emergence - M&A Integration Lead
Requirements
• 4+ years of M&A integration experience with direct ownership of integrations across multiple transactions — you built the plan, ran the cadence, and held stakeholders accountable, not participated in someone else's program. M&A integration specifically, not IT implementations or system rollouts • You have worked the pre-close side of deals: operational due diligence, Day 1 readiness planning, or separation/TSA work during a live transaction • You connect integration work to the deal thesis and value drivers: what a weak systems landscape or an understaffed target team means for cost, timeline, and value realization • Strong operating judgment and the ability to move fluidly between strategy and execution • Operating experience inside a business, not exclusively advisory. Consulting backgrounds are welcome with a subsequent operating role • Familiar with PE-backed environments: the cadence, the stakeholder dynamics, the decision rhythm • Comfortable building structure where an established process doesn't exist yet — you write playbooks others can run rather than executing one handed to you • A track record of building trust quickly and driving outcomes through influence rather than authority, including with executives and founders • Comfortable managing multiple concurrent integrations at different stages • Strong academic record or an equivalent track record of structured, rigorous work • B2B SaaS or vertical software integration experience • Consulting or banking followed by an operating role at a portfolio company • Experience on a PE or growth equity value creation or portfolio operations team running add-on integrations • Big 4 M&A advisory background, integration practice specifically • Carve-out experience: TSA definition, negotiation, or governance on either side of a separation • Familiarity with Sage Intacct, Rippling, Ramp, or similar portfolio operational tools • Experience applying AI tools to diligence or integration work
Responsibilities
• Pre-close diligence and integration planning: • Partner with the deal team during diligence to assess operational readiness and execution risk: systems landscape, team capacity, process maturity, and the cost and timeline to remediate what you find • Deliver a written operational assessment before Investment Committee — your read on integration risk and what it means for the value creation plan • Translate the deal thesis into a practical integration plan with clear owners, milestones, risks, and decision points, built before close so that Day 1 is execution rather than planning • Prepare Day 1 readiness: access pre-staged, ERP migration capacity booked with our finance team, benefits renewal and other calendar anchors captured, and an employee experience roadmap for the acquired team • On carve-outs, map shared services and support TSA scoping and negotiation by function, including duration, headcount allocation, and service coverage • Lead the integration management office: weekly IMO cadence, steering committee reporting, and accountability check-ins with Operating Partners and portfolio company CEOs • Coordinate the functional workstreams — IT, HR, legal, CRM, and change management — and hold finance and ERP migration, which run with our StratFin team, to booked capacity and dates • Create clarity in fast-moving situations: sequencing, priorities, trade-offs, and the escalations that keep workstreams unblocked • Serve as a trusted partner to acquired founders and management teams, and work hand in hand with the Operating Partners, who stay engaged throughout • Lead a structured transition to the value creation team once the business is stable, with long-tail workstreams launched under named owners • Direct the junior integration PM and vendor workstreams • Track integration outcomes against the original deal model and value drivers, and report progress, risks, and recommendations to leadership • Run a retrospective after each deal and feed the lessons into the next diligence and the integration playbook • Flag where Emergence's shared services should invest next, based on what you see across deals • Scope boundaries: back-office migration (payroll, benefits administration, IT cutover execution) runs centrally at Emergence, and value creation is owned by our Operating Partners, who you partner with throughout the integration.
Benefits
• We offer competitive compensation and a full benefits package. The base salary range for this role is $150,000–$250,000, plus a performance-based bonus and equity. Placement within the range is based on job-related factors including experience, skills, qualifications, and location. • Remote, U.S.-based, with a preference for candidates near New York or San Francisco. Periodic in-person time with the Emergence leadership team, and travel to portfolio companies during active integrations. Full-time; open to a contract-to-hire arrangement for the right candidate.
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