Unique assessment agency with great potential

Company history/background

The company was founded in 2010 by two experienced entrepreneurs with a long track record in psychological testing and training. Driven by the ambition to enable organizations to make better-informed decisions about people (such as recruitment, career progression, deployment in key positions, and maximizing collaboration), a scientifically validated personality test and analysis instrument was developed. This includes an IT platform for administration, logistical processes, and concise reporting to the candidate/client.

In the early years, we deliberately opted for a limited, high-quality client base. Without significant marketing or sales (except for the website), demand grew through referrals and requests from companies such as Ford, Manpower, Dirk van den Broek, and Leystromen. To accommodate this growth, eight freelance consultants were trained, who now carry out assignments fully independently on a part-time basis.

Company activities

We offer a single comprehensive assessment (based on seven tests) that maps a candidate's complete personality, 67 talents, and development potential. Depending on the specific request, we apply this instrument for career counseling, potential and development analyses, selection and placement issues, and team analyses (composition, roles, and collaboration).

Unique selling points

Revenue currently amounts to slightly more than €200,000 per year, with a return of approximately 20% after deduction of management fees. The company has clear scale and growth opportunities: with targeted expansion of marketing and sales, the existing proposition can be rolled out to a much larger target group and revenue can be substantially increased.

Other

The ideal buyer is a party that wants to add a proven top-tier assessment to its own offering and can thereby immediately deliver extra value to clients and candidates. This is particularly interesting for:

• recruitment and executive search agencies;

• training, coaching and education organizations;

• temporary employment, secondment, and interim agencies for more demanding positions;

• test and assessment agencies that want an exclusive instrument for the higher segment;

• HR consultancy and organizational consultancy firms;

• strategic investors or private equity;

• This can also be an attractive acquisition for individual professionals with a psychological background.

The current owners are willing to remain involved for up to two years for transfer, knowledge retention, and a smooth transition. The details and scope of this will be determined in consultation with the buyer.