At Vertex, our advice is practical and based on the real-world experience of our executive team who have successfully affected change at leading firms.  Our team is composed of experienced professionals that have served in leadership roles, and are familiar with many of the challenges faced by established and emerging firms alike.

Strong partnerships begin with candid conversations

Does your firm have a Succession Plan?  What steps is your firm taking to ensure the next generation of leadership retains its clients, profits and industry reputation?  How will they ensure that decision making is consistent with the Firm’s culture, or changes it for the better?

Does the Firm Governance structure allow for the firm to do what needs to be done to survive and thrive?

Is your Organization Design optimized for success?  Are there underutilized resources who can thrive? Are you recognizing your superstars to ensure they don’t walk away with your clients? Are you getting the most from your team? Do your employees have a career path?

Is your firm contemplating a Merger or Acquisition, or a Strategic Lateral Hire? Our team has extensive experience in this area, whether it’s identifying and vetting potential targets or brokering the process from start to finish, we can help you navigate the process.

Is your Compensation System designed to produce excellent results? Are your employees and professional incentivized to support the firm’s goals?  What is the temperament of those who leave the firm and can your compensation process help mitigate that?

Companies find themselves in need of executive leadership for any number of reasons. It might be due to a sudden and crucial personnel departure.Or it may be to supplement existing leadership in need of support. Whatever the circumstances, Vertex can tailor a portfolio of services and strategies, whether interim or long term, to help manage operations through these transitions and beyond.

STRATEGY & OPERATIONS CONSULTING FOR MANAGING PARTNERS, COOS, AND EXECUTIVE COMMITTEES

Formulate opportunities for advancement over competition, establish and operationalize goal-oriented strategies.  Manage cross-functional strategic initiatives, foster inter-departmental cooperation and information sharing.

ORGANIZATIONAL DESIGN, SUCCESSION PLANNING, AND GOVERNANCE CONSULTING

Unleash underutilized talent and encourage a culture of excellence at all levels of the organization.  Develop succession plan to ensure the next generation of leadership retains the firm’s clients, profits, industry reputation, and traditions.  Evaluate corporate governance policies and procedures created in the past and contemplate ways to better represent the organization of today and tomorrow.

STRATEGIC BUSINESS & FINANCIAL PLANNING

Advise clients in all matters of finance including treasury, banking relationship, investment management, revenue planning, real estate, collections cycle acceleration, financial reporting, and expense management.

TURNAROUND AND "BET-THE-FIRM" ADVISORY

Navigate through destabilizing business issues, while keeping operational cadence, nurturing company morale, and managing internal messaging and public relations.

COMPENSATION DESIGN AND ADVISORY

Structure compensation setting methodology and review workflow to encourage behaviors that support the firm’s goals and maximize each individual’s contribution to the organization.  Create compensation plans that are clear, fair, and profitable.

FIRM M&A AND LATERAL PARTNER DUE DILIGENCE

Search for, identify and vet lateral partner candidates and group acquisition candidates based on strategic growth plan.  Achieve growth targets through high-volume of candidate review, to ensure offers are extended only to those with the most promising candidates with strongest fit.

CUSTOM ORGANIZATIONAL ASSESSMENT OF CHALLENGES & OPPORTUNITIES

Comprehensive review of organization, personnel and talent with detail SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis.

INTERIM PLACEMENT OR OUTSOURCING OF COO, CFOS, CIOS, RECRUITING PROFESSIONALS, ETC.

Provide executive leadership to fill gaps left by a recent and crucial departure, or to supplement existing business operations, freeing up managing partners and other top-level leadership for highest and best use.