> For the complete documentation index, see [llms.txt](https://docs.agentnoon.com/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.agentnoon.com/reference-guides/overview/ma-integration.md).

# M\&A Integration

Plan post-acquisition integration by modeling combined org structures, identifying redundancies, and analyzing cost synergies before making real-world changes.

## Prerequisites

**From both companies:**

* Acquiring company: Main Org loaded in Agentnoon
* Acquired company: HRIS export (CSV with positions, managers, compensation)

Add a "Company" attribute to the acquired company's data file to distinguish employees during analysis.

## Step 1: Create Integration Scenario

1. Go to **Scenarios > Create New Scenario**
2. Choose **Full Org Scenario** (includes your entire current organization)
3. Name it: "M\&A Integration - \[Acquired Company]"
4. Add tags: "M\&A", "Integration", "\[Year]"

## Step 2: Upload Acquired Company Data

Use **Partial Upload** within the scenario to add the acquired org:

1. In your M\&A scenario, click **Data Management** button in the scenario toolbar
2. Click **Upload Partial Data**
3. Upload the acquired company's CSV file
4. Map fields and confirm

Both organizations now appear in your scenario. Verify by filtering the Directory by "Company" attribute.

## Step 3: Plan Leadership Structure

Start at the top and work down:

1. Decide which executive roles to keep, merge, or eliminate (e.g., two CFOs → one CFO)
2. Drag-and-drop or use position menu to change reporting relationships
3. Close redundant positions (select RIF or Exit with reason)
4. Set **effective dates** for phased transitions (Day 1, 90-day, 180-day)

**Common approaches:** Retain acquiring company leadership (fastest), best-of-both selection (higher retention), or redesign from scratch (most complex).

## Step 4: Integrate Departments

For each function (Finance, HR, Engineering, etc.):

1. Filter the Directory to that department in both companies
2. Identify duplicate roles and decide: consolidate, phase, or keep separate
3. Move teams using drag-and-drop in org chart view
4. Close eliminated positions
5. Use the **Bench** to hold positions during transition planning

**Example:** Two Finance orgs (15 + 12 people) → Combined Finance team of 20 under one CFO, 7 redundancies eliminated.

## Step 5: Analyze Cost Impact

Open the **OpEx Panel** to review:

* Net headcount reduction
* Annual compensation savings by department
* Total cost synergies vs. targets

Focus on ongoing savings, not one-time severance costs.

## Step 6: Compare Integration Approaches

Create multiple scenarios to evaluate tradeoffs:

* **Fast (3 months):** Maximum synergies, higher disruption
* **Moderate (6 months):** Balanced approach, standard timeline
* **Slow (12 months):** Minimal disruption, slower savings
* **Selective:** Integrate support only, keep customer-facing separate

Use **Scenario Comparisons** to view headcount, cost, and timing differences side-by-side.

## Step 7: Export for Approval

1. **PowerPoint:** Before/after org charts for executive review
2. **Excel:** Cost synergies by function and phase
3. **Change summary:** All position changes documented

## Common Challenges

**Duplicate talent in same role:** Create a new expanded role, assign to different geography, or model retention bonus for the employee not selected.

**Incompatible systems (titles, levels, comp):** Harmonize gradually using scenarios to model transition states; phase system consolidation separately from org integration.

**Customer disruption risk:** Keep customer-facing teams stable and integrate back-office first.

## Related Articles

* [Planning a Reorganization](/reference-guides/overview/planning-reorganization.md)
* [Scenario Comparisons](/scenarios/comparisons.md)
* [Time-Based Planning](/scenarios/time-based-planning.md)
* [Partial Upload Guide](/scenarios/advanced-actions/partial-data-upload-1.md)


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