Después de la exitosa venta de la empresa, preparó una sorpresa para sus empleados, por un valor de cuatro millones de euros.

Portuguese entrepreneur Pedro Pestana distributed four million euros to the 120 employees of his technology firm Marosa following the company’s sale to the multinational group Wolters Kluwer. The distribution occurred after the completion of the acquisition, which valued the business at 112 million euros, approximately 97 million pounds. Pestana allocated this sum from his personal share of the purchase price, ensuring that every member of the workforce received a financial reward regardless of their tenure at the company. This gesture included staff who had joined the team very recently, as well as those who had been with the firm since its inception. The sale of Marosa was announced in August 2026. The company develops software solutions designed to assist businesses in managing value added tax compliance, electronic invoicing, and other fiscal obligations within international markets. Under the new ownership structure, Marosa will operate as part of Wolters Kluwer’s corporate performance and environmental, social, and governance division. Despite the change in ownership, the company’s headquarters will remain in Vigo, Spain. All 120 employees, including founder Pestana, will continue working under the new international group. The transaction follows a period of rapid expansion during which Marosa doubled its revenue in less than three years. Pestana revealed the bonus plan to his staff at a special event held after the takeover process concluded. Employees were called into the room sequentially based on the length of their service until the entire team had assembled. The reactions to the news were recorded on video, capturing moments of shock, applause, and embraces. Organizers noted that the staff did not expect such a generous payout. Pestana specifically acknowledged the contributions of the initial hires who joined him nine years ago when Marosa was a small startup. He stated that these early employees placed their trust in the project when almost everything still needed to be built from scratch. Although he highlighted their dedication, he insisted that the bonuses should not be limited to long-serving staff alone. His goal was to recognize the collective effort of the entire team in building the company’s success. In explaining his decision, Pestana stated that Marosa grew due to the hard work of many individuals. He described sharing the sale proceeds as a method to acknowledge their contribution and return a portion of the value they helped create. The entrepreneur emphasized that the company’s achievements were not solely the result of his individual efforts but rather the outcome of shared labor. He expressed a desire to inspire other business owners to consider similar actions. Pestana hopes that entrepreneurs preparing to sell their companies will learn from this experience and reflect on whether they can offer comparable benefits to their teams. He noted that while every business is unique, he wished for others to consider distributing part of the sale proceeds to the people who contributed to the success. The specific amount given to each employee varied, but a minimum threshold was set to ensure universal participation. The total package represented roughly 3.5 million pounds of the overall deal value. By involving recent hires, Pestana aimed to reinforce the idea that current contributions are equally valuable to the organization’s ongoing operations. The move stands apart from typical exit strategies where financial gains are concentrated among shareholders or founders. Instead, the funds were directed toward the operational backbone of the business. The employees’ positive response underscored the impact of the gesture on morale and loyalty. The video documentation of the event showed genuine emotion as staff realized the scale of the compensation. Marosa’s transition into the Wolters Kluwer portfolio marks a significant step for the Spanish-based tech provider. The integration into the larger group provides access to broader resources while maintaining local leadership in Vigo. The previous growth trajectory, characterized by doubling revenues in under three years, positioned the company favorably for acquisition. The timing of the announcement coincided with the finalization of legal and administrative processes associated with the transfer. Staff members, having already adapted to the prospect of joining a global entity, received the financial bonus as an additional element of the transition. The founder’s public statement served both as a thank-you note to his team and as a case study for ethical business practices in high-value transactions. No further changes to employment terms were detailed beyond the immediate cash distribution. The focus of the communication remained on gratitude and shared success. Pestana’s approach contrasts with standard industry norms where executive compensation often dominates post-sale discussions. By prioritizing the workforce, he highlighted the human capital behind the technological product. The employees’ tenure ranged from several months to nearly a decade, yet all participated in the distribution scheme. This inclusive strategy was central to the message Pestana wanted to convey. The event concluded with the full team present, symbolizing unity amidst the structural changes brought by the acquisition. The financial windfall provided immediate tangible benefit to the staff, complementing their continued roles within the expanded corporate framework.