Plan your succession. Retain your brand, employees, and independence.
Swiss Engineers United (SEU) develops succession solutions for owners who want a well-planned handover of their engineering firm, continuity for its brand, and a real entrepreneurial opportunity for the next generation.
Confidential. Personal. Direct.
Two generations. One solution.
Succession works when the transition meets the needs of both generations.
SEU combines the sale of a business, operational continuity, and share ownership for the next generation of leaders. This addresses succession for current owners and creates entrepreneurial opportunities for the next generation of leaders within the business.
For the current generation of owners
- •Plan an orderly handover of your life's work and secure long-term continuity
- •Preserve the brand, employees, and client relationships
- •Receive proceeds from the sale and retain a stake in the group's development through the SEU holding
- •Support internal successors without placing an excessive financial burden on them
- •Shape the transition around your personal plans
For the next generation of leaders
- •Take on greater operational responsibility and help shape the firm's next phase
- •Become a shareholder in the SEU holding and participate in the group's development
- •Benefit from shared experience, mentoring, and a network of experienced entrepreneurs
- •Develop new business areas, larger projects, and stronger teams with the group's support
The company can continue operating effectively as both generations create value together.
An honest assessment
Three realities many owners recognize.
Capable internal successors often lack sufficient capital.
Your key people know the clients, projects, and team. They often lack the equity for a full acquisition. They need a structure that lets them take responsibility without taking on an excessive financial burden.
An outright sale can come at the cost of identity.
Many owners want to realize the value of their business while preserving its brand, team, culture, and close client relationships. That makes the choice of successor and the way the transition is managed critical.
Planning succession early creates better options.
The earlier you plan your succession, the more flexibility you have over your role, the price, the transition, communication, and share ownership for the next generation of leaders.
The model
How the SEU model works.
Every succession with SEU rests on four pillars: entrepreneurial share ownership, an independent brand, close client relationships, and the strength of the group.
Retain an ownership stake.
Through the SEU holding, you retain a stake in the group's future development. This combines the sale of your firm with an entrepreneurial role in the group.
- •Independent management of the subsidiary
- •A stake in the value of the entire group
- •A voice in the network of participating entrepreneurs
An independent brand.
Every subsidiary retains its name, logo, website, and market presence. No rebranding.
- •The brand is retained
- •The subsidiary's own website
- •Support to strengthen the local brand
Preserve close client relationships.
For existing clients, day-to-day business stays the same: the same contacts, the same contracts, and the same local accountability.
- •Local roots remain
- •Existing contacts remain
- •Management remains local
Strength through the group.
The group provides support where shared structures bring real benefits in day-to-day business. Each subsidiary has a say in which optional services it uses.
- •Shared capacity during peaks in demand
- •Access to additional 3D and BIM capacity for digital building data
- •Joint development in IT, AI, marketing, HR, and finance
Two routes to share ownership
Share ownership brings the group together.
Owners who remain in operational roles reinvest, while the next generation of leaders gains opportunities to become shareholders.
Reinvestment for owners who remain in operational roles
Employee share ownership for key people
We discuss the specific structure with each person, taking into account their role, timing, personal plans, and eligibility criteria.
The process
Four steps. Your pace.
Every step is confidential and non-binding. You determine the pace. We clarify details and timing in the initial meeting.
Confidential initial meeting
We get to know each other and make an initial assessment of your situation. On request, we can sign a non-disclosure agreement before the meeting.
Detailed discussion
A structured discussion of financial figures, valuation, and roles. Step by step and only with your agreement.
A jointly agreed model
We agree together on the purchase price, reinvestment, your future role, and the timeline.
Closing and transition
We finalize the contract, transfer ownership, and jointly coordinate communication with employees and clients.
One owner's experience
"This freedom, together with the specific benefits SEU could offer, ultimately convinced me."
Self-assessment
Is SEU a fit for your situation?
SEU is a fit if
- You are considering succession within the next two to five years
- Your firm has strong technical expertise and an established market presence
- You want to preserve your brand, employees, and client relationships
- You want to retain operational independence
- You have key people or emerging leaders who can take on responsibility and grow as entrepreneurs
- As an owner who remains in an operational role, you are willing to retain a stake in the group's development through the SEU holding
SEU is less of a fit if
- You want to exit completely and immediately
- You prioritize the highest upfront price above everything else
- You want to sell your firm anonymously on short notice
- You do not want to develop the business together after the sale
- You run a business in a sector other than engineering
If these criteria fit your situation, a confidential initial meeting is a useful next step.
Ownership
Who owns SEU.
The SEU holding is entrepreneur-owned. Its shareholders include the entrepreneurs who built HMQ into today's group, owners whose companies join the group, and key people and employees from those companies who hold shares through the employee share program. They are joined by private shareholders with a long-term outlook. SEU is not an anonymous fund. Owners who sell to SEU know who they are working with.
Meet the Board of Directors and Executive Management→Frequently asked questions
Answers to frequently asked questions.
The main questions from our initial meetings, organized by topic.
Company, brand, and employees
Sale, valuation, and reinvestment
Key people and the next generation of leaders
Process, confidentiality, and timing
Confidentiality is our highest priority.
On site and in person. No disclosure to third parties. No communication without your consent. On request, we sign a non-disclosure agreement before any documents are exchanged.
Your direct contact
Christian Vetsch
Managing Director of the SEU Group
Let's discuss your succession in confidence.
You have seen how the SEU model works. A personal conversation will help clarify whether it is a fit for your company and its potential successors. Confidential and without obligation.