After a company proves it’s capable of surviving and has the potential to become something bigger and greater, it may start acting less like what you’d think of as a small business but not yet an enterprise. Leadership may consider another way to categorize the company as they seek out advice and partnerships with service providers, look for funding opportunities, and consider strategic moves. As your company considers possible business growth strategies, you may want to explore whether you consider your business to be a startup, a small business, or a growth company. Or do all of these labels apply?

What Is a Growth Company?

There are multiple ways to define a growth company, but generally a growth company has at least a handful of employees and loads of potential, and its founders and executives are starting to make moves toward more strategic growth, which will require developing or solidifying the financial foundation on which the business runs. They may already have the backing of investors and are preparing for another round of funding. They have strong ideas of how far they want to take the company. They may also realize they need more resources to continue growing, but are open to nontraditional ways to tap the level of expertise needed to keep the company’s growth moving in the right direction.

Can Your Company Be an Emerging Growth Company and Smaller Reporting Company?

When some people hear “emerging growth company,” they immediately think of the U.S. Securities and Exchange Commission’s definition. For emerging growth company eligibility, the company’s total annual gross revenues did not exceed $1.07 billion in its most recent fiscal year. Such companies retain this status for their first five years of being a publicly traded company unless their annual gross revenues go past the $1.07 billion mark, they issue more than $1 billion in non-convertible debt in the course of three years, or they becomes a “large accelerated filer” under the SEC’s definition.

Why would you want your company to be an emerging growth company under the SEC’s eyes? Mainly it’s because these companies are not held to the same stringent financial reporting rules when going public as larger companies. They can put off getting an auditor attestation of internal controls over financial reporting, they have less extensive narrative disclosure requirements, and they can provide one less year of audited financial statements.

Can your company be an emerging growth company and a smaller reporting company? Yes, from a regulatory standpoint, your growth company can fall under both categories, although this usually matters only if you plan to pursue a public offering.

How to Succeed as an Emerging Growth Company

As you rightfully consider small business growth strategies, you may find, with a close assessment by growth consultants, that your company has advanced to the “emerging growth company” status and that it is time to take your financial operations to the next level. When your company is operating on a solid financial foundation, it can build upon it for scalable, smart growth. This entails having the type of accounting systems and processes, and layers of the finance function, that align with the company’s level of activity and promise.

For the sake of company growth, you also need a firm grasp of how the company is performing and see how that matches up with your assumptions, and make adjustments as needed. Is your emerging growth company operating on sound information, or is it time for a reset in the finance function?

RoseRyan can help you evaluate any weaknesses in the financial operations, implement improvements, and help your company continue to rise upward. Reach out to our finance consulting experts today.

Sometimes it’s wonderful to be busy—especially if you have been working hard toward getting your startup off the ground and are now experiencing noticeable growth. Gaining momentum may have been a top goal, but keeping that pace will become an ongoing challenge. Companies experiencing rapid business growth face the serious risk of burnout—not just in terms of burning through cash but also in terms of being able to retain the interest and engagement of employees. Here is what to pay careful attention to as you consider how to manage your company’s rapid growth.

How Can You Manage Business Growth?

“Manage” may be a misnomer when talking about managing business growth—if you view this term as giving you complete control over growth of the business. So many factors are beyond your control—market acceptance of your products, the economy, and so on—that you need to focus your attention on planning for rapid growth, being open to regular assessments of your team and operations, revisiting processes and systems to ensure they are align with your company’s size and near-term goals, and keeping tabs on current resources.

  1. Have a plan for managing rapid growth. Think through how you envision your rapid growth business company in the months and years ahead. How big is the headcount? Revenue? Your customer base? How can you build up the company to close in on that vision while also being reasonable and practical in developing a company that will truly be successful—and is not just a dream in your mind? This is the type of evaluation that best falls under the purview of a CFO. Even if your emerging growth company does not have someone in the role just yet, an interim CFO could advise the company through scenario planning, proper budgeting and forecasting, while considering realistic outcomes in light of where the business is today.
  1. Assess your team and operations. Here is where a CFO’s expertise can also be invaluable, as you will need to take an inward look to take note of the strengths, weaknesses, and talent gaps of your current team. This exercise can help you to understand if the talent you have now can help the company advance and whether they will be adaptable on the other side. The truth is, some people are built for working on startups and don’t perform as well at larger companies, while some people wholly embrace change and are flexible. This is still about planning at this point and understanding who you have and what you will need.
  1. Consider an upgrade. Is it time to start operating like the bigger company you hope it will become? A deeper assessment into your operations can reveal whether it’s time to upgrade or tweak existing processes and systems for the faster-paced and larger company that is taking shape. Companies of a similar size and growth stage benefit from a fully layered tech stack, an efficient way to streamline the financial operations and ensure that the current information you are viewing is accurate and as up to date as possible.
  1. Keep tabs on current resources. With the right systems in place, you can see what your company is able to hold onto and what it’s losing day by day. Growth costs money, after all, and cash management becomes ever-so important at this stage. Keeping on top of payables and receivables, and understanding incurred expenses, with the help of finance experts who understand emerging growth companies like yours, becomes essential for understanding current and future resources.
  1. Pay attention to the changing culture. There’s a tendency to not want to let go of a startup culture, with its benefits of creativity and innovation and excitement. To keep the engagement levels still high among your workforce, remember the culture will end up changing. Companies that continue to keep lines of communication open with employees are setting themselves up for trust and loyalty of the talent they want to keep on this rapid growth journey.

Rapid Growth in Business and Managing It

Seeking help from outside sources can be invaluable when it comes to managing rapid business growth. You’ve been in the thick of it, to take the company to this point of growth. A fresh, expert perspective can help to affirm what is working well at your company in addition to necessary changes for continuing with this fast-paced path. Ready to start the conversation? Reach out to the experts at RoseRyan, and we’ll share our ideas for managing growth at your startup company.

New York, NY, April 4, 2022ZRG, a rapidly growing global talent advisory firm, today announced its acquisition of RoseRyan, Inc., a Silicon Valley-based provider of finance and accounting consulting solutions.

Since 1993, RoseRyan has engaged over 1,000 clients on projects including outsourced accounting for start-ups, corporate governance, interim solutions, and strategic projects such as IPO readiness, SEC reporting, financial planning and modeling, technical accounting, audit support and mergers and acquisitions. The addition substantially expands ZRG’s consulting capabilities, adding to their West Coast presence and breadth of solutions for their clients.

“We’re excited to join the growing family at ZRG,” said Kathy Ryan, Founder and Chair of RoseRyan. “Joining a global network of over 400 employees worldwide will help our team stretch further. We in turn will provide additional depth to ZRG, which means better results for RoseRyan and ZRG clients alike.”

“The nature of the workforce has evolved and having even greater bandwidth in the finance and accounting consulting sector through RoseRyan is fantastic,” ZRG CEO Larry Hartmann said. “This complements our current interim team, led by Mark Viner, and also adds important consulting capability to allow us to service a wide range of clients, who need support in accounting and HR.”

“RoseRyan is known for guiding companies to greatness, and that’s what we’re bringing to ZRG as well,” said RoseRyan CEO David Roberson. “We’re looking forward to growing our capabilities by partnering with ZRG as we continue to deliver excellent solutions when our clients need them most.”

Mark Viner, President of ZRG Interim Solutions, said: “It is a great win to add the experienced team at RoseRyan to ZRG. They bring an established, trusted, brand and a strong team. We are very happy to be working together to bring our clients the best possible service and talent.”

About ZRG

ZRG is a global talent advisory firm that is changing the way companies hire and manage talent. ZRG’s data-driven approach to executive and professional search has been changing the way clients think about how to find top talent. The company’s digital Zi platform combines talent intelligence, candidate insights, and process improvement to dramatically deliver executive searches quicker and with proven better results.

Today, with the help of private equity investor RFE Investment Partners, ZRG is among the fastest growing firms in the search industry and provides a full suite of retained search, on-demand talent, and consulting and advisory solutions across the Americas, Asia, Europe, and Australia.

About RFE Investment Partners

Founded in 1979, RFE Investment Partners is a private equity investor with a long-standing small buyout heritage and a time-tested strategy for growing businesses. RFE equips companies with the capabilities and resources to scale by leveraging the extensive operational expertise, financial acumen, and broad business network of the RFE team. Through over 75 small buyout transactions, RFE has consistently guided portfolio companies through multiple business cycles while driving value creation. RFE invested in ZRG Partners in December 2018, providing the tools and guidance needed to expand the capabilities and product offerings of the company, as well as grow the business on an international scale.

About G2 Capital Advisors

G2 Capital Advisors provides M&A, capital markets, and restructuring advisory services to the middle market. We offer integrated, multi-product, and sector-focused services by pairing highly experienced C-level executives with specialist investment bankers. We aspire to be the trusted advisor of choice to our clients including corporations and institutional investors.

Contacts:  John Mooney, Over The Moon PR, (908) 720-6057, [email protected] (ZRG);  Phillip Bergman, Senior Communications Consultant, (845) 728-3984, [email protected] (RoseRyan)

Cash flow is the lifeblood of all businesses—and it’s especially crucial for small and medium size companies. Issues with cash tend to occur early on in a company’s journey, as the timing of securing sales, collecting payments, paying bills and meeting credit obligations rarely line up. By understanding how different aspects of the business can affect their solvency, and subsequently their relationships with customers, suppliers, and lenders, companies can minimize the risk of sustained cash flow issues taking the business down.

If your company is facing any of the following problems, which are pretty common for many emerging growth companies, it’s time to implement some changes.

You Don’t Have a Handle on Committed Business Expenses 

Cash commitments usually get tied up long before you can generate enough revenue to cover them. That’s why you need full visibility of your incurred expenses—such as payroll and inventory. An inability to correctly know and forecast expenses will affect your ability to pay for them eventually. 

Cash flow fix: A finance function that can produce reliable budgets, forecasts, and financial statements, including a cash flow statement, is in order. Then you can compare your budget to actual results on a timely basis and make adjustments. In addition, a rolling weekly cash flow forecast that covers at least 13 weeks will help you anticipate issues, minimize surprises and give you a way to track progress against actual results.

You’re Missing a Robust Collections Process 

Many fast-growing companies are focused on selling and securing deals—and haven’t yet put the resources toward making sure their customers will pay up. However, a loose customer receivables process will catch up to you. 

Consider that in Q2 of this year, 26 industries reported more than 10% of the dollars they were owed by customers were over 90 days past due, according to Dun & Bradstreet and the Credit Research Foundation’s quarterly report on accounts receivables. Rather than a disciplined process, many small and medium businesses undertake an ad hoc approach and only occasionally call up customers to ask for what they’re owed.

Cash flow fix: Get a collections process going ASAP, and always send invoices to customers on a timely basis. You would think this advice is obvious, but many companies fall behind on sending this paperwork even though most customers will not pay without an invoice.

After you’ve sent the initial invoice, follow these steps:

  1. Make contact before the due date: Confirm that the customer has received the invoice and ask if there are any potential problems.
  2. Check in at the due date if payment hasn’t arrived: Ask when you can expect to receive payment.
  3. Follow up after the due date: Don’t hesitate to have the uncomfortable call with the client and press about when the payment will be made. Left unaddressed, this issue will likely get worse. 

You Don’t Have Cash Reserves 

You can’t plan for the unexpected, but you can assume that something unexpected will occur. Overly optimistic revenue forecasts coupled with unexpected or under planned expenses is a recipe for cash flow problems.

Cash flow fix: Include “what if” scenarios in your financial forecasts, including: What if revenue targets are not met (i.e., revenues decline by 20%)? What if customers take 45 to 60 days to pay you rather than the standard 30 days? What if a significant unexpected expense pops up? This thought process will get you thinking not only about how these variables can impact your cash balance but what steps to take when something unexpected happens.

You’ll also want to set aside case reserves. This will buy your business more time if things go wrong. To be diligent about funding it, create a separate bank account and treat it like you would any other fixed payment. You could put a fixed amount toward it each month or follow another target, such as putting a percentage of your monthly revenue into the account.  

You Don’t Have the Right Accounting Team in Place 

Financial accounting is the language of the business, so your financial statements are your company’s story. If your company is unable to consistently pull together financial statements that can be relied upon, you can’t make inferences over how your business is doing and will fare in the near future (including cash flow).

Cash flow fix: When knowledge and skills gaps are preventing your company from producing comprehensive financial reporting and forecasting reports, you can turn to finance and accounting experts who will introduce workable processes that will connect you with the information you need to run your business.

A sound accounting and finance foundation is key to a successful business. It’s the way toward producing a steady flow of up-to-date information you can rely on to make the right decisions. Do you know your gross margins? Your operating income? How do those figures compare to historic figures, your budget, and your forecast? When you have access to financial experts who can explain all of this plainly, on an ongoing basis, you will understand how the company is performing and its ability to continue as a cash flow positive company—and a thriving one.

Isn’t it time to truly understand your business? Our Emerging Growth consulting solutions connect the dots for small and midsize companies, through financial expertise, CFO and controller guidance, streamlined accounting systems, and more. Reach out to RoseRyan today to find out how we can help your fast-moving company. 

As Chair of RoseRyan, which she founded in 1993, Kathy Ryan guides our finance and accounting consulting firm’s overall mission, strategy, direction and investment decisions. She guided the firm for 26 years under an innovative business model, with flexible work arrangements coupled with a highly supportive, values-based culture, before naming David Roberson as chief executive in 2020. Kathy has been recognized as a thought leader, innovator and strategist, building upon her extensive CEO and CFO experience working with more than 50 Silicon Valley startups. Before RoseRyan, Kathy was director of finance at Quantum and tax manager at Price Waterhouse.

They are both hefty in size and complexity: The arrival of ASC 606, “Revenue from Contracts with Customers,” ASC 842, “Leases,” was a long time coming, and their complexity was exacerbated by the fact that their initial implementation deadlines were practically back to back. Fortunately, for the privately held companies that have yet to implement the lease accounting standards and revenue recognition standards, or are in the process of implementing them, they can lean on early adopters’ experiences.

Both the lease accounting and the revenue recognition standards have been open to interpretation for awhile now. However, your finance team is likely to run into challenges as they consider how the guidance applies to your company’s unique situation and circumstances.

Changes to Revenue Recognition Accounting: ASC 606

First, the basics: What is the revenue recognition accounting standard? At over 700 pages, ASC 606 shook up how companies recognized revenue—previous guidance was different for different industries and involved lots of bright lines. With one standard to follow now for revenue recognition accounting and more principles-based guidance, companies are directed to focus on a core concept: Recognition of revenue for goods and services happens when control is passed on to the customer.

The standard calls on companies to follow a five-step process when recognizing revenue: (1) identify the contract; (2) identify the separate performance obligations; (3) determine the transaction price; (4) allocation the transaction price to separate performance obligations; and (5) recognize revenue when each separate performance obligation is delivered.

The changes to the revenue recognition accounting resulted in some companies re-evaluating their revenue recognition policy and making changes to the structure of their contracts and related processes.

Implementation Challenges of the Revenue Recognition Standards

For companies new to ASC 606 as they bring their company in line with GAAP, revenue accounting has always been one of most scrutinized areas and needs to be done with great care.

As your company works through it, you’ll need to gather a lot of data around the company around the timing and scope of goods and services that are promised to customers. Practical methodologies will need to be developed for making variable consideration estimates. And disclosures and processes around disclosures will need to be created. Many disclosures will center on a key difference between this standard and old revenue recognition standards—because there is more judgment allowed, you’ll need to be forthcoming about how you arrived at your judgement calls when looking at revenue. For instance, you’ll need to disclose any significant adjustments involved in identifying performance obligations.

Changes to Lease Accounting: ASC 842

What is the lease accounting standard? Private companies have until January 2022 to implement ASC 842, which calls on companies to bring their right-of-use assets and associated obligations onto the balance sheet, and out of the footnotes. Companies that have already gone through this process quickly saw their balance sheet get weighed down, as putting operating leases on their balance sheet make them appear more leveraged than under historical GAAP. The idea behind ASC 842 was to give a clearer view of companies’ leasing activities, and it has made companies evaluate their finance lease accounting, capital lease accounting and operating lease accounting as a result.

Implementation Challenges of the Lease Accounting Standards

Taking on the lease accounting standard can be incredibly challenging for companies that have not centralized their leasing processes. If different parts of your company have made agreements along the way, as your company grew, you could be in for some surprises for the type and number of deals your company has made that fall under this guidance.

Like the revenue recognition standard, once you start getting a handle on your company’s many leases, you may want to revisit how leasing contracts are structured and build processes around that. To ease the workload and to make sure the company is making the right decisions for the long term, lease accounting experts can be a great help here. They can lead the implementation effort while checking in with the various organizations at your company to make sure every leasing issue is covered. Every step of the way, they will make sure decisions will hold up to auditor scrutiny.

Benefit from Earlier Adopters of ASC 606 and ASC 842

Taking on these accounting standards can be overwhelming, but you have an advantage over the companies that have finished up their implementations. You can lean on the wisdom of finance and accounting pros who know these accounting standards inside and out, and are armed with best practices to make sure your implementations will be seamless and that your team knows what to do going forward.

Learn more about how our technical accounting experts help companies with their accounting standard implementations, and let us know about your most pressing accounting issue, so that we can get you through it.

The decision to go IPO is one of the most exciting milestones in a company’s journey—and the start of an incredibly busy and challenging time. While the decision tends to center on the big event, the work leading up to the initial public offering and afterward is enormous and can strain an already busy team. For CFOs and other senior executives who need to lead their company through their initial public offering, here is a guide to going public.

A CFO Guide to IPOs: Don’t Underestimate the Work Involved 

Going IPO is complex and expensive—and time consuming. The prep work leading up to the IPO could take as long as two years. Smart companies build their infrastructure well in advance to be ready for the moment. Then there’s the constant scrutiny that becomes a way of life once the S-1 gets in the hands of analysts, investors and competitors.

You’ll need to be ready for the possibility that regulators will have a lot of questions, in addition to inquiries from savvy investors. Making the wrong move at any point could hurt the company’s growth potential and lead to employee burnout, just when you need your most valued performers the most. You’ll want to cover your bases before finalizing the decision to go public:

Make sure you’re doing it for the right reasons: Personal wealth buildup and boosts to the ego are side benefits to a successful IPO—but the focus should be on raising capital to fund the company’s growth plans.

Consider the alternatives: To explore whether going public makes the most sense for the business at this time, also weigh the pros and cons of other exit strategies, such as a merger or acquisition, strategic alliance, or private equity funding.

Picture the changes ahead: The company as you know it is going to change, as it moves from an organization run by just a few people to a company owned by anyone who wants to buy a piece. Investors will have a right to some decision-making power, and management will no longer have all the control. 

Preparing for Your IPO

Is your company IPO ready? Smart companies that have an IPO in their sights get their financial house in order early on. But you’ll need more than audited financial statements and an S-1 filing to be “ready.” Here are few of the many other steps you’ll need to cover:

  • Know your story: Consistency matters, from the prospectus to the words on your website to the narratives told by senior leaders as they promote the company at roadshows. Anticipate questions and have potential answers ready. How the company describes its talent, product roadmap, geographic expansion and goals, can highly influence share price. 
  • Act like the company is already public: By operating like a public company, as early as a year before the IPO, you can make improvements along the way, such as upgrading outdated systems, wiping out manual processes and overcoming the learning curve of SEC requirements.
  • Develop a SOX timeline: You’ll have until the second 10-K to submit your first Sarbanes-Oxley compliance report, but you’ll need a well-designed system of internal controls that will help prevent material misstatements to financial statements well before that time.

Managing Your Company Through the Post-IPO Transition

A culture shock is inevitable as the company takes on a more disciplined way of operating. Decision-making will be centered around short-term needs and results, rather than the long term. Employees need to be kept informed about the company’s direction in addition to the new expectations on behavior as they’ll have to follow to comply with insider trading rules and restrictions.

Decide how much of your old culture to retain, figure out how to manage the new one, and evaluate the staff to take note of any skill gaps. You’ll need people who are open-minded and willing to switch to new systems and processes, while being able to meet stricter deadlines and shorter turnaround times.

RoseRyan as Your IPO Guide 

As you can tell from this IPO guide, operating as a public company is like living in a whole other world. You need people who have taken companies through the entire IPO process who can help you make sense of it, and thrive in it. They’ll guide you through the before and after of the IPO, by keeping you informed about what to expect, preparing the company for this new world, and getting it through the rocky transitional period. And they’ll fill in the skills gaps and situate your staff with the new way of working. (We’ve also served as a US IPO guide for companies based outside the country that want to list here.)

With tight financial accounting and reporting, and a robust system with efficient, practical processes, the company will be set up for a maximum valuation and its new class of investors. Learn all about RoseRyan’s Transaction Advisory Services and how we can manage your IPO process from start to finish.

Setting up a board of directors is a major milestone in a startup’s journey. Done right and you’ll gain access to experts who want your company to do well and can help you move it forward with insights, ideas, and a broader perspective that you won’t find in your leadership team. Here’s how to make the most of your board of directors from day one.

Why Does Your Emerging Growth Company Need a Board?

Building a board goes beyond fulfilling a corporate governance requirement when a company incorporates. It’s recognition that the company is greater than an individualistic endeavor of one or a few founders. The company has become greater than any one person.

For the CEO, the benefits of an appropriately setup board are numerous: You gain a sounding board as new ideas are explored and issues arise. The board becomes an invaluable source of expertise and guidance, and connections throughout your industry. And a board with a diverse composition can minimize the vacuum effect that can limit a company’s growth potential when other viewpoints are overlooked or unknown. 

Building a Board

Early stage companies will want their board members to be supportive yet inquisitive, smart yet forthcoming with their knowledge, and experienced yet open-minded. Typically, with five to seven members, an emerging growth company’s board includes a mix of the following:

  • The founder/CEO
  • The principal investor
  • Experts in the industry and senior leaders in their field (such as someone who leads the finance function at a tech company that doesn’t directly compete with yours, or the head of a sales organization or R&D who could offer you valuable input as you build out these organizations at your company)

Another top consideration is diversity, in every respect of the word. You want everyone to bring something unique to the boardroom, in terms of their viewpoints, background, ethnicity and gender identity. What you don’t want is everyone thinking the same way and nodding their heads at everything you say—you want to get the tough inquiries as you start pursuing a particular strategy or consider a personnel move.

Companies are making some progress when it comes to board diversity, albeit in small steps: In a 2021 survey of private companies from the National Association of Corporate Directors, 37% said they had recently appointed a board candidate from an underrepresented group, while 31% made that same claim in 2020. State regulations continue to evolve on this issue, and an increasing number of states have or are contemplating statutes that require a minimum level of diversity on boards. 

Tips for the CEO: How to Extract Value From the Board

When you’re head-down busy running the business, your interactions with the board will be a welcome change. It gives you a chance to take a big-picture view of the business and reach out for advice. To make these interactions and board meetings as fruitful and effective as possible, consider these steps: 

Develop relationships outside of the boardroom: Make a point of getting to know each board member. You want to be able to feel comfortable talking with them, and vice versa, as you share your worries about the business and ask for guidance when appropriate. Don’t hold back from reaching out—that’s what the board is for. 

Make sure each board member understands your business. Most of the board is independent and not in your world—keep everyone apprised of what life is like at your company, its latest challenges and its culture. This knowledge will help the board members tailor their expertise toward your company’s needs. 

Leverage their connections: Your board members can become ambassadors for the business within their networks, and help you expand awareness of your company, while building up sales connections, your talent pool, and even your network of other CEOs.

Ask for feedback. How are you doing, and how is the company doing—really? It’s hard to get honest feedback, but the board should be willing and able to do it. 

Lean on the board for mentoring. In general, people who sit on boards like to share their knowledge—so put that inclination to good use by noting mentoring opportunities for key members of your team. 

Expertise Is All Around You – Know Where to Find It

You don’t have the time or the capacity to know everything. The experts you surround yourself with, whether it’s the members of your board, your trusted advisors or your CEO peers, can keep you informed about trends, best practices, emerging risks, and other issues that may not be on your radar. As frequent presenters at board meetings and strategic advisors to a range of emerging growth companies, RoseRyan consultants fill in these knowledge gaps and help chief executives think of the questions they aren’t asking—but need to. Whenever you need support with the next milestone in your company’s growth journey (such as building out a board and expanding your network), we are here for you.

As CEO of RoseRyan, Dave Roberson leads the day to day business and builds upon the finance consulting firm’s established reputation for guiding companies to greatness. RoseRyan Founder and Chair Kathy Ryan named Dave to the CEO post in January 2020, about two years after he led a large RoseRyan engagement that provided transitional services for the Symantec-DigiCert divestiture. Dave previously served as a senior vice president for Hewlett-Packard Co. and president and CEO at Hitachi Data Systems.

Scaling the business is a top goal for many startups at a certain point. To get to the next level, it’s time to invest in the skills your company is missing, at a pace that isn’t too much, too soon. Since the people aspect of the business is both your most valuable and priciest resource, you’ll want to put attention on scaling your people as you scale your business.

What Do We Mean by Scaling?

Scaling puts the focus on growing the business with intention, in a cost-effective, efficient way. It requires laying down a foundation for supporting and enabling this growth, with streamlined, consistent processes; order in the financial operations; with the right people, systems, and partners in place. For emerging growth companies, shifting gears from survival mode to scaling requires big changes, including new faces—but that doesn’t mean you need to fully load up on payroll right away.

Scaling for Skills: What Do You Have, What Do You Need?

Take a look at your current employees and leadership team, and consider what skillsets you may need to bring in now and over time:

Evaluate everyone. Some of the people who were once a good fit for getting the company off the ground may not be right for the new version of the company. Look at the strengths and weaknesses within your staff. You may need to rethink some roles, add new ones, and consider how outsourcing can fill in some gaps, on a flexible basis. These evaluations may lead to tough calls if some employees are not able, or unwilling, to scale with the company.

Understand current and future gaps. What skills will make the company stronger starting today? What about the significant changes you’ll be pursuing? If an IPO is on the horizon, for example, does anyone on staff have experience working at a publicly traded company? The expectations and scrutiny are higher, and experience with all that entails will be needed.

Don’t underestimate the need for flexibility. For the immediate future, as the company adopts new processes and systems, you’ll want to know whether the people you have on board are adaptable and open to change. Changes are never easy, but some people are roadblocks. You want people who are excited to—or at least willing to—learn and adapt to new technologies and new ways of working (smarter, not harder).

Be forthcoming about the changes. Some employees will discover that the future version of the company is not for them. They simply may prefer working in a startup environment and are averse to adjusting to a more structured environment.

People Principles for Scaling

Follow these principles as you become aware of the people who want to grow with the company, and the fluctuating skills you will need to bring in:

Make a plan. How will you take the company from point A to point B? How will you fund any expansions without burning through too much cash? What skills are missing and need to be filled now, and what skills could be filled later? And which skills could be outsourced for a time before hiring someone full-time? 

Build a great team and help them shine. Put effort into bringing out the best of those who are staying on board. The culture will shift as the company evolves but you can shape it into the kind of environment where people feel welcome, where they want to be their best selves and do their best work. Think about how the company can nurture the talents you have and keep everyone engaged. Let your star performers do what they do, and move out of the way so that they can shine.

Be creative with the skills you need. Outsourcing skills that are not core to the business (i.e., finance and accounting, marketing, IT) can help you supplement any missing skillsets that will help the company advance, build in cost control to your growth plans, and free up those star performers and other employees to focus on core functions.

Outsourcing provides optimum flexibility by reducing the risk of taking on full-time staffers for what could end up being a temporary need. When you find an outsourcing partner that can provide you with a range of talents and knowledge, you can access the level of expertise you need, when you need it.

Gaining Expertise, at the Right Level

For nearly 30 years, RoseRyan has helped hundreds of fast-moving companies achieve their growth goals, by helping them build practical plans; develop solid financial foundations; and supplement their skillsets with flexible, cost-efficient solutions. Access to expertise, at a part-time level in the beginning of the scaling effort, can help the company control costs and move at a sustainable pace. Then, as the company successfully advances with its plan, RoseRyan will train and transition incoming full-timers at the appropriate time. It’s one of the many ways we guide companies to greatness.

Ready to make a strategic move with your emerging growth company? Contact RoseRyan today to find out how we can help.

As Chair of RoseRyan, which she founded in 1993, Kathy Ryan guides our finance and accounting consulting firm’s overall mission, strategy, direction and investment decisions. She guided the firm for 26 years under an innovative business model, with flexible work arrangements coupled with a highly supportive, values-based culture, before naming David Roberson as chief executive in 2020. Kathy has been recognized as a thought leader, innovator and strategist, building upon her extensive CEO and CFO experience working with more than 50 Silicon Valley startups. Before RoseRyan, Kathy was director of finance at Quantum and tax manager at Price Waterhouse.

As we head into the home stretch for this year’s SOX programs, we thought it would be helpful to highlight some key areas of focus by auditors that deserve particular attention this year. No year is ever the same: From dealing with pandemic-related risks to implementing new accounting standards, companies always have new considerations when it comes to complying with SOX. Based on my SOX crystal ball, here’s what I expect will be key areas of focus in SOX assessments.

How Is Your SOX Compliance in These Key Areas?

Not surprisingly, auditors’ areas of focus tend to align with the areas that the Public Company Accounting Oversight Board has been prioritizing during its inspections. Here’s what the PCAOB says about that:

“While inspections vary by firm, we may focus on auditor’s risk assessment processes, financial reporting, and audit areas affected by economic trends or pressures, audit areas that present challenges and significant risk, new accounting standards, and areas of recurring audit deficiencies.”

What does this thinking mean for SOX compliance in 2021? Well, let’s start with areas of recurring audit deficiencies—we’ve seen internal controls over financial reporting on that list for many years, and no matter how much effort companies put into making improvements, it still isn’t enough in the PCAOB’s view. With all this mind, here some aspects of ICFR that merit your attention this SOX season:

Risk assessment process: Spend the time to prepare a thorough risk assessment and include robust documentation. Have you identified all the areas for potential material misstatements? Do you have controls to mitigate your significant risks? Are all your financial statement assertions covered?

Many companies have addressed the risks in their control set associated with the sudden shift to remote work made because of COVID shelter-in-place orders, but the pandemic continues to present risks to the business. We continue to see supply chain shortages crop up as well as other new impacts of our pandemic life. Be sure you have addressed key changes to your business in your risk assessment.

If you’ve recently adopted new accounting standards, such as ASC 606 (Revenue) or ASC 842 (Leases), or refined your workflow and processes in these areas, make sure you’ve updated your design of controls to reflect the new risks and process flows as part of your sox compliance program.

Management review controls: This has been on the PCAOB list for quite some time—so expect to see further scrutiny here. Look to stated precision levels utilized in the management review process and what the reviewer does when something falls outside those threshold levels, or what happens when the process doesn’t follow the “normal” process. Your auditors will likely expect to see documentation showing that you’ve done these steps for each review.

Completeness and accuracy of IPE: From a SOX perspective, IPE, or “information produced by the entity,” means documenting how control operators satisfy themselves that the data used in the execution of the control is complete and accurate. It sounds simple enough, and yet this is an area that gives most people trouble. We see the whole range of reactions in our client base—from control owners who say, “I get this report from our IT team—it’s their job to make sure it’s complete and accurate” to “It’s a canned report from a leading cloud company—of course it’s complete and accurate.” The reality is, the responsibility for completeness and accuracy is shared between the application owner and the application user.

Let’s break this down even further:

For canned reports—standard reports that you run from a third-party application—you’ll need to demonstrate the report was generated using the appropriate parameters, that the calculations performed in the report are accurate, and that the vendor has effective access and change management controls in place.

  • Parameters: Verify that the parameters used to generate the report are correct, and indicate that you have reviewed them. You can do that by tick mark, a highlight, whatever works for you. But you really do need to look at the parameters—we’ve seen companies run Q1 reports with the dates of January 1 to March 30. The after-the-fact argument of “there was no activity on March 31” isn’t going to fly—the only way to prove that is to run the report using the right date. We’ve also seen stock reports run without a complete population (e.g., it’s missing one of the stock plans).
  • Accuracy of calculations: Verification of calculations performed can be accomplished a few ways—it could be the vendor actually does this verification and includes it in the SOC 1 report. If that’s the case, you can rely on that. Most of the time, a SOC 1 report doesn’t cover this, so you’ll need to do your own verification. Generally a “test of one” will suffice—but be sure you do a “test of one” on all the use cases, not just one. (Here’s a simple example: You can manually recalculate monthly depreciation expense for a single asset and compare your calculation to the report output—if it matches, you’re good. But also include a test for a fully depreciated asset, for an asset added during the month and for an asset retired during the month.)

Digging Deeper into SOC 1 Reports

Effective assessment of a SOC 1 report could be a blog topic in and of itself—so we’ll just hit some highlights:

Make sure the SOC 1 report covers the period you are relying on and it has a bridge letter to get you to the end of your fiscal year. Many vendors will issue a SOC 1 report covering the period through September or October, and then issuing a bridge letter saying there were no changes through December 31. For a calendar year-end company, that should work. If your fiscal year-end is different, you’ll need to do additional work here.

You should also evaluate if the design of controls listed in the report covers the key risks you need covered, and whether any testing exceptions were noted. If there are missing controls, you’ll need to do something more on your end (such as verification of calculations). If there are testing exceptions, then evaluate the impact to your organization—it could be the exception is in an area you are not relying on, or you might have compensating controls in place to mitigate the risk.

The SOC 1 report will also list out any sub-service organizations the vendor relies on, and whether the report includes controls from the sub-service organization. Often they are excluded, so you will need to obtain and review those SOC 1 reports separately. Finally, look at the list of User Control Considerations—controls that the vendor expects you to have in place, typically around access, and evaluate whether your controls address those areas.

You’ll need to go through a similar process for information used in control execution that is developed in-house and for calculations in Excel workbooks, such as tax provisions, data from a data warehouse that was extracted from other systems, custom reports, queries and scripts, etc.

Always Be on Top of SOX Trends

SOX compliance is always evolving. The SOX experts at RoseRyan can help your company master the latest key areas of focus and ensure that your company not only meets compliance requirements but does so in an efficient way that can be carried over to future years. To learn more about how we can create a tailored SOX program for your company and our SOX philosophy, see our latest video , and contact us to help you with your SOX program.

Pat Voll is a vice president at RoseRyan, where she guides and develops new solutions for our strategic advisory practice, which includes corporate governance, strategic projects and operational accounting. She also manages multiple client relationships and oversees strategic initiatives for the firm. Pat previously held senior finance level positions at public companies and worked as an auditor with a Big 4 firm.

To set up a fast-moving company for continued growth, a strong technological backbone is a must. The systems you put in place affect how well you understand what’s happening at your emerging growth company and where it’s headed. With so many options on the market today, it’s easy to miss out on essential tools as you build out your tech stack.

For the finance team, a tech stack of integrated applications can reduce redundancies and manual entries while opening up a clearer view of the business today—as well as its future. Included in this tech stack is your core accounting system, of course, but also how you manage expenses, payroll, cash and more.

IT security and management layer. Start out with a good foundation, one that takes risk management into consideration. At many companies, the IT infrastructure is often put in place piecemeal by tech-savvy founders or software engineers, who are mainly focused on developing and delivering the product or service. The company’s security and infrastructure is viewed as a distraction and ends up getting implemented that way.

What tends to fall through the cracks with that approach is a base layer of security—the company’s data, its clients’ data and the networks being accessed need to be secure at all times. RoseRyan has helped companies address this issue by turning to one of our trusted partners, RSM, for implementing and maintaining appropriate security technology and making sure that the whole company has its vulnerabilities identified and remediated.

Accounting software: QuickBooks Online is the de facto industry standard for a startup, but Xero is a great low-cost option as you get going. Then as you grow your business, options open up as does complexity. Before making a significant commitment to moving into a next-level system, you’ll wonder: As my company expands internationally, starts manufacturing or gets into more specialized areas (or all of the above), is QuickBooks still filling my needs? Or do I need to go to NetSuite or Sage Intacct or some other larger more complex system? Do I have the staffing and/or am I willing to commit to the staffing and investment necessary to make this tool work for my business?

The experts helping you grow and scale your business can help to answer these questions.

Invoicing/payments software: In an emerging growth company’s debate over whether QuickBooks, Xero or NetSuite is best, there’s a “pain point” that tends to get lost: How will you manage all the bills and payments day in and day out? Doesn’t your accounting system handle payments? Well, yes and no. While you can account for your payments and pay through QBO, that doesn’t mean that invoices and payment history are easily accessible in the detail that you may need it. That’s where Bill.com offers a great addition to your tech stack. Particularly as paper invoice files fade into a distant memory, a system that keeps this information organized and accessible becomes an invaluable tool.

Another more specialized form of payments software is your expense tracking system. There are many different systems available—some one purpose and some that have expanded out into doing other functions. Divvy is a great addition to the scene that handles credit card management, expense tracking and approval processes. Bill.com liked it so much that they bought the company.

While your accounting software can be used to pay the bills, Bill.com offers an incredible level of ease of use. Use it to seamlessly onboard and integrate vendors into your system, and then you’ll have a data warehouse of all your payments.

FP&A tools previously out of reach or performed in Excel: Some phenomenal FP&A tools used to be exceedingly expensive and rarely considered outside of companies that are well beyond the emerging growth category. Now emerging growth companies can take advantage of planning software like Budgyt, LivePlan and Spotlight Reporting with relatively attractive monthly pricing plans. And more importantly, you can get out of the Excel mindset and risks for doing your planning.

Integrate one of these applications with your accounting software, and transition from solely relying on historical accounting data to looking forward. What are the implications of introducing a new product? What would a realistic roadmap for growth over the next couple of years look like? These products can help you with these questions, provide management with a user-friendly view, and enable rigorous slicing and dicing of data (such as pulling out P&L by product line or productivity by salesperson and creating scenario management in such a way that new what-ifs don’t get confused with the plan that you’re committed to for the year).

Payroll and or PEO systems: Anyone who applied for a PPP loan in 2021 found out that payroll systems and PEO companies are not created equal. Which company you use and which way you go (payroll vs PEO) may significantly impact the amount of time you spend servicing monthly tax filings and the ease with which you’re able to bring on new employees wherever they are available. Some companies, like Rippling, provide not only PEO and payroll options, but combine other services as well.

 Industry-specific solutions for inventory and manufacturing: A number of the popular accounting systems mentioned above, including QuickBooks, do not meet the inventory management needs of manufacturing companies. Smaller manufacturers need fresh ideas on more flexible solutions that meet their company where it is today. With expert tech stack advice, you can find a number of systems providers with solutions that fill those gaps long before you’ll need to transition to a full ERP system costing multiple millions of dollars.

Completing Your Tech Stack

The above is just a broad overview of the types of systems to be considered. In future blogs we’ll take deeper dives into some of these areas, but the number of products out there and the range of possibilities for getting a better handle on your business and all of its growth potential can be overwhelming. Finance consultants who have deep experience using an array of the latest tech solutions can guide you with objective recommendations that are appropriate for your company.

At RoseRyan, our finance and accounting experts have been a part of the selection, implementation and training process, and can use these experiences and connections to trusted partners, such as RSM, to steer you toward the right solution and get the team up to speed with the software you ultimately choose. It’s all part of the many ways RoseRyan consultants guide companies to greatness.

Andrew Katcher, a consulting CFO for RoseRyan, blends financial, supply chain and systems skills with vast international experience, having held Fortune 500 division-level controller positions in Japan, Korea, Australia, Europe, Israel and Singapore, in addition to serving as an interim CFO for U.S.-based companies. Past consulting clients include Facebook (Oculus division), SanDisk, Logitech, Amazon/Lab126, SunPower, NYK Logistics and Core-Mark. He recently led a company through an acquisition while guiding two other companies through successful Series A financing rounds.