YOUR MONEY-Graduating Into the Family Business

To view the original article, click here.

By Beth Pinsker
June 2, 2015

There is one big advantage 23-year-old Clint Morrison has found joining his family’s business fresh upon graduating from Rider University: he has a job, while most of his friends do not.

“They’re all still sort of scrambling,” Morrison says.

The Morrison family business, Benefit Design Specialists Inc, administers employee benefit plans for small businesses and is based in Mechanicsburg, Pennsylvania. Dad Tim employs not only his youngest son, Clint, but also two older sons, ages 27 and 29, as well as his own sister, a sister-in-law, a cousin and about 10 other non-related employees.

The key to a harmonious office with so many family members? “You have to find a spot for them to be productive or they won’t make it in the family business,” the patriarch says.

Here are some tips on joining the workforce – with your relatives, according to family business experts:

START ELSEWHERE

There is no official tally of how many “& Sons” or “& Daughters” are among the 28 million small businesses in the United States, according to the Small Business Association.

Yet one of Clint Morrison’s business professors advised him not to start in the family business. The advice: go elsewhere and garner some knowledge of the industry first. Given the state of the job market and his family’s specialty niche, Morrison decided that was not feasible.

The strategy worked well for Laura Salpeter, who got a law degree and then worked for a few years at a law firm before joining her father Scott Salpeter’s Miami-based investment banking firm, Cassel Salpeter. Also working there, after a few years of getting experience with other companies, is Philip Cassel, son of Scott Salpeter’s partner. Both offspring are now 30.

“Working with my father was something I’ve always contemplated. So I dived into the business world and found out more about what it is,” said Cassel.

WORK YOUR WAY UP

Even if you spent your childhood playing in the family factory, that does not mean you are going to walk into a corner office once you get your diploma.

Robert Spielman, a partner in the tax and business services unit at Marcum LLP, advises clients that it is their job to make sure their kids are exposed to all aspects of the business, especially if they expect to hand it over to them one day.

For example, one of his clients, a fish distributor, hired several family members for its sales force. “But none learned how to manage the business, and eventually, they had financial troubles,” Spielman said.

The best way is to start at the bottom and experience all areas of the enterprise. If the family business is a trucking company, start out in maintenance, then drive for six months, go into sales and then assist in the financing side before managing the fleet and employees, Spielman says.

MANAGE EXPECTATIONS

The family business dream – that someday, all of this will be yours – can be a great motivator, but it can also instill an unwieldy sense of entitlement.

This happened to one family business owner client of Steve Faulkner, head of private business advisory for J.P. Morgan Private Bank’s Advice Lab. The son was lording his status over his coworkers and superiors, saying “Someday, I’m going to own all of this, and fire everyone I don’t like.”

When the son’s manager finally had the courage to tattle to the boss, he fired his own son. However, two months later, when the son could not find another job, the boss asked another manager to hire him back.

“That’s a horrible succession plan,” said Faulkner.

It is better, he says, for business owners to get their relatives to work harder than they ever have to be worthy to take over the reins.

Another of Faulkner’s clients does exactly this, down to a formalized training program for the fourth generation that is now joining the business. Newcomers spend up to six years training at international subsidiaries before being brought back to headquarters for management jobs.

The process drills respect into the employees, something Laura Salpeter says she has learned on the job.

Her top advice for those joining the family business? Understand you are working for your parent, not with your parent.

Giving back to the community is smart business

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By James S. Cassel
May 17, 2015

James S. Cassel

Giving back can be great for the community and your business.

Companies and their people who support a healthy mix of charitable, community and business organizations tend to reap significant rewards. In addition to helping the community, this helps companies foster employee satisfaction, strengthen bonds with potential clients and referral sources, develop brand awareness, and position their brands in a more positive light. The relationships cultivated throughout this process also can create business and social opportunities that last a lifetime.

While many business owners recognize this potential, some struggle with implementing the right programs. They wish they had a crystal ball to know which organizations will bring the greatest personal satisfaction and business growth. Until we find that crystal ball, I can share some practical guidance I have found helpful for business owners navigating these issues.

First, identify and focus on your goals. Where do you see the future of your business and its growth? Then, determine what audiences you must reach to help you get there, and identify the community, charitable or business organizations with which these audiences are most involved.

Based on these considerations, examine your personal interests that align with these organizations. Are you more interested in organizations that mentor children or support technology growth? Focus on organizations that reach your target audiences while engaging you and your employees. This CANNOT be just for business. There must be a genuine interest in getting involved or it will not benefit anyone.

This is particularly true for board involvement. If you join a board but seem disengaged and rarely attend meetings, everyone will recognize that your heart is not in the cause. Conversely, serving actively on a board where you can roll up your sleeves, support the organization’s mission and demonstrate your skills is a powerful way to build relationships and therefore business.

Generally, organizations can be divided into three categories:

▪ Charitable organizations support philanthropic goals and social or public interests, such as the National Parkinson Foundation or World Wildlife Fund.

▪ Community organizations serve specific communities and may address specific interest or needs. Examples include United Way of Miami-Dade, Children’s Bereavement Center and Lotus House.

▪ Business organizations are nonprofit entities supporting commercial goals. They service civic needs and are a good place for networking as it plays a central role in chambers of commerce and other business organizations.

There are many ways to get involved. While writing checks is important, it is not enough for relationship-building. Depending on your company size, you may limit the involvement on company time, or you may offer your employees paid time to volunteer. You may provide a donation-matching program, schedule charitable group activities and encourage employees to find causes they’re passionate about. You can also support involvement after business hours.

The most basic involvement is attending events. This is a good way to meet new people and become more familiar with organizations and their people and confirm whether the organizations will be a good fit.

If you seek to build relationships, you should get involved with the committees or boards. Make sure you are comfortable with the organizations and their operations, and at that point, consider how you can get more involved. Again, follow your passions so it will be easier for you to stay committed long-term.

To build the right relationships, you must have a plan. Set realistic, quantifiable goals and specific steps to achieve them. For example: “I want to build a relationship with John Smith and Jane Doe.” So pay it forward and help them out. John is a fan of the Miami Heat, so invite him to a game. Jane wants to get more business from real-estate developers, so introduce her to some of your contacts.

When the time is right, however, you must ask for the business. Some people never get business because they don’t ask.

As the saying goes, “fish bite when they’re hungry,” so it’s important to keep your bait in the water. Stay top of mind with people after you have met them, such as a company newsletter or an occasional email to touch base, so that they will think of you when a business opportunity arises. Don’t make the mistake of meeting people and never following up.

Without a doubt, you can actively give back and support worthy causes while growing your business. The key is to develop a plan that will best support your goals and objectives in terms of personal satisfaction and business growth.

James Cassel is co-founder and chairman of Cassel Salpeter & Co., an investment-banking firm with headquarters in Miami that works with middle-market companies. www.casselsalpeter.com

Florida Banks Cash In on New Tide of Miami Money

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By Jackie Stewart
May 15, 2015

Miami is making a comeback, and Florida’s banks are angling for a piece of the action.

South Florida’s economy is diversifying beyond tourism, industry experts said. A flood of foreign investors and nondepository financial firms, like hedge and private-equity funds, have moved to the area, opening up opportunities for local banks.

“Miami is booming,” said Carl Fornaris, co-chair of the financial regulatory and compliance practice at Greenberg Traurig. “We’re becoming a true global city and global financial market. It all has a trickle-down effect into the depository institutions.”

Tourism remains an important part of the economy, but other industries are starting to take root, industry experts said.

“South Florida is a very healthy market right now,” said Daniel Sheehan, chairman of Professional Bank in Coral Gables, Fla. “The economy is getting more diverse … and the job prospects for young people are improving.”

South Florida is now the home of nearly 40 private-equity firms, a 9% increase from a year earlier and up 37% from 2010, based on a report from the investment banking firm Cassel Salpeter.

A number of factors are luring investment firms. Florida has no personal income tax, distinguishing it from states such as New York, Illinois and Connecticut. Recent changes to the federal tax code, such as limiting the amount of state and local taxes that high net worth individuals can itemize on their federal returns, have also made Florida a more attractive option, said Bowman Brown, who chairs the financial services practice group at Shutts & Bowen.

“There are powerful tax reasons for hedge, private-equity and venture capital funds to move to Miami,” Brown said. “Florida is clearly a business-friendly tax jurisdiction and will remain a low-tax jurisdiction.”

Foreign investment continues to give the area a lift, said Thomas Rudkin, a principal in investment banking at FIG Partners. He said that investors from Latin America are interested in South Florida because of its proximity to their home countries and sizable populations of immigrants from Venezuela, Brazil and Argentina.

For instance, the Venezuelan Benacerraf Group announced in May that it would buy Espirito Santo Bank, a unit of the now-defunct Portuguese bank Banco Espirito Santo.

“There’s a lot of foreign money coming in,” said Rudkin, who was an adviser to Espirito Santo during its sale. “They consider an investment in the U.S. to be solid.”

South Florida also has good infrastructure, including the closest U.S. seaport to the Panama Canal. Miami also has a renewed focus on cultural activities, including a new arts district that is rapidly expanding, industry experts said.

And if all of that was not enough to attract investment, the “weather is great, too,” Fornaris said.

“Clearly, it has become more diverse in the last five years,” Brown said. “The real estate development business has been a powerful engine in South Florida. The business of culture has really taken off, and the airport and seaport are major East Coast world-class operations.”

Banks can benefit from these developments, industry experts said. The area is enjoying a boom in property development. Banks can provide mortgages to people looking to buy homes and commercial loans to developers and businesses that support the construction industry.

Banks could also have an opportunity to work with the nondepository institutions that are relocating to the area, along with their employees, Fornaris said. Such firms, in addition to foreign investors, need a place to park their deposits. They may need other services, such as wealth management or private banking, though they are more likely to turn to bigger financial institutions for those products and services.

Community banks, nonetheless, are looking for ways to capitalize on the area’s transformation.

The $241 million-asset Professional Bank recently raised $15 million in a private offering to “take advantage of opportunities” in the area that could include acquisitions or hiring talent, Sheehan said.

“Business school graduates are considering Miami as an institutional market, not just New York, Boston, D.C., Los Angeles or Chicago anymore,” Sheehan said. The overall trends that are helping South Florida “are not going away anytime soon. There’s an awful lot of capital flowing in from other parts of the country.”

Still, banks must be aware that risks abound in South Florida.

Real estate development has “always been up and down” across the state, said Fernando Margarit, a partner at Hunton & Williams. South Florida is likely to go through another down cycle, but industry experts are hopeful that developers and lenders learned from the financial crisis. Current growth also seems more measured compared with past booms.

South Florida is “already highly competitive,” and banks are generally at a disadvantage because of the tough regulatory environment, Margarit said. As a result, potential customers could turn to nonbanks for capital and other services.

Regardless, Margarit said the area’s transformation should be viewed as a positive one for local banks. “As Miami becomes more sophisticated, it is like a snowball effect,” he said.

“All of this is leading to more people with money coming down and all of that helps the banks,” Margarit added. “There are a lot of synergies that will help the city and the banking industry.”

Private equity deals poised for takeoff in Florida

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By Margie Manning
April 1, 2015

A private equity company that recently relocated to Tampa is among a growing number of investment firms making their home in the Sunshine State.

Florida is the headquarters for 37 private equity firms, up from 27 firms in 2010, according to research by Cassel Salpeter & Co., a Miami-based investment banking company. Three firms set up shop in the state during 2014 – Supply Chain Equity Partners in Tampa, Brinkmere Capital Partners in Jacksonville and Innovative Capital Partners in Naples, a spokesman for Cassel Salpeter said.

The expanded presence of private equity investors in the state is a positive sign, because funders often prefer to be close to the companies in which they invest. That could mean more Florida businesses will be in line for capital and expertise they need to add jobs and grow, and that Florida firms sold to private equity investors likely will remain in the state.

There were 162 private equity deals in Florida in 2014, down 2.3 percent from the 166 deals in 2013, but a drop of a couple of deals does not make a huge difference, said Jim Cassel, co-founder. He’s more focused on a three-year trend that shows private equity deal flow remains strong. He expects that trend to continue, as Florida’s relatively young companies mature.

“There’s been a sea change among private businesses. Years ago, people used to sell businesses in their 50s and then retire,” Cassel said. “Now owners are holding them longer. Ten years from now, I think the number of private equity deals will be up by 25 percent, because those business owners who are 58 now will be 68 then and ready to retire.”

Casselsalpeter Deal Report Winter 2015 by JoLynn Brown

 

 

 

Levon Resources Ltd. Announces Definitive Agreement to Acquire SciVac Ltd.

From: Marketwire – Canada

Mar-20-2015 8:30 AM

VANCOUVER, BRITISH COLUMBIA–(Marketwired – March 20, 2015) –
Levon Resources Ltd. (“Levon”) (TSX:LVN)(OTCQX:LVNVF)
(BERLIN:LO9)(FRANKFURT:LO9) and SciVac Ltd. (“SciVac”)
announced today that they have entered into an arrangement
agreement pursuant to which Levon will acquire 100% of the issued
and outstanding ordinary shares of SciVac by way of a court-approved
plan of arrangement (the “Arrangement”).

“I am excited to announce this transaction with SciVac, as I believe
it will generate tremendous value for Levon shareholders,” stated Ron
Tremblay, President and Chief Executive Officer of Levon. “In a difficult
market for resource issuers, we have chosen to preserve capital while
seeking to identify alternatives to create shareholder value. The
acquisition of SciVac gives Levon ownership of Sci-B-Vac(TM), a
commercial stage, potentially best in class hepatitis B vaccine which
could address a significant market opportunity. Levon shareholders will
also maintain an interest in Levon’s existing business and assets by
receiving shares of a newly formed company which will hold Levon’s
existing resource assets.”

Pursuant to the Arrangement, Levon shareholders will receive one new
common share of Levon (each a “New Levon Share”) and 0.5 of a
commonshare (each, a “Spinco Share”) of 1027949 BC Ltd., a newly
formedexploration company (“Spinco”) in exchange for each common
share of Levon (each a “Levon Share”) held by them. Upon closing
of the Arrangement, Levon shareholders will hold 100% of the
issued and understanding Spinco Shares and 31.6% of the issued and
outstanding New Levon Shares, with the former holders of SciVac
Shares holding the remaining 68.4% of the issued and outstanding
New Levon Shares.

In addition to acquiring all of the issued and outstanding shares
of SciVac, Levon will retain CAD $27 million in cash. All other
assets and liabilities of Levon will be transferred to or will be
assumed by Spinco. At the closing of the Arrangement, Levon expects
that in addition to holding all of Levon’s mineral properties,
including Levon’s flagship Cordero Project, SpinCo will have
approximately $20.1M in working capital, including approximately
$3M in cash, a $1.1M convertible debenture as well as 35,178,572
shares of Pershing Gold Corporation with current estimated value
of $16M. SpinCo will also hold a $2M Mexican value added tax
receivable that Levon expects will be recovered. The total of 22.1M
represents approximately 48% of Levon’s working capital as at
December 31, 2014.

“SciVac is pleased to announce this transaction with Levon in furtherance
of our goal of expanding market opportunities for SciVac products in
development, including Sci-B-Vac, our third-generation hepatitis B
vaccine,” said Dr. Curtis Lockshin, Chief Executive Officer for SciVac.
“Sci-B-Vac has already been approved in several countries, including
Israel, where it has been provided to hundreds of thousands of newborn
children. We intend to pursue marketing approvals for Sci-B-Vac in the
United States and other territories worldwide, initially focused on
at-risk populations such as End-Stage Renal Disease and HIV patients.
In addition, we believe the transaction will permit SciVac to cultivate
a pipeline of other therapeutics, utilizing novel treatment approaches
in various disease areas with unmet needs.”

SciVac is currently a privately owned company, of which approximately
45% of the shares are owned by OPKO Health, Inc. (NYSE:OPK).
OPKO’s CEO and Chairman, Dr. Phillip Frost, commented, “This
transaction with Levon presented an opportunity to unlock meaningful
value for OPKO shareholders via OPKO’s ownership interest in SciVac.
SciVac is a commercial-stage biotech leader in protein engineering whose
flagship product, Sci-B-Vac, is a superior next generation hepatitis
B vaccine. Sci-B-Vac has received approval for use in ten countries
including Israel, where it captures half the market for neonatal
hepatitis B vaccinations, and is offered to adults who do not respond
to competing hepatitis B vaccines. It appears positioned to expand
the billion dollar global hepatitis B vaccine market upon successful
completion of the FDA approval process.”

The board of directors of Levon has unanimously approved the
transaction and all directors and officers of Levon, collectively
holding approximately 10.08% of the number of Levon Shares and
76.94% of the number of options to purchase Levon Shares
(the “Levon Options”) anticipated to be entitled to vote at a special
meeting to consider the Arrangement, have agreed to vote in favour
of the Arrangement.

Arrangement Details

The Arrangement will be effected by way of a court-approved plan
of arrangement and will require the approval of at least 2/3 of the
votes cast by Levon’s shareholders and optionholders at a special
meeting expected to take place in April 2015 (the “Meeting”). The
transaction is also subject to applicable regulatory approvals,
including approval of the TSX, and the satisfaction of certain closing
conditions customary in transactions of this nature.

The Arrangement will result, through a series of transactions, in:

—  Levon shareholders receiving one New Levon Share and 0.5 of a
Spinco

Share for each Levon share currently held by them;

—  holders of SciVac Shares receiving that number of New Levon
Shares

representing 68.4% of the issued and outstanding New Levon Shares in

exchange for the acquisition by Levon of all of the issued and

outstanding SciVac Shares;

—  the change of Levon’s name to “SciVac Inc.”; and

—  the change of Spinco’s name to “Levon Resources Ltd.”

Holders of outstanding Levon stock options may exercise their
options until the effective time of the Arrangement, at which time
they will be cancelled.

On completion of the Arrangement, Spinco will own and operate
the existing business of Levon and Levon will own and operate
the existing business of SciVac. Levon shareholders who receive
New Levon Shares and Spinco Shares under the Arrangement will hold
100% of the issued and outstanding Spinco Shares and 31.6% of the
issued and outstanding New Levon Shares, with the former holders
of SciVac Shares holding the remaining 68.4% of the issued and
outstanding New Levon Shares.

After taking into consideration, among other things, the terms of
the Arrangement, the unanimous recommendation of a special committee
of Levon directors established to review the Arrangement and discussions
with its legal and financial advisors, Levon’s board of directors has
unanimously concluded that the Arrangement is in the best interests of
Levon and has approved the Arrangement. Levon’s board of directors
intends to recommend in the management information circular to be mailed
in connection with the Meeting that Levon’s shareholders and optionholders
vote in favour of the Arrangement.

Subject to SciVac’s right to match, Levon’s board of directors may
terminate the arrangement agreement in favour of an unsolicited
superior proposal upon payment of a US$1 million break fee to SciVac.

Advisors

Levon’s legal counsel is Stikeman Elliott LLP and Dorsey &
Whitney LLP. Cassel Salpeter & Co., LLC is Levon’s financial advisor.

About Levon Resources Ltd.

Levon is a gold and precious metals exploration Company, exploring the
company’s 100% owned flagship Cordero bulk tonnage silver, gold, zinc,
and lead project near Hidalgo Del Parral, Chihuahua, Mexico.

About SciVac Ltd.

SciVac Ltd., headquartered in Rehovot Israel, is in the business of
developing, producing and marketing biological products for human
healthcare. SciVac’s flagship product Sci-B-Vac is a recombinant 3rd
generation hepatitis B vaccine. SciVac also offers contract development
and manufacturing services to the life sciences and biotechnology
markets.

ON BEHALF OF THE BOARD

Ron Tremblay, President and Chief Executive Officer

Safe Harbour Statement – This news release contains “forward-looking
information” and “forward-looking statements” (together, the
“forward-looking statements”) within the meaning of applicable
securities laws and the United States Private Securities Litigation
Reform Act of 1995. These forward-looking statements, include,
but are not limited to, statements regarding the completion of
the Arrangement and the various steps thereto, the mailing of
a management information circular in connection with the Meeting and
the holding of the Meeting and are made as of the date of this news
release. Readers are cautioned not to place undue reliance on
forward-looking statements, as there can be no assurance that the
future circumstances, outcomes or results anticipated in or implied
by such forward-looking statements will occur or that plans, intentions
or expectations upon which the forward-looking statements are based
will occur. While we have based these forward-looking statements on our
expectations about future events as at the date that such statements were
prepared, the statements are not a guarantee that such future events
will occur and are subject to risks, uncertainties, assumptions
and other factors which could cause events or outcomes to differ
materially from those expressed or implied by such forward-looking
statements.

Neither the Toronto Stock Exchange (“TSX”) nor its Regulation Services
Provider (as that term is defined in the policies of the TSX)
accepts responsibility for the adequacy or accuracy of this release.
The securities to be issued pursuant to the Arrangement have not been and
will not be registered under the United States Securities Act of 1933, as
amended (the “U.S. Securities Act”) or the securities laws of any state
of the United States and may not be offered or sold absent such
registration or an available exemption from such registration requirements.
The securities in the Arrangement are anticipated to be offered and sold
pursuant to the exemption from registration under Section 3(a)(10) of
the U.S.Securities Act and pursuant to similar exemptions under any
applicable securities laws of any state of the United States. This press
release does not constitute an offer to sell or the solicitation of an
offer to buy any of the securities.

FOR FURTHER INFORMATION PLEASE CONTACT:

Levon Resources Ltd.

Investor Relations

Direct: 604-682-2991

ir@levon.comLevon Resources Ltd.Ron Tremblay

President and Chief Executive Officer

604-682-3701

www.levon.com

Source: Levon Resources Ltd.

 

Reflecting on 2014, Thoughts on 2015
 
“The person who says that it cannot be done should not interrupt the person who is doing it.” 

– Ancient Chinese Proverb

 

At Cassel Salpeter & Co., we have been getting it done for years in the most interesting of times.

Reflecting on 2014, Thoughts for 2015

As 2015 begins, it is important to reflect on the past year, evaluate our performance, and take the necessary steps to ensure that we are best prepared for things to come.

The good news: Things are looking bright on a national level. Despite a volatile stock market and challenging international situations in 2014, we are excited that 2014 helped to position us for a strong 2015. Today, the market is creating opportunities to sell your company or raise capital.

Moreover, in our backyard, Florida continues to gain increasing importance as a hub for investment, deal activity, technology and general business growth. There are many opportunities to take advantage of this resurgent climate and position your business for continued growth.

 

Cassel Salpeter & Co. Celebrates
Another Strong Year

 

For the team at Cassel Salpeter & Co., 2014 was another strong year. Thanks to our valued clients, partners and other friends for continuing to make possible our continued growth and success.

 

Some highlights included:

  • Successfully handled more than 50 assignments in a broad range of industries, including healthcare, financial services, business services, retail, technology, and industrial. Our team worked on behalf of family businesses, financial sponsors, public companies, boards of directors and special committees.
  • Published the Florida PE Deal Report: View of Florida, a semi-annual report recapping PE deal flow in Florida. Click here to view.
  • James Cassel continued to share his subject-matter expertise as a middle-market columnist for The Miami Herald.  He also was featured in a spectrum of local and national media, including: Bloomberg, American Banker, The Deal; Mergers & Acquisitions Magazine, Daily Business Review, and Florida Trend.
Changes in 2015 to Watch That May 
Impact Your Business

There is a high likelihood that changes in 2015 in interest rates, unemployment rates, demand curves, and the prices of oil, real estate, and health care will affect your business in one way or another.

No matter what vertical your business operates in, 2015 presents a strong market for sellers with more buyers than sellers in the market as well as attractive financing options available for buyers. However, it’s important for middle-market business owners to keep a close pulse on these key changes in order to protect their best interest and ensure their businesses are in the strongest position in 2015. As always, it’s important to consult trusted professionals with subject-matter expertise who can help develop the right strategic plans to overcome the obstacles and seize the opportunities.

 

Click here to read James Cassel’s article about this topic, which was published on January 19, 2015, in The Miami Herald.

Contact Cassel Salpeter & Co. Today

At Cassel Salpeter & Co., we are excited about the growing demand for our guidance from middle-market and emerging growth companies in the U.S. and worldwide related to mergers and acquisitions, capital raising, fairness & solvency, valuations, restructurings, and general advisory services.

Please feel free to contact us today to learn more about how we can help you.
 
 
About Cassel Salpeter & Co.   

 

Cassel Salpeter & Co. is an independent investment banking firm that provides advice to middle market and emerging growth companies in the U.S. and worldwide. Together, its professionals have more than 50 years of experience providing private and public companies with a broad spectrum of investment banking and financial advisory services, including: mergers and acquisitions; equity and debt capital raises; fairness and solvency opinions; valuations; and restructurings, such as 363 sales and plans of reorganization.

Co-founded by James Cassel and Scott Salpeter, the firm provides objective, unbiased, results-focused services that clients need to achieve their goals. Personally involved at every stage of all engagements, its senior partners have forged relationships and completed hundreds of transactions and assignments nationwide. The firm’s headquarters are in Miami. Member FINRA and SIPC. More information is available at www.casselsalpeter.com.  
Contact Our Team Members  

Why Florida is the 5th-best state for entrepreneurs

To view the original article, click here.

By Celia Ampel
December 22, 2014

Florida is one of the best states to start a business, according to a Small Business & Entrepreneurship Council report released this month.

Ranjini Chandirakanthan Director

Ranjini Chandirakanthan Director

The state ranked fifth for its entrepreneur-friendly policies, after South Dakota, Nevada, Texas and Wyoming. The Washington D.C.-based nonpartisan research organization ranked states based on small business-related taxes, regulatory environment and government spending.”From a federal and state tax standpoint, [Florida is] a very attractive place to start businesses, or frankly, to relocate businesses,” said Jim Cassel, chairman and co-founder of Miami investment banking firm Cassel Salpeter & Co.

After all, the state doesn’t take personal income tax, estate tax or inheritance tax — but that’s just one piece of what will draw entrepreneurs to Florida in 2015, Cassel said.

Here are three reasons South Florida entrepreneurship experts believe small businesses will grow here in the coming year:

Venture capital and angel investors are moving in.

This year, venture capital firms Scout Ventures and Richmond Global Ventures opened offices in Miami, demonstrating national and international interest in the South Florida startup scene.
But that’s just the beginning, Florida Venture Forum President Kevin Burgoyne said.

“Just in the last three weeks, I’ve had meetings with four different venture investors who are in the process of opening offices in Miami,” he said.

As more investors set up shop in South Florida, there will be less reason for startups to move outside the state, Burgoyne said.
“There’s always been a little bit of money in South Florida,” he said. “But money that is willing to invest in early- and mid-stage companies often comes from outside the state, and there is an increasing amount of money that is based here in Florida. That’s very encouraging.”

South Florida entrepreneurs have more resources than ever before.

It’s more than just money, said Ranjini Chandirakanthan, who leads the technology practice at Cassel Salpeter & Co. South Florida entrepreneurs have more access to mentorship, workspace and other resources than ever.

“Money, culture [and] access to human capital all make an ecosystem,” she said. “And I think it’s here. For the savvy entrepreneur with a great idea, I think it’s easier to tap into that network here.”
Coworking spaces like the LAB Miami, accelerators such as Venture Hive and scores of other organizations and events have helped change the landscape for local startups, Burgoyne said.

“It really is just remarkable what resources are available — in almost all cases, at little or no cost to an entrepreneur,” he said.

Local universities are training the next generation to think like entrepreneurs.

South Florida’s universities are focusing resources on entrepreneurship through startup resource centers and world-class researchers, Cassel said.

Florida Atlantic University opened its Tech Runway accelerator this year, while Miami Dade College announced plans for its Idea Center.
Opko Health CEO Dr. Phillip Frost has also put his checkbook into recruiting top-notch researchers to the area, Cassel said.

“Unlike LeBron, they really do bring their talents to South Beach and stay,” he said.

Tiger Media Announces Agreement to Acquire Interactive Data, LLC

From: Business Wire

Dec-15-2014 8:00 AM

Publicly traded Media Company to enter U.S. data fusion market
through strategic acquisition

SHANGHAI & ATLANTA–(BUSINESS WIRE)–
Tiger Media, Inc. (“Tiger Media” or the “Company”) (NYSE MKT: IDI), a
Shanghai-based multi-platform media company, today announced that it has
entered into a definitive agreement to acquire The Best One, Inc.
(“TBO”), parent company of U.S.-based data solutions provider
Interactive Data, LLC (“Interactive Data”) (the “Acquisition”).
Interactive Data is headquartered in Atlanta, GA and has its primary
technology office in Seattle, WA.

Interactive Data’s recently expanded management team has been executing
on an aggressive growth plan in a multi-billion dollar market of risk
management and marketing data solutions. The Acquisition will give the
integrated company a strong foothold in the data fusion industry with a
management team that has helped mold the entire sector.

“As a founding shareholder of Tiger Media, Inc., I am enthusiastic to
enter into the rapidly growing, multi-billion dollar industry of data
fusion,” said Dr. Phillip Frost, CEO and Chairman of OPKO Health, Inc.
(NYSE:OPK), and Tiger Media’s largest beneficial owner. “The
impressive track record of TBO’s management team in building the
dominant companies in this industry speaks for itself, and I believe
this will be a major player in the space.”

Commenting on the Acquisition, Robert Fried, Chairman of Tiger Media
stated, “We are excited to acquire TBO. We were looking for a U.S.
partner who would also be able to expand our China operations. We
believe this Acquisition with TBO will give our shareholders an
excellent opportunity to realize increased value on their investment.”

TBO’s executive leadership represents over half a century of combined
experience in the industry and is led by Chairman Michael Brauser. An
investor and operator in the data fusion market since its infancy, Mr.
Brauser has built market leading companies with revenues totaling over
$2 billion.

Chief Scientific Officer of TBO, Ole Poulsen, was primary systems
architect of the data fusion industry’s leading products. The products
that Mr. Poulsen designed led to the sales of multiple companies
totaling over $1 billion in the aggregate.

Under the terms of the merger agreement, current shareholders of Tiger
Media and TBO will own approximately 34% and 66% of the combined
company, respectively, following the Acquisition. Approximately 65% of
the shares to be issued to TBO shareholders in the Acquisition will be
non-voting preferred stock, and 30% of those shares will only be issued
upon achievement of certain revenue targets. The Acquisition is expected
to close in the first quarter of 2015, is subject to customary
conditions to closing as detailed in the merger agreement, as well as
the affirmative vote of a majority of the outstanding shares of Tiger
Media entitled to vote.

In connection with the Acquisition, Tiger Media will be redomesticating
as a Delaware company. The affirmative vote of 2/3 of the votes cast at
the Tiger Media meeting will be required for domestication in Delaware.
The structure of the transaction will be in the form of an acquisition
with TBO merging into a wholly-owned subsidiary of Tiger Media, with the
Tiger Media subsidiary as the surviving corporation that will now be
headquartered in Atlanta, GA.

Following the Acquisition, Derek Dubner, CEO of TBO, will join Tiger
Media as Co-CEO along with Peter Tan, current CEO of Tiger Media. Robert
Fried will remain Chairman of the Board. Also, following the
Acquisition, Derek Dubner and Daniel MacLachlan will join the Tiger
Media Board, increasing the Tiger Media Board from five members to seven
members.

Cassel Salpeter is acting as financial advisor and Akerman LLP is acting as legal counsel to Tiger Media. Nason Yeager is acting as legal counsel to TBO.

About Tiger Media, Inc.

Tiger Media is a leading Shanghai-based multi-platform media company in
China which provides advertising services in the out-of-home advertising
industry, including iScreen Outdoor LCD screens, billboards and street
furniture. Tiger Media’s network of street level LCD screen displays,
which captivate eye-level awareness, is complemented by outdoor
billboards which are mostly built on rooftops with good visibility from
far distances. Tiger Media’s network attracts advertising clients from a
wide range of industries including telecommunications, insurance and
banking, automobile, electronics and fast moving consumer goods. Learn
more at www.tigermedia.com.

About Interactive Data, LLC
Interactive Data is a data solutions provider, historically delivering
data products and services to the Accounts Receivable Management (ARM)
industry for location and identity verification, legislative compliance
and debt recovery for over a decade. Interactive Data has served a niche
segment of the risk management industry, consisting of collection
agencies, collection law firms, and debt buyers. Interactive Data has
recently expanded the executive leadership team, adding significant
industry experience. Immediate capital infusion drives an enhancement
and broadening of current offerings as well as expansion into new
markets and services. Learn more at www.id-info.com.

FORWARD LOOKING STATEMENTS
This press release contains “forward-looking statements,” as that term
is defined under the Private Securities Litigation Reform Act of 1995
(PSLRA), which statements may be identified by words such as “expects,”
“plans,” “projects,” “will,” “may,” “anticipate,” “believes,” “should,”
“intends,” “estimates,” and other words of similar meaning. Such forward
looking statements include statements about the anticipated benefits of
combining Tiger Media and TBO, expectations for closing the Acquisition,
as well as other non-historical statements about our expectations,
beliefs or intentions regarding our business, technologies and products,
financial condition, strategies or prospects. There are a number of
important factors that could cause actual results or events to differ
materially from those indicated by such forward-looking statements,
including: the ability of each of Tiger Media and TBO to satisfy the
closing conditions and consummate the transaction, including Tiger Media
obtaining the required shareholder approvals; the risk that the business
of TBO may not be integrated successfully; the risk that the transaction
may involve unexpected costs or unexpected liabilities; the risk that
synergies from the transaction may not be fully realized or may take
longer to realize than expected; and the other risks set forth in Tiger
Media’s Annual Report on Form 20-F, filed with the SEC on March 31,
2014, as well as the other factors described in the filings that Tiger
Media makes with the SEC from time to time.
The forward-looking statements contained in this press release speak
only as of the date the statements were made, and we do not undertake
any obligation to update forward-looking statements, except as required
under applicable law. We intend that all forward-looking statements be
subject to the safe-harbor provisions of the PSLRA.

ADDITIONAL INFORMATION AND WHERE TO FIND IT
This communication does not constitute an offer to sell or the
solicitation of an offer to buy any securities or a solicitation of any
vote or approval nor shall there be any sale of securities in any
jurisdiction in which such offer, solicitation or sale would be unlawful
prior to registration or qualification under the securities laws of any
such jurisdiction. In connection with the proposed Acquisition, Tiger
Media will file with the Securities and Exchange Commission (the “SEC”)
a proxy statement in connection with a Special Meeting of its
shareholders. SHAREHOLDERS OF TIGER MEDIA ARE URGED TO READ THE PROXY
STATEMENT REGARDING THE PROPOSED TRANSACTION WHEN IT BECOMES AVAILABLE,
AS WELL AS OTHER DOCUMENTS FILED WITH THE SEC, BECAUSE THEY WILL CONTAIN
IMPORTANT INFORMATION. Shareholders of Tiger Media will be able to
obtain a copy of the proxy statement, as well as other filings
containing information about Tiger Media and TBO, without charge, at the
SEC’s website (www.sec.gov).
Shareholders of Tiger Media may also obtain copies of all documents
filed with the SEC, without charge, by directing a request to Tiger
Media, Inc., ir@tigermedia.com.

PARTICIPANTS IN THE MERGER SOLICITATION

Tiger Media and its directors, executive officers and other members of
management and employees may be deemed to be participants in the
solicitation of proxies from Tiger Media shareholders in connection with
the proposed transaction. Information regarding the persons who may,
under the rules of the SEC, be deemed participants in the solicitation
of Tiger Media’s shareholders in connection with the proposed
transaction will be set forth in the proxy statement when it is filed
with the SEC. Also, information about Tiger Media’s directors and
executive officers is set forth in its Notice for Annual General Meeting
of Shareholders, which was filed with the SEC on November 19, 2014, and
its Annual Report on Form 20-F for the year ended December 31, 2013,
filed with the SEC on March 31, 2014, respectively. These documents are
available free of charge at the SEC’s website at www.sec.gov,
or by going to Tiger Media’s Investor Relations page on its corporate
website at www.tigermedia.com.

Hiring, training and managing employees for outstanding results

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By James S. Cassel
Special to the Miami Herald
December 14, 2014

 

Although most business owners recognize that success depends in great measure on their employees, many do not fully understand how to hire the right team members and train and empower them to perform at their peak.

If you want to build a world-class company that will last, and you rely on human assets to achieve success, it’s important for you to correlate your business goals to the types of team members you need to help you succeed.

For example, this means much more than employing accountants at your accounting firm — it requires identifying your key performance indicators, the quantifiable values and skills that rise and fall with your business success, and making strategic hiring decisions based on these considerations.

 

If your customers spend more in months when you’re receiving high customer service satisfaction ratings, then you should be hiring team members with phenomenal customer service skills as well as technical knowledge.

In most cases it will not be so obvious, and even when it is, how do you gauge customer service skills based on résumés and interviews? You may be better served to rely on tools such as skills and aptitude tests. There are many to choose from.

For example, Publix is widely renowned for its customer service, and that’s no mistake — when applying for a job there, applicants complete aptitude tests that assess how they might react in different customer service situations. This process determines those applicants who already have certain predilections that correlate with strong service.

For more active or specialized recruiting efforts, keep in mind that your prospects’ personal lives should be compatible with the professional lives they’re expected to maintain. When recruiting managers, directors and C-level executives, watch closely: personal demeanor can typically reveal a good deal about what type of professionals they are. You might consider having dinner with prospects to observe how they treat their spouses or significant others.

Curious about how a potential executive might manage your team? Pay attention to how he or she treats the waiter or his or her significant other in a restaurant. A condescending or overbearing guest in a restaurant is not likely to behave much differently at work, and those kinds of personalities can poison employee sentiment. All it takes is one rude or self-absorbed person with an inch of authority over other team members to create a toxic atmosphere. This rule of thumb has been vouched for by so many CEOs that it’s become known as the Waiter Observation.

Furthermore, create a positive work environment with rewards and incentives that are customized to your team members. Some associates respond best to monetary incentives, and there’s nothing wrong with that. It doesn’t necessarily mean they only care about money, or that they care about what they earn more than they care about doing a good job; in most cases, employees and managers included, salary is correlated with one’s sense of worth on the job. That’s not to say that there are not a variety of ways to incent performance, such as better job titles, internal or external recognition, and gifts. Find out what best motivates your team members to keep them fully engaged.

Pushing for results is not the only way to glean top results. People are most energized when they are able to apply their skills and flourish doing something they know they’re good at and enjoy doing. Training as well as coaching can be worth the time and expenditure. This shows that you care enough to invest in the team’s future.

You need to be in tune with these kinds of aptitudes in order to recognize hidden opportunities to empower your associates. This applies to all roles, from the bottom to the top. An excellent creative director might not necessarily be the best person to manage client relations, to supervise the team or run the whole agency.

Don’t confuse exceptional, role-specific aptitudes with the duties of adjacent roles.

Finally, people work differently. Some are myopic and others are better at multitasking. Some can take a task from start to finish with very little oversight. Others pace when they’re thinking, and others listen to music while they work. Remember, they are all people first, so don’t assume they will all take the same course of action to get the same results. Even Google Maps and MapQuest diverge on some routes, but they’ll both get you to your destination.

One last point. A mis-hire or bad team member needs to go. You do no favor for the team member or your company by procrastinating the termination.

The bottom line is that there are serious dividends to be had from investing the necessary time and resources to more strategically acquire, train and manage what in many businesses is the biggest asset, your team members. While it begins with hiring the right people, internal success depends on how well you manage them over time. If you want your team members to bring more to the table, you owe them more personal consideration than your typical annual review. If they lack the perspective to see how they fit into the big picture, let them know. They will thank you for it, and you will be laying the foundation of a powerful, more potent team capable of supporting your goals.

James Cassel is co-founder and chairman of Cassel Salpeter & Co., LLC, an investment-banking firm with headquarters in Miami that works with middle-market companies. He can be reached at jcassel@casselsalpeter.com and www.casselsalpeter.com.

 

Scaling business development to drive growth

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By James S. Cassel
Special to the Miami Herald
November 16, 2014

James Cassel

James Cassel

Sustainable business development is a common challenge for growing businesses, particularly those in the lower and middle markets. Several hallmarks of successful business development and growth strategies have distinguished themselves in my years of experience at Cassel Salpeter. Those hallmarks include clearly defined business development responsibilities and roles; agile, relevant technological solutions (customer relationship management); and consistent sales staff training and benchmarking, among others.

The onus of business development tends to fall to the owners/founders of smaller businesses until the companies have reached a critical threshold. That threshold isn’t clearly delineated, but it could be summarily understood as the point at which the operation of the business and the development of new business are both demanding and granular enough that the roles warrant a “conscious uncoupling.” Whether the responsibility of business development is distributed to a sales team acting under a supervisor, or to a single (or pair) of executives, largely depends on your business model, potential customer base, market size and internal dynamics.

Making matters more complicated, it is often difficult for founders to give up the business development role that they have personally handled for a long time and empower the new people. When the decision is made to delegate business development responsibilities, identifying the right personnel for the role and for your company is mission critical. While there are a plethora of potential sources to utilize when searching for strong talent, many businesses take one of several routes: relying on a current team member who can be cultivated into the role, recruiting from a competitor, or recruiting from an organization that meticulously trains its sales people. If you choose the latter, be mindful that your candidates’ organizational training is compatible with your business, goals, scope and scale.

Selecting who steers your ship is only the beginning of a robust business development program. The value of a lead will be determined by your business model, but whether you can get leads for a penny or a pound, how will your team begin qualifying, managing and screening leads? As far as customer relationship management solutions, SalesForce is a multi-industry favorite, but there may be value in a proprietary or modified CRM solution. It’s important to keep in mind that while these technologies and platforms seem brimming with bells and whistles, you’re buying a product off the shelf, and it may not fit as well as a tailored CRM solution might.

Whether you recruit or promote from within, providing ongoing mentoring, training and development opportunities will greatly enhance a successful business development program. You may decide to create an internal training process unique to the needs of your organization, or you may send your sales team to conferences like DreamForce, the SalesForce annual conference responsible for virtually shutting down the streets of San Francisco this past October with an attendee count that pushed above 130,000. It is just one of the many programs available today.

Recruiting, hiring and training your sales team is no small task for any busy, buzzing organization, but it’s crucial to see these necessary steps as an opportunity to refine your own lead management and business cultivation processes so that your newly minted sales force isn’t inheriting a broken or outdated system. Revisit your client or customer identification methods and hard-bake best practices for accessing them into your training processes. Consider your business model — if you’re selling products as opposed to selling services, your sales strategy is likely taking a different tack.

If you’re selling products, remember that distribution does not necessarily equal sales. For example, if you own a liquor company, getting your product distributed by Southern Wine & Spirits might not necessarily be huge for sales. You will still have to close the sales loop through promotions and activations, branding and awareness campaigns, otherwise your bottles are going to gather dust and eventually the person who manages inventory is going to notice that those bottles aren’t moving and may decide to replace your product with one that’s more likely to fly off the shelf.

Finally, and most importantly, stay focused on your business objectives. If you are scaling your distribution to include the likes of the Walmarts or Saks Fifth Avenues of the world, it should be because placement in those retailers will drive sales. Obtaining those distribution routes for vanity will only disappoint you and the retailers with whom you’re working.

These hallmarks of good business development are by no means exhaustive or all-encompassing, and seasoned veterans will tell you scaling business development presents unique obstacles and opportunities for every business. There are no purple pills or cookie-cutter approaches. The right solution for you depends on your business model, your industry and your organization. By taking the time to consult qualified professionals and develop the right plans and processes, you can significantly increase your chances of achieving your business goals.

James Cassel is co-founder and chairman of Cassel Salpeter & Co., an investment-banking firm with headquarters in Miami that works with middle-market companies. www.casselsalpeter.com or jcassel@casselsalpeter.com.