Key employee intake that captures the primary planning goal up front
Ask whether the client is the decision-maker, capture their primary planning goal and key employee count, and note whether a formal benefit plan already exists before a discovery meeting gets booked. Existing plan documents are collected upfront so every meeting starts with the full picture.
The exact intake your key employee financial planning leads complete
This is the real 5-question guided intake for Key Employee Financial Planning — the same flow your customers finish before you ever pick up the phone.
What a qualified key employee financial planning lead should tell you
Planning support for business owners who want to design retention, succession, or loss-protection strategies around one or more employees critical to the company's continuity.
- Business Owner Or Authorized
- Primary Goal This Key
- Many Key Employees
- Business Already Offer Any
- Soon Would Like Begin
The questions your team needs answered
Every key employee financial planning intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Are you the business owner or an authorized decision-maker for employee benefit planning? | This confirms whether the person completing intake actually has authority over benefit decisions, distinguishing the real buyer from a gatekeeper. |
| What is the primary goal for this key employee planning? | The stated goal — retention, succession, benefit design, or loss protection — determines which planning approach and level of urgency the discovery meeting should focus on. |
| How many key employees are you currently planning for? | Knowing whether this covers one employee or a larger group helps the advisor scope complexity and pricing before the meeting. |
| Does your business already offer any formal benefit or compensation plan? | An existing formal plan signals whether this is a new-build engagement or a review of a current plan, changing the documents and agenda needed. |
| How soon would you like to begin implementing this plan? | The desired implementation timeline shows whether the prospect is ready to act now or still comparing options, helping the advisor prioritize outreach. |
How Cliont scores key employee financial planning leads
Every answer is weighted automatically — no manual review required.
Value signals
- Business Owner Or Authorized: yes
- Retain a valuable employee
- Prepare for ownership succession
- Design a benefit or compensation package
- Protect the business against loss of a key person
- Within 3 months
Urgency signals
- Immediately
Disqualifiers
- Not sure yet
See the lead your team receives
Key Employee Financial Planning Lead
From first click to qualified lead
Follow prospects and clients through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the project
Smart questions adapt to their project and capture the full scope.
They share the details
The scope and any documents come attached, so you can scope before the first call.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for key employee financial planning workflows
| Cliont capability | Key Employee Financial Planning application |
|---|---|
| Weighted answer scoring | Combines the decision-maker check with the stated planning goal — succession, retention, benefit design, or protection — so ownership-succession and loss-protection leads surface as top priority in the queue. |
| Conditional document requests | Prompts for existing benefit plan documents only when the client confirms a formal plan is already in place, keeping the intake shorter for new-build prospects. |
| CRM lead routing | Sends qualified key employee planning leads to your CRM tagged by primary goal, so succession and retention prospects can be routed to different advisors or follow-up sequences. |
| Lead summary cards | Surfaces employee count and current benefit plan status directly on the lead card so the advisor already knows the scope before the discovery meeting starts. |
Common key employee financial planning lead scenarios
Succession plan for sole owner
The client selects 'prepare for ownership succession' and 'immediately' as the timeline, so the intake surfaces this as a near-term, high-value succession conversation.
Retention plan, single key employee
A solo owner marks 'one' key employee and 'retain a valuable employee' as the goal, with no formal plan in place, pointing to a straightforward retention design meeting.
Benefit design for growing team
A business with two to five key employees selects 'design a benefit or compensation package' but marks 'within a year' for timeline, letting the advisor plan a longer runway rather than treating it as urgent.
Non-decision-maker fills out intake
Someone other than the owner or authorized decision-maker completes the form, lowering the score and flagging the lead for a qualifying call before a discovery meeting is scheduled.
Key-person protection, existing plan
A company with more than five key employees and an existing formal benefit plan selects 'protect the business against loss of a key person,' signaling a review or restructuring engagement rather than a first-time build.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book projects
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More business owner planning intake templates
Key Employee Financial Planning lead-intake FAQs
How does the intake confirm the person completing it can actually approve a plan?
The intake asks directly whether the client is the business owner or an authorized decision-maker for benefit planning, and answers to that question carry the heaviest weight in the score so gatekeeper responses don't get treated the same as owner responses.
How are the different planning goals prioritized?
Ownership succession, retention, benefit design, and loss protection are each weighted separately, so a client planning succession or protection against losing a key person scores higher than one who selects 'not sure yet.'
Does it matter if the client already has a formal benefit plan in place?
Yes — that answer tells the advisor whether this is a new-build engagement or a review of an existing plan, which changes what to prepare for the discovery meeting.
Why does the intake ask how many key employees are involved?
Knowing whether the plan covers one employee or more than five helps the advisor scope complexity and pricing before the first conversation, even though this field doesn't carry a scoring weight itself.
How does the desired implementation timeline affect how a lead is handled?
Clients who want to start immediately score higher than those who are just exploring options, so the intake helps the advisor prioritize which leads to contact first.
What documents can clients upload before the meeting?
Clients can upload existing benefit or compensation plan documents and an organizational chart identifying the key employee or employees, so the advisor isn't starting the meeting from scratch.
Turn key employee financial planning visitors into qualified clients
Give every key employee financial planning visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you take the first call.