You built a successful recruiting firm. We give you someone to pass it on to.

Fair question, and we want to be completely straight with you about how this works.

We look at where your company has been over the last three years. Together we review your real numbers, so we’re both working from the same picture. No guesswork. No back-of-the-napkin math.

From that we figure out your average annual profit — what the business actually earns after the normal costs of running it. That profit number is the foundation of your payout.

Instead of one lump sum up front, you’re paid out over the next three to five years while we transition the business from your leadership to ours. You keep sharing in what the company earns during the handoff. We take on the day-to-day.

Every firm is different, so the exact figure depends on your numbers. The method never changes, and we’ll walk you through every step of how we got there.

Nothing about your valuation happens behind the curtain.

We haven’t bought a firm yet.

Yours would be the first.

We could have buried that on page four and hoped you didn’t ask. We’d rather tell you on the homepage, because if you’re going to hand somebody the business you spent your career building, you deserve to know exactly what you’re getting into before you waste an hour on a phone call.

So here’s the honest math on being first.

What you give up: we don’t have a list of owners you can call who’ve already been through this. You can’t ask somebody how it went, because nobody’s been through it yet.
What you get: everything else.

The first deal sets the pattern for every deal that comes after it. That means we have every reason on earth to make yours work and zero reason to squeeze you. We’re not managing a portfolio. We’re not hitting somebody’s quarterly number. We’re not answering to a fund that wants margin improvement by Q3.

We are trying very hard to get one thing right.
And because we know we’re asking you to go first, the structure is built to protect you rather than us. Guaranteed floor on your payout. Every term in writing before you share a single client name. You can stop at any point in the process. Read the rest of this page and hold it up against any other buyer’s terms. That’s the whole argument.

Instead of working 50 to 80 hours a week to run the business, your contribution will be just five hours a week to introduce us to your network and guide us on how to run it. This will be done over 2-3 years. Once the payout to you is at 100%, then usually, you do not have to contribute again.

Yes, for a period of four to five years, depending on your business.

We can keep it running As Is since your brand is valuable. Or we can fold it into NewConfig. We can negotiate this to keep everyone happy.

Best question on this page. Read this section twice.
Think it through. If your entire payout comes out of future profits, and those profits depend on how well we run the firm, then you’re carrying the risk of our execution. You’d be betting your retirement on people who’ve never done this before.We wouldn’t sign that deal. You shouldn’t either.

So your payout includes a guaranteed floor of [$X / X% of purchase price], paid on a fixed schedule whether the business grows, holds flat, or has a bad year. Business outperforms, you get paid faster. Business struggles, you still get the floor.

That number goes in writing before you agree to anything, and it’s backed by an escrow account.

Free advice, whether you sell to us or to somebody else: if a buyer won’t put a floor on your payout, walk away from that buyer. That includes us. A buyer who won’t guarantee anything is asking you to finance their acquisition with your retirement.

Your recruiters aren’t line items to you. They’re not line items to us either.

Here’s the plain answer. We buy firms because of the people sitting in them. A recruiting firm without recruiters is a website and a filing cabinet, and nobody needs another one of those.

Your team keeps their desks. Comp plans stay in place through the transition. If they want better tools, real back-office support, or actual training, they’ll get it. If they’d rather be left alone to bill, they’ll get that too.

We’ll tell you exactly what we plan to do with your team before you sign anything. If our answer doesn’t sit right with you, don’t sell to us. That’s not a sales line. That’s just how this ought to work.

Some owners want the firm name to live on. Some are ready to let it go. Both are fine.

We can keep your brand running as its own firm, fold it into NewConfig over time, or land somewhere in the middle. This isn’t a detail we sort out after close. It gets decided with you, in writing, before you sign.

If your name is on that door and it means something to you, say so on the first call. It’s one of the easier things to get right.

We’re not right for everybody, and a call that burns your afternoon doesn’t help either one of us.

We’re looking for:

• Direct placement and search firms
• US-based
• At least $500,000 in revenue over the last two years
• Profitable — or unprofitable with a reason you can explain in one sentence
• An owner willing to stay through a transition

We’re probably not your buyer if:

• You’re light industrial or hourly staffing
• You’re contract-only
• Nobody’s billed anything in twelve months

Close but not quite? Call anyway. That’s a guide, not a wall.

First conversation to signed agreement usually runs [60 to 90] days.

Week one. We talk. No numbers, no documents, nothing signed. You tell us about the firm, we tell you how this works, and we both decide whether there’s a reason for a second call.

Weeks two and three. NDA signed. You share financials. We build the valuation and show you exactly how we got to the number.

Weeks four through eight. Price, payout terms, the floor, your role, your team, your name. Attorneys review all of it. You’re never rushed and you never sign anything you haven’t had time to read twice.

After close. A transition you help design. Usually two to five years, with your involvement stepping down on a schedule you agree to up front. There will be a non-compete signed as well to protect everyone involved.

You can stop at any point along the way. Most of the work happens before either side is committed to anything.

Everybody assumes selling means leaving. It doesn’t.

There’s a second version of this that a lot of owners want and almost none of them ask for.

You keep recruiting. You stop owning a business.

No more payroll. No more software renewals, insurance, HR questions, or collections calls at eleven o’clock at night. No more being the last stop for every single problem in the building.

You keep a desk. You keep your best clients. You keep billing and you keep earning commission — exactly like you did when you started, back when this job was actually fun.

Plus you get paid for the firm you built.

If you still love the work and you’re just done with the ownership, that’s a deal we’d rather do than almost any other.

Let’s talk about the thing that’s actually keeping you up at night.

It isn’t the multiple. It’s the idea that word gets out, your two best producers start taking recruiter calls, and three of your clients walk out behind them before anything’s even signed.

Every owner who’s ever thought about selling has had that exact fear. It’s the right fear to have.

So here’s how we handle it. Mutual NDA before we look at one number. Nobody on your team hears anything until you decide they hear it. Nobody in the industry hears anything at all. No press release. No LinkedIn post. No “excited to share some news.” Not unless you ask for one.

You control the timing of every conversation with your people and your clients. We’ll help you plan how to have them. We will never have them for you.

Most owners reading this page are two or three years out from doing anything about it. That’s fine. Two or three years out is exactly when you should be figuring out what your firm is worth.

Download: What Is My Recruiting Firm Actually Worth?

How buyers value direct placement firms. The four things that move your number up. The three things that quietly destroy it. And what to fix right now so you’ve got options later.

No sales call attached. Give us an email, get the guide.