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Family Business

We have been representing family businesses of all sizes for nearly 50 years.  During those decades, we’ve had the pleasure of working with a range of family enterprises:

  • Mid to large market family businesses
  • Family-owned holding companies
  • Family offices

Because we are a 2nd generation family-owned business ourselves, we are uniquely equipped to understand the nuances of family businesses.  We know the challenges that are naturally built into finding and hiring the right people to add to your team.

We have helped family businesses find outstanding people to fill a variety of needs, such as:

  • Build out their leadership team in preparation for growth
  • Fill Board of Director positions
  • Hire a Successor and be a guide through the process
  • Establish a presence in the USA with an overseas parent company
  • Hire the next generation leadership team

Succession Planning In Family Business

Coming alongside family businesses during a succession process is a niche we excel at.  Our business has experienced the leadership transition between generations first hand, so we know the emotions and sensitivities that come with the process.

We have extensive experience helping organizations with a variety of succession strategies. Our experience includes:

  • Assisting the transition from 1st to 2nd generation; from 7th to 8th generation and everything in between
  • Finding the first nonfamily member to be successor
  • Finding the best successor to sustain the company’s current profits
  • Finding the best successor to grow the company to a predetermined financial goal
  • Finding a senior leader to be groomed for the top spot over time
  • Evaluating family members to determine their ability to be successor at their current experience level

Complete this form to request additional information.

Family Offices

Family offices require a high level of confidentiality at all stages of the search process.  This is an area of work we’ve expanded as family offices have discovered our services to be highly effective and highly trustworthy.  By nature, this reputation spreads to other family offices.

We know that finding the right leader to join a family office involves finding someone who is very competent and able to communicate in a clear, uncomplicated manner to the variety of family members that they support.  We can find the people who possess the sophistication and discretion it takes to work for a family office.

Client Testimonial, Mehmet Yuksek

As a CEO, Mehmet Yuksek partnered with Centennial to build out his leadership team. Find out what mattered to him during the executive recruiting process.


How Can We Help?

We thoroughly enjoy working with family business – the nuances, the challenges, the opportunities and the successes! Whether your business is planting its first roots in American soil, expanding to hit major milestones or ready to pass the organization to the next generation, the team at Centennial knows how to guide you through the process.  We will find the best person to fill your hiring needs.

Let us know how we can help your business.

Please let us know what is on your mind.

Family Business Resources

Our experience with family businesses has prompted us to write articles covering a wide variety of topics that are important to the health and sustainability of a family business. Many of these articles discuss succession – the emotions, the challenges, the selection of successor and so much more.  Other articles cover topics such as the economical contribution family businesses have on the nation and how a Board of Directors can be helpful, as well as how to choose board members.

You can find all these articles on our blog.

Phase 1: Initiate and Communicate

We meet with your hiring team and discuss your unique needs, identifying the character, culture, chemistry and competencies that are the right fit for your organization. This is based on our time-tested 4C Recruiting Process®.

Phase 2: Source Candidates

We use a variety of sourcing techniques to find the best candidates to interview for your role.

Phase 3: Centennial Interviews

We take a multi-interview approach to evaluate candidate and client 4C alignment. Thoroughly vetted candidates are then introduced to you for your consideration.

Phase 4: Client Interviews

We coordinate the arrangements for you to interview the top candidates. We also schedule pre-and post-interview conversations with you and the candidates to ensure complete alignment.

Phase 5: Decision Making & Offer Process

We help you negotiate a job offer to your chosen candidate.

Phase 6: Start Date & Growth

Your new employee starts and the character, culture, chemistry, and competencies that were identified from the beginning, lead your organization to growth and success.

More Resources for Family Businesses:

SUCCESSION PLANNING: why it matters, who should be considered for the role of successor, how they should prepare for their role, and how much time should be allowed for a healthy transition between the incumbent and the new leader.

BOARD of DIRECTORS:  what are some important things to know about the benefits, challenges and best practices for developing a board of directors for your family business?

WOMEN in LEADERSHIP: for decades it was generally assumed that a family business would be passed to a male relative.  That is no longer the case as people recognize the unique benefits that women leaders can bring to a family business.