From what it's worth to who shares in it
Every owner we sit with asks the same two questions, in the same order. What is this business worth? And who should share in it? Until now, Reins answered the second one well and relied on trusted partners for the first part. While allowing our customers to get great valuations at a fraction of the cost, it led to a lot of unnecessary complexity in the process and no ability for owners to truely leverage the worth of their business.
This release closes that gap.
Reins Valuation prices the business from the books you already keep. Reins Incentives builds the plan on that price. With this new combination, we help owners not just understand how much the business is worth, but learn how to leverage that to incentivize their teams to continue to grow it.
And now, what sits between them is new too: insight into what actually moves the number, and the beginnings of the infrastructure that funds what you have promised.
Every owner asks what the business is worth and who should share in it. This is the first release where Reins answers both, in one place, off one number.
Reins Valuation
Reins plans are only as good as the valuation under them. Reins Valuation brings it in-house: a directional range in minutes, and a full report when you need one that holds up in front of an employee, a lender, or a buyer, and even the IRS.
- A free range in minutes. Tell us about the business and see a directional value first.
- Built from your own financials. Reins reads the books you already keep.
- Comparables from your actual trade. HVAC against HVAC, at your revenue, in your region.
- Where you rank on each driver. Margin, recurring revenue, customer concentration, and owner dependency.
- A number that moves. It refreshes from your financials whenever you want it.
- Real outcomes, not guesswork. The full report shows what it was built from, so the number is defensible to anyone who asks.
Reins Incentives
Once the business has a price, the plan can be built on it. Reins Incentives turns a valuation into something a key employee can actually hold. You pick the instrument, set the pool, and name the people, and an agreement designed by compensation experts comes out.
- Two instruments. A long-term incentive on the value of the business, or a short-term one on the profit.
- No dilution, no board seats. Nobody joins the cap table. The upside is shared, but the ownership isn't, and the business is still yours to sell.
- How much, against real peer pay. Award sizes set against what the same role earns, so the number is defensible to them and to you.
- The agreement comes out of the plan. Generated from the record, so the document and the plan cannot drift apart.
- Standard structures, not a bespoke build. Industry-standardised incentives at the click of a button.
Actionable insights
The best incentives for growing your business have to come from insights based on your business. Reins has created actionable insights that look at your favorite tools like QuickBooks and ServiceTitan to help you uncover opportunities in your business and create plans around them for your key employees.
- Your business context. Insights based on your actual business and tools you use everyday.
- Reasoning you can trust. Insights come with a deep explanation to understand how Reins has identified this opportunity.
- Actionable by default. Each insight comes with it's own action list to help drive it.
Reins Trust (Closed Beta)
A promise you cannot fund is a promise the business eventually breaks. MARE Trust is the account behind the plan: money set aside against awards you have already granted, bound to those awards rather than sitting in the operating account, and delivered on the schedule the award set. It is in closed beta with a small group of owners.
- Persistent through sales. A change in control won't mean a change in the trust. Employees can rest and know that their awards will be paid out.
- Funded against what you owe. Reins reads the obligations off your plans and awards, so the total, the amount funded, and the amount still to fund are actual figures.
- Fund it on your own schedule. Ahead of payments, a little each cycle, or at the moment the obligation comes due.
- Installments that run themselves. An award paid over three years is three years of dates somebody has to remember. Reins holds the schedule, sends each one, and records that it went
