A Strategic Lever Across the Deal Lifecycle
With over 70% of integrations failing to deliver expected synergies, mainly due to talent and culture issues, companies that are planning a merger should look to treat talent and human capital decisions just as systematically and strategically as other forms of transactional due diligence.
On-demand talent enables organizations to take a strategic and preemptive measure on talent to address the most common human capital challenges in integrations.
Whether you’re at the beginning of the integration process or seeking a bridge solution post-close, get the precise and tailored resourcing you need to maximize and accelerate performance from the merged entities. Leverage on-demand talent for:
Pre-close:
- Surge capacity and expertise for deal teams in due diligence or pipeline evaluation
- Interim leadership to backfill vacant, mission-critical roles or to relieve an internal employee performing multiple critical roles
- Experienced talent to lead and support discrete functional workstreams and day one planning
Post-close:
- Experienced talent to lead and support discrete functional workstreams
- Bolstering leaders who do not have the full breadth of experience
- Execution following post-consulting firm support and hand-off 3–6 months post-close
