How do you protect confidentiality?
We use name‑suppressed briefs, NDAs before IM release, and controlled access to sensitive data until a short‑listed candidate has been vetted. Discreet outreach and careful ad wording reduce the risk of word getting out.
What size deals do you typically handle?
NZ SMEs where profit comfortably covers an incoming leader’s remuneration and continued investment in growth. That economic fit matters more than sector.
How do you handle multiple offers?
We run a fair, documented process: comparable offer analysis (price, structure, risk, cultural fit), conditionality mapping, and a negotiation strategy to improve certainty and net proceeds.
Asset sale vs share sale—what’s better?
It depends on tax, liabilities, contracts, and buyer preferences. We’ll map both paths with your accountant/lawyer to maximise after‑tax outcomes and transaction certainty.
Can you help if the ideal successor is already inside my business?
Yes. We still run a readiness/fit assessment, design an equity pathway, and set governance so the relationship thrives post‑deal (often with performance‑based step‑ups).
Do you work with franchised businesses?
Yes. We align the transition with franchisor approval processes, brand standards, and territory/assignment rules—minimising downtime and protecting network relationships.
What if we don’t find the right person quickly?
We don’t force a least‑worst fit. We keep searching and course‑correct the brief rather than compromise on quality. The goal is the right successor, not just a fast one.
How do you reduce deal risk?
Up‑front vendor due diligence and a clean IM
Structured buyer vetting (capability, capital, values)
Transition Planning Board with checkpoints
Clear comms plan for staff/customers and key‑person continuity
These practices reduce friction and failure risk.
Will you work with my existing advisor/coach as part of the process?
Yes, regularly. We integrate trusted advisors into the rhythm and disciplines of the transition so everything runs smoothly.
Do you operate nationwide?
Yes, we work across New Zealand & Australia and can run searches, diligence and governance both in‑person and remotely.
What outcomes should I expect 12 months after appointment?
A capable leader running day‑to‑day
Clear governance and reporting cadence
Documented systems and stable margins
Owner hours and key‑person risk materially reduced
A mapped path for further sell‑down or growth capital as desired
What exactly do you do?
We help owners plan and execute business ownership transitions: preparing the business, sourcing and vetting buyers/successors, structuring the deal, and guiding the handover with governance and post‑settlement support. We work alongside your accountant, lawyer and bank to keep everything aligned.
How do you find a buyer or incoming business partner?
Targeted search and outreach. We combine our network, research/head‑hunting, discreet advertising, and LinkedIn sourcing. We prepare a confidential Information Memorandum (IM) that’s only released under NDA to qualified people.
What types of businesses are a good fit?
Profitable NZ SMEs with growth potential and enough earnings to cover an incoming GM/Owner’s remuneration. Industry is less important than profitability, potential, and an owner who’s committed to a well‑run transition.
Do I have to sell 100%?
No. Many owners stage their exit and sell down over time. We design equity pathways that suit your goals – minority, majority, or full exit – agreed case-by‑case.
How long will the search take?
Typical executive‑search campaigns land the right person in around three months (subject to notice periods and role complexity). Principle: the right person over a fast person.
How long does a full transition take once the person is found?
Transitions vary from a few months to several years, depending on your goals. We agree a timeframe upfront so expectations are clear and the plan is paced properly.
What governance do you put around the transition?
We recommend a structured Transition Planning Board for the first six months (owner, incoming leader, and our advisor), meeting to track goals, surface issues early, and adjust the plan. This materially reduces risk and friction during handover.
Do you work alongside my accountant, bank, and lawyer?
Yes, by design. Keeping professional advisors in the loop is vital for continuity of banking, tax, legal and financial settings throughout the deal and beyond.
Who pays for what?
Discovery & diagnostics (including readiness plan), Seller set‑up & IM, Third‑party valuation (if required), Legals (Owner side)
Transition support, Buyer sign‑on search fee (Buyer Funded)
Do you invest your own capital?
No. Our duty is to the owner. We can introduce capital partners or private investors where helpful, but we act on your behalf, not as a competing investor.
What if market conditions feel uncertain—is now a bad time to sell?
Uncertain markets reward preparation. We build value (systems, margins, leadership bench, customer concentration, cashflow discipline) while we map your options. A staged exit lets you capture upside while de‑risking personally.
What if I’m not ready to sell yet?
Great, start with a readiness assessment and a 6–12 month value‑building roadmap (pricing, margins, documentation, recurring revenue, leadership). Owners who begin early have more options, better multiples, and cleaner due diligence.
How do you protect confidentiality?
We use name‑suppressed briefs, NDAs before IM release, and controlled access to sensitive data until a short‑listed candidate has been vetted. Discreet outreach and careful ad wording reduce the risk of word getting out.
What size deals do you typically handle?
NZ SMEs where profit comfortably covers an incoming leader’s remuneration and continued investment in growth. That economic fit matters more than sector.
How do you handle multiple offers?
We run a fair, documented process: comparable offer analysis (price, structure, risk, cultural fit), conditionality mapping, and a negotiation strategy to improve certainty and net proceeds.
Asset sale vs share sale—what’s better?
It depends on tax, liabilities, contracts, and buyer preferences. We’ll map both paths with your accountant/lawyer to maximise after‑tax outcomes and transaction certainty.
Can you help if the ideal successor is already inside my business?
Yes. We still run a readiness/fit assessment, design an equity pathway, and set governance so the relationship thrives post‑deal (often with performance‑based step‑ups).
Do you work with franchised businesses?
Yes. We align the transition with franchisor approval processes, brand standards, and territory/assignment rules—minimising downtime and protecting network relationships.
What if we don’t find the right person quickly?
We don’t force a least‑worst fit. We keep searching and course‑correct the brief rather than compromise on quality. The goal is the right successor, not just a fast one.
How do you reduce deal risk?
Up‑front vendor due diligence and a clean IM
Structured buyer vetting (capability, capital, values)
Transition Planning Board with checkpoints
Clear comms plan for staff/customers and key‑person continuity
These practices reduce friction and failure risk.
Will you work with my existing advisor/coach as part of the process?
Yes, regularly. We integrate trusted advisors into the rhythm and disciplines of the transition so everything runs smoothly.
Do you operate nationwide?
Yes, we work across New Zealand & Australia and can run searches, diligence and governance both in‑person and remotely.
What outcomes should I expect 12 months after appointment?
A capable leader running day‑to‑day
Clear governance and reporting cadence
Documented systems and stable margins
Owner hours and key‑person risk materially reduced
A mapped path for further sell‑down or growth capital as desired