An "investment" approach centred around providing continuity and succession for your tech business for at least the next 20 years.
Commitment to preserving your legacy with a focus on accelerating growth and value creation with the existing team.
Deal terms, timing and your future involvement tailored to your needs - a smoothened transition, co-building together, or simply continuing to benefit from future the value creation.
Cecilia brings a decade of Tier 1 experience in technology investing. Before founding Gaman Succession, Cecilia worked in Private Equity and Investment Banking, including KKR, Permira and J.P. Morgan, covering Technology investments across Europe and worldwide.
Driven by a strong desire to become a tech CEO, launch an entrepreneurial venture, and create lasting impact, she embarked on the Entrepreneurship Throurgh Acquisition journey, building on her extensive M&A and investment expertise.
Cecilia brings a highly international profile - born in Spain but has lived half of her life abroad across the United Kingdom (12 years), France and US. She holds a Master in Management degree from
École Supérieure de
Commerce de Paris (ESCP Europe).
Compared to other investors, Gaman Succession offers a differentiated investment proposition:
Gaman Succession | Private Equity | Strategic | |
---|---|---|---|
Focus | Sole focus on your business | One of many financial investments in a large portfolio | One of many divisions within a company |
Seller's role | Flexible and tailored | Same, or more involved to drive value creation | One of many employees |
Investment goals | Long-term growth and value creation | Maximise returns through financial engineering (incl aggressive cost reduction) with a 5 year time horizon | Maximise returns through cost-cutting and synergies |
Deal Terms | Flexible, tailored to seller's needs | Complex and restricted to ensure maximised returns | Structured to protect parent |
Employees | Critical to achieving long-term growth | Role depends on fund's strategy | Often eliminated if roles are redundant or do not match corporate culture |
Owner Transition | Flexible on timing to smoothen transition | Often 2-3 years with increased scrutiny | Often 2-3 years with required reporting to parent executives |
If you are a founder, adviser or simply interested in learning more, please reach out!
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