What you built should
outlive the building of it.
Succession is not one decision but a hundred — about family, employees, wealth and identity. We structure them into a plan that honours all four.
Every succession is personal. The options are not.
Family succession
Transfers within the family — governance structures, fair treatment of non-operating heirs, and valuation frameworks that prevent tomorrow's disputes.
Sale to a strategic partner
When the right successor is another company: processes that weigh culture, employee security and brand continuity alongside price.
Management succession
MBO structures that place the company in the hands of the people who already run it — with financing that doesn't mortgage its future.
Foundations & trusts
For owners whose priority is permanence: foundation and trust models that separate ownership from management and anchor the company for generations.
The best successions begin five years early.
Across Europe, hundreds of thousands of companies will change hands this decade — and buyers know it. Owners who plan early choose their successor; owners who wait have one chosen for them by circumstance.
Julien Bernard's practice is built for the long conversation: many of his mandates begin years before any transaction, as quiet annual reviews of readiness, value and options.
"A succession done well is invisible. The company simply continues — customers, employees and family intact."
Julien Bernard, Partner, Succession & Family BusinessStart the conversation while it is still unhurried.
A confidential discussion about readiness and options — years before you need it, or now.