Investment for Good.
Executive Summary
Our holding company purchases small to mid-sized enterprises with unrealized growth potential
We scale businesses and lower operating costs by staffing workers in long-term Recovery
These workers provide their labor at a competitive rate utilizing an Earn-as-you-Learn Model
Business Model
We acquire SME businesses (< $10M) at relatively low EBITDA multiples (3x to 4x, typically).
Our “secret sauce” is the pipeline of well-trained, motivated young people we’ve got to energize and staff our portfolio businesses.
Our Pipeline
Once acquired, we professionalize and scale businesses to improve labor costs and increase productivity.
We significantly increase revenue while lowering operating costs by injecting bright young people at competitive rates, from entry level to management.
Our program ensures a pipeline of skilled workers for every life stage of business. A portion of the business is employee owned, which leads to higher retention and higher margins.
Acquisition Criteria
Businesses that require some technological aptitude, but low barriers to entry.
Low capital expenses.
Hyperlocal (those in Recovery need a sense of community).
Very stable top line revenue and cash flow.
$1m to $10m in annual revenue, though we can be flexible for the right deal.
Owner discretionary income ranges between 10-20%.
The Opioid Epidemic
People in Recovery are marginalized and struggle with reintegrating into mainstream society
Traditional treatment programs expect them to transition to sober living within 6 to 9 months
Those in Recovery are stigmatized and often struggle with basic life needs and adapting to modern office culture and etiquette
How We Help
Gainful and meaningful employment is the foundation for successful Recovery, providing people with hope and fulfillment.
OPARASA operates a 21-month apprenticeship program. Those in long-term Recovery fill positions within our portfolio companies.
We provide staged, sequential steps that people in Recovery can follow to grow self-confidence and develop new careers.
We begin by sourcing candidates between the ages of 22-29. Workers begin with a 60-day probationary period, then become paid apprentices.
During this time, we gradually increase their responsibilities and work with nationally-certified aftercare providers to ensure all workers are meeting their Recovery goals during their participation in our program.
Employees own a portion of the business This leads to higher retention and higher margins for the business and improved Recovery outcomes.
Our goal is to leverage capitalism to help people build worth in their Recovery.
STEPHEN DEASON
CEO OF OPARASA