Sitrepsllc·9 days ago
9 days ago
Manager / Director, M&A Integration
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What you'll do
- Own post-LOI through Day 100 for each tuck-in, coordinating the acquiring brand's GM with corporate finance, HR, IT, and marketing.
- Build each integration plan: Day 1 readiness, 30/60/100-day milestones, decision log, risk register.
- Serve as primary point of contact for the seller and their leadership through close and transition.
- Design the offer, communication, and onboarding sequence for acquired technicians, installers, and CSRs, the single biggest driver of deal value.
- Partner with HR on offer letters, benefits transition, pay plan mapping (hourly vs. flat rate vs. commission), and licensing continuity.
- Manage seller and key-employee transition agreements, earnout mechanics, and customer relationship handoff.
- Lead migration onto the platform stack: field service management (ServiceTitan or equivalent), ERP, payroll/HRIS, phones and call tracking, dispatch.
- Convert customer lists, open jobs, warranties, service agreements, AR/AP, and price books without service interruption.
- Coordinate licenses and permits, insurance and bonding, DOT and fleet registration, vendor accounts, leases, and utility transfers.
- Sequence the rebrand with marketing: fleet wraps, uniforms, signage, number porting and call routing, Google Business Profile and review transfer, site redirects.
- Protect inbound call volume and review equity through the name change.
- Codify the above into a documented, version-controlled playbook: master checklist by function, RACI, standard timeline, communication templates, diligence request lists, and a Day 1 kit the acquiring GM can execute.
What they're looking for
- 5+ years across M&A integration, PMO, operations leadership, or consulting, including at least two integrations you personally ran end to end.
- Direct experience in home services, skilled trades, or another multi-site, technician-driven business. You understand dispatch boards, flat-rate pricing, and why a tech's truck and pay plan matter more than the org chart.
- Demonstrated ability to write process documentation people actually use.
- Comfort with founders and family owners: high empathy, high candor, able to deliver hard news without damaging the relationship.
- Strong project management discipline; willingness to travel on short notice.
Nice to have
- ServiceTitan implementation or migration experience.
- PE-backed roll-up or platform company background.
- Finance literacy to read a QoE, understand working capital adjustments, and track synergy capture.
- Field or trade experience of any kind.
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
Manager / Director, M&A Integration
Tuck-In Playbook Owner. Client name disclosed upon mutual interest.
Location: Remote (USA), with 40–60% travel
Compensation: $250,000 base + bonus tied to integration outcomes + equity participation
Type: Full-time, exempt
Reports To: Chief Executive Officer
About the Client
We operate a multi-brand HVAC and plumbing platform and acquire smaller local contractors that get folded into our existing brands: rebranded, migrated onto our systems, and staffed by technicians we retain from the seller.
About the Role
Today, every tuck-in runs a little differently. This role exists to change that. You will personally lead the next several integrations end to end and, while doing so, build the repeatable playbook (checklists, timelines, owners, templates, and metrics) that lets us absorb a $2M–$10M contractor in a predictable number of days without disrupting the acquiring brand or losing the seller's technicians. This is a builder's job, not a maintainer's.
Responsibilities
Run integrations directly
- Own post-LOI through Day 100 for each tuck-in, coordinating the acquiring brand's GM with corporate finance, HR, IT, and marketing.
- Build each integration plan: Day 1 readiness, 30/60/100-day milestones, decision log, risk register.
- Serve as primary point of contact for the seller and their leadership through close and transition.
Technician and staff retention
- Design the offer, communication, and onboarding sequence for acquired technicians, installers, and CSRs, the single biggest driver of deal value.
- Partner with HR on offer letters, benefits transition, pay plan mapping (hourly vs. flat rate vs. commission), and licensing continuity.
- Manage seller and key-employee transition agreements, earnout mechanics, and customer relationship handoff.
Systems and back-office conversion
- Lead migration onto the platform stack: field service management (ServiceTitan or equivalent), ERP, payroll/HRIS, phones and call tracking, dispatch.
- Convert customer lists, open jobs, warranties, service agreements, AR/AP, and price books without service interruption.
- Coordinate licenses and permits, insurance and bonding, DOT and fleet registration, vendor accounts, leases, and utility transfers.
Brand conversion
- Sequence the rebrand with marketing: fleet wraps, uniforms, signage, number porting and call routing, Google Business Profile and review transfer, site redirects.
- Protect inbound call volume and review equity through the name change.
Build the playbook
- Codify the above into a documented, version-controlled playbook: master checklist by function, RACI, standard timeline, communication templates, diligence request lists, and a Day 1 kit the acquiring GM can execute.
- Build the integration dashboard and scorecard; run a structured retrospective after every deal.
- Train brand GMs and future integration managers to execute with decreasing central support.
Support the front end of the deal
- Contribute operational diligence: technician roster quality and comp benchmarking, call volume and lead sources, membership base health, fleet condition, callback and warranty exposure.
- Feed integration cost and timing assumptions back into the deal model so we underwrite what we can deliver.
Requirements
Must-Haves
- 5+ years across M&A integration, PMO, operations leadership, or consulting, including at least two integrations you personally ran end to end.
- Direct experience in home services, skilled trades, or another multi-site, technician-driven business. You understand dispatch boards, flat-rate pricing, and why a tech's truck and pay plan matter more than the org chart.
- Demonstrated ability to write process documentation people actually use.
- Comfort with founders and family owners: high empathy, high candor, able to deliver hard news without damaging the relationship.
- Strong project management discipline; willingness to travel on short notice.
Nice-to-Haves
- ServiceTitan implementation or migration experience.
- PE-backed roll-up or platform company background.
- Finance literacy to read a QoE, understand working capital adjustments, and track synergy capture.
- Field or trade experience of any kind.
Company
Sitrepsllc
Remote (USA)
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