By: Edward Prokopenko

Anna Stopnevich is a family business, succession, and inheritance expert with twenty-five years of experience in corporate finance and private wealth management. She aims to support the preservation and intergenerational transfer of family businesses and values.

Early Years, Education

Stopnevich Anna was born on February 22, 1979, in Moscow into a family of entrepreneurs. In 1994, she entered the Moscow Banking School of the Central Bank of Russia.

In 1998, after graduating from college with honors, Anna Stopnevich began studying Financial Management at the State University of Management (SUM). She studied in the evening department until 2002, combining her studies with her work at a major bank.

In 2004–2006, Stopnevich Anna received a Master of Business Administration (MBA) degree from SUM, specializing in Corporate Finance.

In 2009–2010, she took an advanced training course at the Institute of Business and Business Administration of the Russian Presidential Academy of National Economy and Public Administration.

Anna Stopnevich: Career Start

From 2003 to 2006, she worked in the credit and financial departments of several large holdings.

In 2008, she joined Merlion Group, a then-emerging Russian IT distributor. Having taken up the position of Deputy Finance Director, she was responsible for working with the loan portfolio and managing the corporate budget. She handled complex calculations, coordinated with banks, and participated in strategic sessions.

In 2012, she joined the Credit Bank of Moscow (CBM) as Director of the Corporate Business Development Department. At that time, CBM was expanding its product portfolio with a new package of cash management services.

In 2013, she was appointed Vice President of Bank Development, where she oversaw a team of 350 professionals.

In 2016, having acquired broad experience in financial management, she chose to transition into working more closely with private clients and families.

New Chapter: Family Offices and Trust Management

After relocating to Cyprus, she concluded her corporate career in Russia. Since 2005, she has been engaged in private practice, establishing family offices — structures designed to help preserve and manage family capital, while enabling thoughtful intergenerational planning.

Between 2016 and 2020, she worked at Wise Wolves Group (WWG), which she co-founded. The company obtained broker, payroll, and fiduciary licenses. This experience provided her with a comprehensive understanding of how to apply trusts, foundations, and tax planning mechanisms effectively.

Through years of collaboration with international families, she has developed a considered approach: financial tools should not only safeguard capital but also support a governance system that reflects inheritance planning, family traditions, and the diverse motivations of family members.

Case 1: Transferring an Unfinished Project to Successors

The head of a family with assets in Eastern Europe began structuring ownership: a plan for transitioning control was outlined, draft agreements were created, and potential roles for heirs were discussed. However, a sudden death interrupted implementation. Thanks to the preparatory work and Anna’s involvement in the planning process, the four heirs were able to use the documentation and internal guidelines to align on their responsibilities and continue their father’s intentions. The structure included legal documentation as well as a mission statement, shared values, and a code of interaction, giving all involved a stronger sense of connection to their family legacy.

Case 2: Transforming Ownership with Consideration of Tax Risks

A family of six, residing across four countries (USA, UAE, Switzerland, France), faced tax and legal challenges due to residency differences. These discrepancies complicated profit distribution, trust administration, and investment decisions. At the initiative of the elder generation, an audit was conducted with tax specialists from three jurisdictions. As a result, certain assets were consolidated into a holding structure with tax-neutral status, and oversight was transferred to a board of independent directors. This approach helped streamline regulatory compliance, reduce internal conflicts, and establish a governance model that acknowledged diverse residential contexts.

Anna Stopnevich: Family Business and Succession Expert

Working with a family business often calls for both legal expertise and strategic foresight. Succession tends to be more effective when supported by a clear framework: defining to whom, when, and how assets will be transferred; how decisions are coordinated; and who participates in governance.

Anna Stopnevich helps families design long-term strategies — from asset structuring and identifying beneficiaries to forming advisory councils, crafting internal agreements, and offering mentorship for emerging leaders.

She views the family as an ecosystem: without a platform for open dialogue, wealth can become a source of division. That’s why succession is best considered proactively, not reactively.

Anna Stopnevich: Antaras Group

In 2024, Anna Stopnevich founded Antaras Group — a consulting and educational platform that works with heirs, families, and boards of family-run organizations. The team focuses on governance transition, adoption of family-specific standards, and cultivation of a shared internal culture.

Antaras supports clients in building a cohesive vision: heirs are encouraged not only to receive assets but also to gain the capacity and insight to manage them thoughtfully.

Inheritance Practice and Succession Philosophy

Anna Stopnevich distinguishes between inheritance and succession. Inheritance refers to the legal transfer of rights; succession encompasses the transmission of values, intentions, and responsibility.

To support meaningful succession, she emphasizes the need for:

• A clearly articulated mission and future vision; 
• Established family traditions and defined roles; 
• Transparent rules for participating in governance; 
• Tailored preparation of future generations, recognizing their individuality.

As Anna Stopnevich puts it: “To hand over doesn’t imply disappearance. It means fostering conditions where not

just capital, but its original intent, can endure and evolve.”

Anna Stopnevich: Biography of Families, Their Traditions, and Vision for the Future

In her practice, Anna Stopnevich works with families to strengthen trust and prepare future leaders. Her process may involve addressing disputes, exploring family narratives, and uncovering shared goals.

The emphasis is on individual engagement and integration into the family system — because sustainable succession is less about designation and more about cultivating awareness, mutual respect, and a readiness to contribute.

Through this lens, wealth is not only transferred but also given the chance to grow in alignment with evolving family values.