You built the value.
We’ll help you realise it.

Equity options

At some point, every founder confronts the same question: what is my equity pathway, and when is the right moment to act on it? Each option has different implications for control, value, timing, and cultural alignment.

01

Hold and harvest

Retain ownership indefinitely and draw dividends.

Internal sale

Sell equity to emerging leaders, often at a discount to external valuation.

02

03

External sale

Three common pathways:

  • Industry / trade sale — a larger firm acquires for strategic fit.
  • Private equity — rapid growth and resale within 3–5 years.
  • Merger — combine with a similar or smaller firm, often using scrip.

Valuing and realising your business.

How to judge the right time to sell, understand what your business is worth, and plan a succession that lasts.

Timing

So when is the right time to sell?

Sale value increases with stability and predictability. Smaller firms must demonstrate strong profitability to attract buyers — often around 20% net profit. As revenue grows, buyers may accept slightly lower margins, but performance consistency remains critical.

2 10 40 80 GROWTH · # PEOPLE TIME Typical optimal sale points
Valuation

Valuation methodologies

Several models are used to assess the value of a business, each suited to different circumstances.
Method In plain English Best used when Watch-outs
Discounted Cash
Flow (DCF)
Forecast future cashflows and
discount them to today.
Cashflows are
predictable.
Highly sensitive to
assumptions.
Market Multiples Compare to similar
companies.
Good comparable
data exists.
Quality of
comparisons
matters.
Earnings
Capitalisation
Apply a multiple to
maintainable earnings.
Earnings are stable
(SMEs).
Not suited to volatile
earnings.

Recent Australian professional services SME sales show multiples ranging from 3× to 8× EBITDA (Earnings Before Interest, Tax, Depreciation and Amortisation), depending on scale, stability, and strategic fit.

Succession

Succession planning

Succession planning is the structured process of managing equity transitions in line with long-term business objectives. It requires:

“Success” in succession planning is not accidental — it is engineered.

Common causes of failure
Stacked translucent teal and gold glass blocks forming a column

Incentivising the next generation

Beyond salary and promotion, firms can use:
These mechanisms help align risk, reward, and long-term commitment.