M&A Integration

Planning merger and acquisition 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

• Scenario Comparisons

• Time-Based Planning

• Partial Upload Guide