ACQUISITION SPRINGBOARD
The deal closed. Now the people work starts.
WHO IT’S FOR
New owners and investors in the first year after a deal closes, typically 25 to 250 employees.
THE CALL USUALLY COMES WHEN
Someone surfaces a promise the last owner made that isn’t in the deal docs. Or a key manager turns out to be running their own version of the company. Or you go looking for the employee files and find a cabinet and a shrug.
WHAT WE DO
- Inherited commitment inventory. Every promise, side deal and verbal agreement the prior owner made, found and written down, with what each one costs to keep.
- Workforce and structure assessment. Who does what, who reports to whom, who is genuinely load-bearing, and where you’re paying twice.
- Communication plan through day 90. What employees hear, when, and from whom.
- Manager alignment. The people who have to carry your changes, and truth on whether they will.
- Policy and process integration. One handbook, one set of rules, applied the same way at every location.
- Hiring and onboarding build-out, where the deal came with open roles.
WHAT YOU GET
A written commitment inventory with cost estimates. An org and risk assessment. A 90-day communication calendar with the messages already drafted. An integrated policy set. Manager briefings delivered, not just written.
HOW LONG
Usually 6 to 12 weeks, depending on headcount and number of locations.
WHAT I NEED FROM YOU
Candor about what you want, whatever employment records exist, an hour a week of your time, and someone who can say yes.
HOW IT’S PRICED
Flat project fee, agreed before we start. Scope is set against the result you want, not against hours.