Latest field note
HR Due Diligence: 20 Questions to Ask
20 HR due diligence questions for M&A: comp structures, turnover risks, benefits gaps, compliance exposure. What the data room won't tell you.
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Field notes on the people side of the deal.
Latest field note
20 HR due diligence questions for M&A: comp structures, turnover risks, benefits gaps, compliance exposure. What the data room won't tell you.
Read moreOne-page IMO charter template from 6 deals. Mandate, authority, escalation, operating rhythm, with section-by-section commentary.
Read moreIMO case studies: chemicals, pharma, and a carve-out. Same 5 mistakes, different org charts. What varies by industry vs. what stays constant.
Read more4 signals your IMO has outlived its usefulness, plus the BAU transition plan. Most IMOs run 4-6 months too long.
Read moreThe priority-tiered carve-out checklist. What must work Day 1, what starts before close, and what can wait. HRIS, payroll, legal entities, compliance, ERP.
Read moreSEC data from 36 deals: TSA exits average 18 months, not 12. Three patterns explain the overrun, and how to cut 3-6 months.
Read moreM&A retention bonus sizing: identify flight-risk employees, structure payouts. 60% of an $18M plan went to people who were never leaving.
Read moreHR integration in M&A: workforce planning, org design, HRIS migration. Why HR workstreams fail at 2x the rate, and 5 fixes.
Read more47-item post-merger integration checklist: Day 1 readiness, workstream setup, synergy tracking. From real deals, not frameworks.
Read moreHow to build an Integration Management Office: staffing, operating rhythm, and the authority framework most IMOs get wrong.
Read morePROSCI ADKAR applied to M&A: practical modifications for multi-country, multi-workstream integrations. From a practitioner, not a textbook.
Read more100-day post-merger integration plan: stabilize (0-30), execute (31-60), accelerate (61-100). Week-by-week milestones from real transactions.
Read moreM&A integration timeline: 6 phases, 18 months, and the 4 milestones that predict whether synergy targets will be met.
Read moreWhy 70% of transformations fail: not strategy but coordination. 12 teams, 12 roadmaps, no shared definition of done. 3 structural fixes.
Read moreOrg design for M&A: the decision map framework that reveals structural blockers before you draw the first box. Why 75% of redesigns fail.
Read moreTell us where the people side sits, before the close or in the middle of integration. We will tell you what we see and what we would do about it.
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