When should an agency go the ESOP route, and what are the risks?
As holding companies look to acquire each other to get even bigger, and private equity firms seek out independent agencies to buy and merge with others, there’s another direction some agencies have taken: the ESOP route.
Employee Stock Ownership Plans, boiled down to their essence, are when an owner or founder sells his or her stake in an agency to the employees who all receive stock in the company, most often held in a trust. The employees are often fully vested within a few years of the transaction — and usually (but not always) cash in their value if they leave the company.
ESOPs have gained some favor in the media agency community since the pandemic, for a few reasons. For one, it’s a way of literally giving employees a stake in the health and future of their shop. It’s a way of trying to ingrain whatever culture has developed, as well as a retention and hiring tool. And for private owners, it’s a means of succession — a way of selling the agency without selling out to PE or a holdco. It can even be used as a shield against an unwanted acquisition. And it can have tax benefits too for the owner looking to cash in.
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