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HR Due Diligence for M&A

Optimize human capital to accelerate
post-deal value creation

Integrated HR, compliance, people strategy and operational execution directly into the M&A lifecycle.

Investors and corporate acquirers preserve value, reduce legal and financial risk, and accelerate post-deal growth.

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Trusted by our customers

We’ve helped accelerate post-deal growth for hundreds of organizations

How we accelerate post-deal value

To unlock post-deal value, and to ensure that all barriers to growth are remove, we work with you throughout the deal process and beyond.

Phase 1: M&A Advisory — HR due diligence & cultural assessment

We surface people-risk early so it’s priced and planned for.

Early HR diligence turns surprise liabilities into negotiated deal elements (price adjustments, reps, or targeted post-close plans). We make the people dimension quantifiable for legal & finance teams.

Structured diagnostics (leadership alignment, values, decision-making norms, reward models, attrition risk) and red-flag scoring for fit & integration complexity

Evaluate HRIS, payroll, benefits architecture, contractor usage, data flows and role duplications. We identify integration effort, timelines, and tech-migration risks.

Review local employment law exposures, statutory benefits, termination/transfer risks, union or works council obligations, immigration and tax implications across target countries.

translate HR findings into deal terms: expected integration costs, retention needs, potential liabilities, and recommended holdbacks or earnout protections.

Immediately onboard transferred employees or migrated contractors to TopSource’s EOR to: – accelerate go-to-market and maintain workforce continuity, – avoid delayed entity setup, and shield acquirer from immediate local employer liabilities while permanent arrangements are finalized.

Manage existing contractors with a lower risk profile through TopSource to further reduce risk exposure

Form local subsidiaries when the business case requires a long-term in-market presence; we handle registrations, statutory filings, local payroll, and compliance so the deal can scale.

Pay, tax, social security, and local benefits administration via standardised processes and regional experts.

Phase 2: Execution services — operational shields & fast onboarding

When the deal terms are set, speed and correctness of execution protect the buyer from legal and business disruption.

Rapid, compliant employment onboarding reduces operational downtime, prevents costly misclassification fines, and keeps customers and projects moving immediately after close.

Phase 3: Post-deal value maximization — integrate, simplify, and unlock synergies

Many acquirers stop at integration plans — TopSource stays on to continue driving value and compliance.

Lower post-deal attrition among critical roles, faster achievement of integration targets, greater cost efficiencies and a lower legal/financial hit from employment-related liabilities.

Where appropriate, we manage closure or consolidation of redundant entities to remove overhead, reconcile payroll liabilities, and align legal entities to the new operating model.

Controlled migration of employees to the acquirer’s entities or to an EOR model where full employment transfer isn’t practical — includes legal notice, severance assessments, immigration support and payroll cutover planning.

Identify non-core functions (accounting, payroll, HR operations) that can be outsourced or offshored for cost savings and maintain service continuity under service-level agreements.

Provide on-the-ground HR teams or interim HR leaders in smaller markets so you don’t hire full-time costly resources before you know the long-term structure. This reduces ongoing fixed costs while ensuring compliance and employee engagement.

Targeted retention packages, leadership workshops, communications plans and change-management programs designed to retain key talent and accelerate cultural integration.

“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”
Director of Research Operations,

“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”
Chief Human Resources Officer,

“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”
Senior Manager, Human Resources ,
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Frequently
asked questions

EOR (Employer of Record) takes on full legal employment responsibility, unlike staffing agencies which typically supply short-term labor.

You can transition to your own entity at any time with appropriate notice. We’ll support the process to ensure legal compliance.

Yes, you can start with EOR and transition to your own entity when ready, using our setup services.

Yes, our EOR services are fully compliant with German labor laws.

Onboarding usually takes 5–10 business days, depending on the country and documentation.

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