Our Platform

Most M&A integrations fail to capture their intended value. Not because the strategy was wrong—because execution got buried in spreadsheets, version conflicts, and decisions made without data.

We built the tools we wished existed.

Three platform layers. One ecosystem.

Layer 1

IntegrationOS — The M&A Platform

Purpose-built for M&A execution. Org design, document intelligence, workforce planning, and change management in one place.

OrgFlow — Organizational Design

See the future org before you build it.

  • Drag-and-drop org charts with real employee data
  • Compare scenarios side by side—Option A versus Option B—with headcount and cost implications visible in real time
  • Export to editable PowerPoint shapes, not static images
  • Connect to HRIS or upload a roster; system builds current-state automatically

DealDocs — Document Intelligence

Your deal's data room, actually useful.

Every deal has a data room. Hundreds of files—contracts, policies, org charts, benefits summaries, financials, board minutes. The traditional approach: assign analysts to read everything, build summaries in PowerPoint, hope nothing gets missed.

Upload your documents—PDF, Word, Excel, PowerPoint. The system reads them, understands structure, and builds a searchable knowledge base specific to your deal.

Ask questions the way you'd ask a colleague who read every document:

  • "What are the change-in-control provisions across all executive contracts?"
  • "Which locations have union agreements, and when do they expire?"
  • "What's the vacation accrual policy for the target, and how does it differ from ours?"

Synthesized answers that pull from multiple documents—not keyword matches, but actual understanding. Every answer includes citations. Click through to verify.

Work that took a team two weeks now happens in an afternoon.

Workforce Planning

Defensible decisions with full context.

  • Track employee dispositions: retained, severed, TBD
  • Model severance costs by scenario
  • Flag retention risks and key talent
  • Heritage company data side by side—compensation, tenure, location, role

Change Management

Track people readiness, not just project milestones.

ADKAR-based measurement: Awareness, Desire, Knowledge, Ability, Reinforcement.

  • Segment by business unit, location, or role
  • See which groups are stuck at Awareness versus struggling with Ability
  • Deploy targeted interventions from our library
  • Pulse surveys feed dashboards; red flags surface before they become resistance

Synergy Tracking

Close the loop between deal thesis and deal value.

  • Identify cost and revenue synergies during diligence
  • Assign owners. Set targets. Track realization over time.

When the board asks "Are we capturing the value we promised?"—you have the answer, with audit trail.

Layer 2

OrgChange Tracker — Portfolio Visibility

Most organizations track projects. We track the cumulative impact on people.

Change saturation across your organization—how much change is hitting each team, and when.

Saturation Scoring

  • Every department gets a saturation score from 0 to 100
  • When a team is absorbing three system implementations, a reorg, and a policy change simultaneously—you see it

Impact Mapping

  • Map every initiative to the people it affects
  • Visualize concurrent projects by org unit
  • Spot overload before performance drops

Coordinate response: stagger timelines, sequence training, align communications.

Layer 3

Client Toolbox — Execution Accelerators

Secure portal access. Every tool built because we needed it on a real engagement.

Talent Assessment

Confident people decisions in weeks, not months.

When a deal closes, you need to make decisions fast. Who stays. Who leads. Who's at risk.

  • Multiple evaluators score candidates on performance and potential
  • System aggregates ratings, flags calibration gaps, plots talent matrix
  • Clients get portal access to view their people, add context, participate in calibration

Every rating, comment, change—logged with full audit trail.

Change Pulse — Readiness Surveys

You can't manage resistance you can't see.

ADKAR-aligned surveys measuring readiness across impacted populations.

  • Anonymous feedback collection
  • Sentiment tracking by group
  • Deploy in minutes; responses map to ADKAR dimensions automatically
  • Early warning on adoption risks before they derail timeline

Requirements Capture

Fewer rework cycles. Faster go-live.

Every Workday or SAP implementation starts the same: chasing data from stakeholders who don't know what you need.

  • Guided forms for org data, job architecture, compensation, reporting, locations, cost centers
  • Built-in validation catches errors before they propagate
  • Multi-country, multi-currency support
  • Share secure link. They fill in what they know. System validates and consolidates into implementation-ready format.

Investment Prioritization

Aligned leadership. Documented rationale. Faster decisions.

When leadership needs to choose between competing initiatives, opinions aren't enough.

  • Weighted scoring against strategic criteria you define
  • Workshop mode: stakeholders score in real time
  • See where alignment exists and where it doesn't
  • Rankings calculated, trade-offs visualized
These platforms don't replace expertise. They amplify it.

You get the methodology, the technology, and 15 years of experience making them work together. Every tool here was built because we needed it on a real engagement. Now it's part of how we deliver results.

Ready to see the platform in action?

Let's discuss how these tools can accelerate your next transformation.

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