CEO Succession

A Chief Executive Officer Transition is one of the most complex and sensitive changes in a company. Whether planned, age-related, prompted by restructuring, or due to unexpected vacancies – a successful CEO succession requires sensitivity, foresight, and a structured selection process.

Wirz & Partners supports companies in Switzerland and across Europe in not just filling CEO roles, but shaping the succession strategically – with a focus on continuity, culture, and long-term business success.

Why CEO Succession Comes with Unique Challenges

A CEO is more than just the head of the organization. They embody strategic direction, cultural alignment, and stakeholder communication. That’s why succession planning is particularly demanding:

• Timing & Preparation: Transitions must be strategically planned and operationally prepared.
• Cultural Fit: Competence alone isn’t enough – the new CEO must align with the company and its leadership DNA.
• Stakeholder Management: Communication with the board of directors, shareholders, family, investors, and employees is crucial.
• Risk Mitigation: A poorly chosen successor can cause significant economic and cultural damage.

Common Starting Points in CEO Succession Projects

1. Transition in owner-led businesses
When founders or family owners hand over operational leadership to an external executive, the process is especially delicate. We support this transition with an unbiased outside perspective – helping identify a leader who combines entrepreneurial drive with cultural alignment.

2. Preparing for a future sale
Founders planning to sell their company often aim to depersonalize the leadership structure in advance. Appointing an external CEO builds independence and trust – both internally and with potential buyers. We assist in identifying transition or growth-oriented leaders who can support a smooth exit.

3. Choosing between internal and external succession
Not every CEO transition requires an external hire – but the decision should be based on objective criteria, not internal bias. We offer a clear, independent view of the role and its requirements, and manage external search processes with structure and precision.

4. CEO replacement in challenging situations
When performance is lacking at the top – whether due to missed growth targets or a restructuring case – timely and strategic action is essential. We help organizations reposition themselves by identifying leadership profiles that can rebuild momentum and credibility.

5. Planned succession without immediate urgency
Even when a CEO transition is foreseeable – for example, due to retirement – external support can be valuable. Internal teams often default to replicating the familiar, while the market and leadership demands have already evolved. We help you define a future-ready profile and identify a successor who brings fresh perspective.

CEO Succession as a Strategic Lever: A Real-World Example

A family-owned logistics company implemented a carefully planned transition of leadership. The long-standing CEO from the founding family handed over the reins to an external executive – following a multi-year selection and onboarding process.

Key success factors in this transition:

• Strategic timing and clear role definition: The transition followed a structured timeline. Family members remained involved but stepped back until the new CEO was fully established.

• Focus on cultural fit: The chosen executive brought a different, more structured leadership style – yet demonstrated strong alignment with the company’s values and heritage.

• Stakeholder integration: The process was guided by regular exchange between the outgoing and incoming CEO, alongside consistent engagement of family stakeholders.

The result: The succession preserved the company’s identity, provided leadership stability, and paved the way for the next generation of ownership – without internal conflict or external pressure to sell.

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What to Keep in Mind for Succession Planning in SMEs

A CEO transition is a significant step for any company – especially for small and medium-sized enterprises, where personalities, structures, and culture are often deeply intertwined. In an interview with KMU Magazin, Erik Wirz of Wirz & Partners highlights common misconceptions, emotional hurdles, and strategic success factors that frequently arise in practice. These insights make it clear: professional succession planning is not mere administration – it is a key lever for long-term stability and future viability.

Key Aspects at a Glance:

• Start Early: Succession processes require years, not months

• Plan a Clear Transition: Define roles and fade-out phases early

• Think Ahead: Adapt the requirements profile to today’s market

• Dare to Be Transparent: Communicate succession openly and strategically

• Use External Support: Manage complexity and emotions professionally

• Pace the Change: Don’t try to reinvent everything at once

• Clarify the Financials: Address valuation early and transparently

👉 Read the full Interview in KMU Magazin

Our Services for CEO Succession

We focus on what matters most: precisely filling your CEO position with a leader who is professionally qualified, culturally aligned, and capable of sustainably advancing your organization. Our process is structured, discreet, and individually tailored – with a clear focus on quality and fit:

• Search strategy & execution: Based on the role profile you define, we develop a tailored search strategy, directly approach suitable candidates, and guide you through a structured and discreet selection process.

• Direct Search & Selection Process: Through our strong network and targeted research, we identify suitable candidates – discreetly and efficiently

• Interviews & Decision Support: We conduct structured interviews and guide you through the selection process up to the final decision