- The firm generates $5.0M of gross revenue, which provides meaningful scale for a buyer to underwrite.
- Revenue per partner is $1.0M, indicating a high level of partner-level production based on the provided derived metric.
- The firm produced 50,000 billable hours, showing a substantial volume of fee-earning work.
- EBOC is 33%, giving a clear profitability measure for valuation analysis.
- The partner group consists of 5 partners with identical stated ages of 32, which indicates a very young partner cohort based on the provided firm size data.
- EBOC is only 33%, which points to a relatively thin earnings profile for a $5.0 million revenue practice and may limit valuation support.
- Revenue per partner is just $1.0 million across 5 partners, suggesting limited scale and a modest production base at the partner level.
- The firm has 5 partners and only 20 staff, indicating a relatively small operating platform that may constrain throughput and buyer synergies.
- All five partners are age 32, which creates a clear dependence on a very young partner group and raises succession and retention considerations for a buyer.
- Maintain and expand the current 33% EBOC margin, as the firm already demonstrates strong profitability on $5.0 million of gross revenue.
- Increase revenue per partner, which is currently $1.0 million, by leveraging the existing five-partner platform to drive more client coverage and higher-value work.
- Scale the 20-person staff base to absorb additional billable hours beyond the current 50,000, supporting revenue growth without relying solely on partner expansion.
- Preserve and deepen the young partner bench, with all five partners at age 32, to support continuity, succession visibility, and a longer runway for value creation.
- The firm’s EBOC margin of 33% suggests only moderate profitability, which can limit valuation support versus higher-margin peers.
- With $5.0 million of gross revenue spread across 5 partners, revenue per partner is $1.0 million, indicating a relatively small scale that may constrain operating leverage and buyer appeal.
- The staffing base of 20 against 5 partners implies a 4:1 staff-to-partner ratio, which can create key-person dependency and limit capacity to absorb growth without additional hiring.
- All five partners are age 32, creating a concentrated leadership profile that may increase succession and retention risk if multiple partners change course at the same time.