Case Studies
Stranberg works with family businesses navigating some of the most consequential leadership decisions they'll ever make. These are a few of those stories.
HR Leadership Transition Supports Global Growth at Bundy Baking Solutions
When Bundy Baking Solutions lost their long-serving HR leader unexpectedly, the second-generation family business was in the middle of global expansion. The family needed someone who could build the HR infrastructure their growing international footprint required without dismantling the people-first culture they'd spent decades creating.
How American Pan Successfully Transitioned from Decades of Institutional Knowledge to Professional Operations Leadership
American Pan had only two leaders over more than four decades. When the division's longtime head neared retirement with no clear successor, Bundy Baking Solutions turned to Stranberg to find someone who could modernize operations without losing what made the company unique.
Third-Generation Family Business Seamlessly Transitions Leadership to First Non-Family CEO
The third-generation owners of ITU AbsorbTech had been thinking about succession for nearly a decade. They needed someone who could lead a hundred-year-old industrial laundry business without dismantling the people-first culture it was built on. The answer turned out to be an internal candidate they almost overlooked.
Succession Planning & Executive Search Ease $100M Family Agribusiness Transition to First Non-Family CEO
A fifth-generation family farm approached a breaking point after years of unclear roles, missing governance, and family tension that had nearly taken the business down. Before Stranberg searched for a CEO, they helped the family get clear on what they actually needed, a step that resolved the most difficult question on its own.
How to Get Started
Stranberg’s succession planning service sets the stage for our executive search process. Regardless of whether your ideal candidate comes from within the family or outside of it, we identify and help you vet the most qualified candidates and streamline the inboarding/onboarding process.
Contact a Stranberg succession planning expert to learn how our approach can help ensure you’re ready to hire a successor and retain them over the long term.
