Atticus Bailey, a bit deeper

Atticus Bailey is a collaborative consulting platform for Advisors who specialize in Growth|Transition|Succession|Exit in the Private Middle Market

We help middle market business owners optimize enterprise value and improve returns on their FISH Capital® – the four capital types required to sustain any enterprise: Financial, Intellectual, Social and Human. The results are a sustainable, transferable wealth-creating asset and increased options for the business owner.

With our strategic allies we number more than 150 proven, accomplished professionals located in the Midwest with specific industry and functional expertise in the core verticals of Finance, Operations, Marketing/Sales and Human Resources.

In particular, we specialize in the sub-disciplines within each capital type, including but not limited to –

F  –  Financial Capital (Money):

Business Valuation, Cash Flow Improvement, R&D Tax Credits, ERISA, Qualified Retirement Plans, Executive Compensation, Risk Management, Captive Insurance, Buy/Sell Agreements, ESOPs, M&A Due Diligence and Integration, Investment Banking and more…

I  – Intellectual Capital (What & How: The Product or Service Offering  – Operations)

Business Modeling, Strategic Planning, Lean, Process Improvement, Six Sigma, Supply Chain Management, Strategic Alliances, Key Partnerships, Strategy Boards and more…

S – Social Capital ( For whom – the Market):

Business Development, Growth Strategy, Marketing Strategy, International Markets, SEO, Marketing Communications, Branding Strategy and more…

H  – Human Capital (Who does it – People):

Retained Executive Search & Recruiting, Interim or Project Management in Finance/Ops/Marketing & Sales/Human Resources, Leadership Succession Planning, Performance Coaching, Employee Benefits, PEO Services and more…

For every Family Owned Business there is at least one Business Owning Family;  for them we offer counsel on family dynamics and related matters that arise as a result of owning and leading a family enterprise, such as Transition Planning, Wealth Management, Estate & Trust Planning, Philanthropy and more…

Do you need to tune up your business’ wealth creation engine?  Attract/Retain key talent?  Plan your transition?

Let’s talk it over.  No obligation… and the coffee’s on me.

Atticus Bailey is a division of Hacha Products Corp, a certified Minority-Woman Owned Enterprise.

Two reasons the traditional search fee model works against the client…

The custom is well established for retained search firms to calculate their fee as a percentage of the new hire’s compensation. It is a carryover from the days when only large corporations retained large search firms and the fees were impersonal line items in big budgets.

Today smaller, family-owned firms regularly use retained search consultants, and the traditional pricing policy has carried over with it. But the percentage model is actually counter to the client’s interests for two reasons:

1. If the fee is a percentage of compensation, it is in the search firm’s interest to present candidates with the highest price tags over viable, qualified candidates who could be landed for less;

2. It forces the client to minimize costs by out-negotiating the new hire, which starts the new working relationship off in an adversarial stance. At best, no harm is done; at worst (and more likely), someone feels like they ‘lost’ and emotion gets a toe-hold on Day 1.

If your search consultant’s fee is based on the new hire’s compensation, ask for a flat fee instead, based on the mutually expected complexity and difficulty of the engagement. If they resist, probe further: why is a comp-based fee in both parties’ best interest? I’d appreciate hearing their rationale…