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Becoming Indiana’s First Employee Ownership Trust (EOT)

Becoming Indiana’s First Employee Ownership Trust (EOT)

Learn how Guidon transitioned to an Employee Ownership Trust (EOT) to protect its independence, broaden financial benefit to employees, and carry forward a founder’s vision for a long-term legacy in a consolidating industry.

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At a glance

Company: Guidon

Founded: 2011

Ownership: Employee Ownership Trust (EOT)

Transaction Date: November 2025

Industry: Architecture + Engineering

Headquarters: Indianapolis, IN

Employee Owners: 90

Guidon set out to design a transition that preserved long-term independence, rewarded the team, and protected the mission in a consolidating market.

The challenge: Protect independence while planning a founder transition

Leadership wanted a succession path that aligned financial outcomes with the values that shaped the company.

Traditional exit options created trade-offs:

  • Third-party sale risked mission drift and operational disruption.
  • Direct share ownership could concentrate risk on individual employees.
  • Standard structures did not fully align with Guidon's goals for inclusive participation and long-term stewardship.

The process: Evaluating ownership paths

Guidon assessed multiple alternatives with a long-term lens, including control, liquidity, administrative complexity, and cultural fit.

As the team pressure-tested options, one priority remained consistent: preserve what made the business work while creating a fair, durable ownership model.

The solution: An Employee Ownership Trust designed for fit

Guidon moved forward with an EOT to align ownership with the company's strategic horizon and culture.

Looking at the big picture, looking at the long term, and looking at the broader objectives - the EOT became, far and away, the best option for us. - Luke Leising, Founder, Guidon

The EOT structure helped Guidon:

  • Keep the company independent.
  • Expand participation in financial upside.
  • Support continuity for clients, employees, and leadership.

What leaders can take away

Guidon's transition highlights a practical approach for founder-led companies:

  • Start with strategic goals, not just transaction mechanics.
  • Evaluate structures against operating reality and culture.
  • Prioritize long-term resilience alongside near-term liquidity.

What I'm excited about isn't tomorrow - it's a year or two down the road, when the flywheel starts turning, and employees really get to share in the financial success of the company, without taking on the personal risk that comes with traditional ownership. - Luke Leising, Founder, Guidon