2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\nwhy is this? the short answer is that it\u2019s a great deal, both financially and operationally. it\u2019s an almost can\u2019t-lose proposition, as long as you do it right. \n \neleven reasons to merge in smaller firms<\/strong><\/p>\n\nit\u2019s a great growth strategy.<\/strong> for many firms, it\u2019s easier to buy clients than to generate them internally. most cpas admit that they don\u2019t like business development and aren\u2019t good at it. so any strategy that lets them skip business development is a strategy to love. indeed, i have worked with many firms over the years whose primary growth strategy is to merge in one small firm after another. and they are perfectly content with this.<\/li>\nit\u2019s a great investment.<\/strong> if you calculate the return on investment (roi) of acquiring a cpa firm, the yield is an astonishing 30 percent to 70 percent, depending on the facts. the main reason for this high roi is that the cpa industry has saddled itself with a notion that paying one times fees for a cpa firm, or even a small premium on one times fees, is reasonable. the fact is firms should be selling at 1.5 to 2 times fees because they are worth it. but 90 percent of firms are sold for 80 percent to 110 percent of annual fees. if you do the math, that\u2019s a steal.<\/li>\nit acquires talent.<\/strong> the most difficult problem facing cpa firms for quite some time has been the shortage of talent, especially young talent, at both the partner and staff levels. many firms value the personnel they obtain in a merger as much as they do the acquired clients. the larger the buyer, the more likely it is that acquisition of talent is the #1 motivator for doing mergers.<\/li>\nit can obtain a new service, niche or specialty.<\/strong> this is a huge motivator for buyers, even more so in recent years. larger firms understand the power of service diversity and specialization, so they jump at the chance to acquire this expertise. unfortunately, smaller firms rarely have well-established niches and specialties.<\/li>\nmerging in a cpa firm is low risk regarding cash flow. <\/strong>virtually all deals are structured so that buyers pay the sellers, over a period of years, based on collected revenues from retained clients of the seller. therefore, there is relatively little cash-flow risk to the buyer. as some put it, buyers pay for acquisitions from the seller\u2019s own money!<\/li>\nmerging in a cpa firm is low-risk regarding integrity. <\/strong>cpa firms are very high on the integrity scale. though there are certainly variations in the quality of work from firm to firm, it\u2019s extremely rare to find a firm whose work quality and ethical standards are so low as to create an uncomfortable amount of risk for the buyer.<\/li>\nit fills a geographic void. <\/strong>this is much more typical of large regional firms that have exhausted the list of merger candidates in their own backyards. acquiring a firm in a target market is a great way to gain a foothold. advancing technology makes it easier for a buyer to manage a firm outside its own geographic location.<\/li>\nmergers enable buyers (and sellers) to afford \u201cbigger firm things\u201d sooner.<\/strong> some refer to this as building a critical mass. larger firms are better able to afford a sophisticated, expensive management structure that includes marketing plans, high-level administrators, university-style training, high-profile staff recruiting and others. smaller firms struggle to afford these features. so a $7 million firm that becomes $10 million overnight with a $3 million acquisition finds itself in a position to operate like a bigger firm.<\/li>\nit\u2019s a great way to build the client base of a new partner. <\/strong>when some firms promote a manager to partner, it takes a while to build up a decent-sized client base. this process is speeded up when the buyer acquires the practice of a retirement-minded seller and assigns the clients to new partners.<\/li>\nit\u2019s a buyers\u2019 market.<\/strong> the aging of baby boomers has resulted in an avalanche of mergers fueled by the retirement of partners. we were all taught in economics class that when supply exceeds demand, it becomes a buyer\u2019s market, and that is what is happening in the cpa industry today. buyers have more to choose from. they can cherry-pick their merger partners and in some cases reduce the purchase price.<\/li>\nit makes more money. <\/strong>put all these reasons together and the result is higher profitability for the buyer. multiple studies of cpa firm metrics consistently show that bigger is better: the higher the revenue, the higher the profitability. this doesn\u2019t guarantee that higher revenues will translate to greater profits, but it usually works out that way.<\/li>\n<\/ol>\nwhat larger firms should expect<\/h3>\n though it\u2019s not universally true, larger firms will find many aspects of smaller firms to be below their standards. buyers need to ask:<\/p>\n
\nhow severe<\/strong> are these weaknesses? do pluses outweigh minuses?<\/li>\ncan the smaller firm be re-engineered?<\/li>\n are they willing<\/strong> to change?<\/li>\ndo we have the patience<\/strong> to make the turnaround?<\/li>\ndo we have the expertise<\/strong> to make the turnaround?<\/li>\n<\/ul>\nlarger firms should expect to find the following at smaller firms:<\/p>\n
\ninaccurate timekeeping.<\/strong> this is more common with firms under $1 million than over. small firms have the mentality that they will spend as much time as it takes to do the work, without regard to fees charged. their timekeeping practices are often subpar. they tend not to record billable time if they know the work can\u2019t be billed. all of this makes it difficult for buyers to assess accurately the profitability of a seller\u2019s clients.<\/li>\npartners working in<\/em> the business, not on<\/em> the business.<\/strong> partners do a lot more staff-level work at small firms than at larger firms. they pride themselves on being \u201chands-on\u201d partners, to excess.<\/li>\nweak client-acceptance and retention procedures. <\/strong>small firm client acceptance procedures can often be described as accepting anyone with a pulse. generally speaking, they\u2019ll do just about anything to get or keep a client.<\/li>\nsmall firms have \u201csmall firm\u201d clients.<\/strong> more individual clients; fewer businesses. high number of low-value and\/or standalone 1040s. more write-up work; fewer audits. little consulting.<\/li>\nweaker staff.<\/strong> staff at small firms tend to be dominated by paraprofessionals and \u201colder\u201d staff lacking both the desire and the talent to become partners. no firms find staff recruiting easy. small firms find it nearly impossible.<\/li>\nlow staff billable hours. <\/strong>at one meeting, the buyer\u2019s partners introduced themselves to the seller\u2019s staff. one full-time staff asked: \u201chow many billable hours will you expect from us? i work as much as i possibly can and i barely get to 1,200.\u201d obviously, the seller had developed low standards and expectations for productivity. buyers need to assess the seller\u2019s productivity.<\/li>\nlower work standards. <\/strong>not necessarily low, just lower<\/strong> than larger firms. almost every small firm merged into a larger firm goes through a process of bringing their work up to the standards of the larger firm.<\/li>\nlower profitability. <\/strong>generally speaking, the smaller the firm, the lower the profitability. this presents the acquiring firm with a great opportunity to increase the smaller firm\u2019s profitability with superior practice management skills.<\/li>\nlower skill level of partners. <\/strong>it\u2019s likely that some partners at a $2 million firm would not meet the criteria to be a partner at a $5 million firm. partners at a $5 million firm might not meet the partner criteria of a $15 million firm. and so on. larger firms invariably find themselves thinking long and hard about whether to make all the partners of the acquired firm equity partners at their firm.<\/li>\nloosey-goosey management style. <\/strong>partners at small firms say apocryphally, \u201ci never saw a policy or procedure that i couldn\u2019t violate.\u201d these partners are used to being kings of their realms and don\u2019t take kindly to someone telling them what to do, even if it\u2019s a policy they agree with. the term \u201caccountability\u201d isn\u2019t in their dictionary. will these partners fit in with your firm? can they successfully undergo an ego-ectomy?<\/li>\nclients with bad habits. <\/strong>as we said earlier, partners at small firms are desperate to bring in business and keep the clients they have. they fiercely avoid any semblance of conflict with clients. this often translates to lax billing and collections. larger firms should expect to see many clients of smaller firms paying their bills very late because the seller has allowed them to get away with this practice for many years.<\/li>\nsmall firm partners work so hard that they struggle to devote the necessary time to the merger. <\/strong>the smaller the firm, the more client work their partners do. plus, partners have lots of internal responsibilities. all of this makes it difficult for sellers to find the time to devote to the merger process, especially during tax season. larger firms need to decide if they can tolerate it.<\/li>\nsmall firm partners never want to retire.<\/strong> their work is their life. they don\u2019t want to give it up. larger firms should make their expectations for when small firm partners retire crystal clear.<\/strong><\/li>\nsmall firms often have sacred cows.<\/strong> these are longtime personnel who have a privileged, practically tenured position with the owners because of their longevity and loyalty to the firm. but time often erodes their skills, and a merger partner may not find these people worth retaining. common sacred cows are office managers, firm administrator and longtime (i.e., older) professional staff.<\/li>\nlow technology proficiency. <\/strong>this is admittedly a generalization, but unfortunately, it\u2019s true in many cases. larger firms should be prepared for a shockingly low level of technology literacy at smaller firms.<\/li>\nnoncompete\/nonsolicitation agreements with the staff.<\/strong> it\u2019s very rare for firms under $5 million to have these agreements with their staff. in your due diligence, try to determine if any staff plan to leave and take clients with them. if you hire the seller\u2019s staff, get them to sign these agreements. offering employment to the seller\u2019s staff is sufficient remuneration to make the agreements binding. buyers need not remunerate them separately.<\/li>\n<\/ol>\ninitial screening questions to ask sellers<\/h3>\n contact information<\/strong><\/p>\n\n\n\ndate<\/td>\n <\/td>\n<\/tr>\n \ncontact name<\/td>\n <\/td>\n<\/tr>\n \nfirm name<\/td>\n <\/td>\n<\/tr>\n \naddress<\/td>\n <\/td>\n<\/tr>\n \ntelephone<\/td>\n <\/td>\n<\/tr>\n \nemail<\/td>\n <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n <\/p>\n
basic data<\/strong><\/p>\n\n\n\nannual fees<\/td>\n <\/td>\n<\/tr>\n \n#partners\/prof staff\/total fte<\/td>\n <\/td>\n<\/tr>\n \nages of partners<\/td>\n <\/td>\n<\/tr>\n \npractice breakdown<\/p>\n\u00b7 a&a<\/p>\n
\u00b7 tax<\/p>\n
\u00b7 consulting<\/td>\n
<\/td>\n<\/tr>\n \nspecialties or niches<\/td>\n <\/td>\n<\/tr>\n \npartner billing rates<\/td>\n <\/td>\n<\/tr>\n \naverage partner billable hours<\/td>\n <\/td>\n<\/tr>\n \n1040s:<\/p>\n\u00b7 number of returns<\/p>\n
\u00b7 average fee<\/p>\n
\u00b7 minimum fee<\/td>\n
<\/td>\n<\/tr>\n \nsoftware:<\/p>\n\u00b7 tax prep<\/p>\n
\u00b7 audit<\/p>\n
\u00b7 accounting<\/td>\n
<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n\u00a0<\/strong><\/p>\nscreening questions<\/strong><\/p>\n\n\n\n1. why do you want to merge into a larger firm?<\/td>\n <\/td>\n<\/tr>\n \n2. do your partners have specialties or are they all generalists?<\/td>\n <\/td>\n<\/tr>\n \n3. how long do your partners want to work?<\/td>\n <\/td>\n<\/tr>\n \n4. does your firm keep accurate time records?<\/td>\n <\/td>\n<\/tr>\n \n5. how would you describe your staff? how strong are they? do any have potential for partner?<\/td>\n <\/td>\n<\/tr>\n \n6. do you have remote workers? what is your remote work policy?<\/td>\n <\/td>\n<\/tr>\n \n7. how would you describe the state of your firm\u2019s use of technology?<\/td>\n <\/td>\n<\/tr>\n \n8. software:<\/p>\n\u00b7 tax prep<\/p>\n
\u00b7 accounting<\/p>\n
\u00b7 other<\/td>\n
<\/td>\n<\/tr>\n \n9. office lease situation<\/td>\n <\/td>\n<\/tr>\n \n10. we\u2019ll want your firm to move into our office. is this ok?<\/td>\n <\/td>\n<\/tr>\n \n11. i don\u2019t want to start negotiating merger terms on this call, but can you tell me if you have any unusual must-haves?<\/td>\n <\/td>\n<\/tr>\n \n12. would you like to meet informally to move to the next step?<\/td>\n <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n <\/p>\n","protected":false},"excerpt":{"rendered":"
eleven reasons to do it.<\/strong><\/p>\nby marc rosenberg<\/i> \ncpa firm mergers: your complete guide<\/i><\/a><\/p>\n","protected":false},"author":1339,"featured_media":52068,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":""},"categories":[1363,2371,3120,3002],"tags":[],"class_list":["post-98091","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-featured","category-mergers-acquisitions","category-pro-member-exclusive","category-special"],"acf":[],"yoast_head":"\nwhy merging in smaller firms is fabulous - 卡塔尔世界杯常规比赛时间<\/title>\n \n \n \n \n \n \n \n \n \n \n \n \n \n\t \n\t \n\t \n \n \n \n \n \n\t \n\t \n\t \n