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Paris, France Strategy, M&A
6 years experience
  • Team Management
  • Financial Modeling
  • Business Strategy
  • Business Development
  • +31
Hire Lyna
New York City Metropolitan Area Strategy, M&A
6 years experience
  • Team Management
  • Financial Modeling
  • Business Strategy
  • M&A
  • +27
Hire Bella
Dubai - United Arab Emirates Strategy, M&A
15 years experience
  • Team Management
  • Financial Modeling
  • Business Strategy
  • M&A
  • +16
Hire Cem
Belgrade, Serbia Strategy, M&A
7 years experience
  • Team Management
  • Financial Modeling
  • Business Strategy
  • M&A
  • +39
Hire Oleg
İzmir, Turkey Strategy, M&A
12 years experience
  • Team Management
  • Financial Modeling
  • Business Strategy
  • M&A
  • +7
Hire Melis
Madrid, Spain M&A, Private Equity
1 years experience
  • Team Management
  • M&A
  • Corporate Finance
  • Financial Analysis
  • +3
Hire Carolina
Santa Monica, CA, United States Strategy, M&A
6 years experience
  • Team Management
  • Financial Modeling
  • Business Strategy
  • M&A
  • +8
Hire Zachary
Dubai - United Arab Emirates M&A, Private Equity
8 years experience
  • Team Management
  • Financial Modeling
  • M&A
  • Corporate Finance
  • +4
Hire Abhinav
Managing a deal team in an M&A process is crucial. Our M&A consultants have experience leading high-performing M&A teams to success, and can help navigate internal processes when timelines and personnel are tight.

Fintalent is the fastest way to get hyper-specialized M&A talent

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Frequently asked questions

What clients usually engage your Team Management Consultants?

We work with clients from all over the world. Our clients range from enterprise and corporate clients to companies that are backed by Private Equity or Venture Capital funds. Furthermore, we work directly with Family Offices, Private Equity firms, and Asset Managers. Most of our enterprise clients have dedicated Corporate Development, M&A, and Strategy divisions which are utilizing our pool of Team Management talent to add on-demand and flexible resources, expertise, or staff to their in-house team.

How is Fintalent different?

Fintalent is not a staffing agency. We are a community of best-in-class Team Management professionals, highly specialized within their domains. We have streamlined the process of engaging the best Team Management talent and are able to provide clients with Team Management professionals within 48 hours of first engaging them. We believe that our platform provides more value for Corporates, Ventures, Private Equity and Venture Capital firms, and Family Offices.

Our Hiring Process – What do ‘Community-Approach’ and ‘Invite-to-Apply’ mean?

‘Invite-to-Apply’ is the process by which we shortlist candidates for the majority of projects on our platform. Often, due to the confidential nature of our clients’ projects, we do not release projects to our whole platform but using the matching technology and expertise of our internal team we select candidates who are the best fit for our clients’ needs. This approach also ensures engagement with our community of professionals on the Fintalent platform, and is a benefit both to our clients and independent professionals, as our freelancers have direct access to the roles best suited to their skills and are more likely to take an interest in a project if they have been sought out directly. In addition, if a member of our community is unavailable for a project but knows someone whose skill set perfectly fits the brief, they are able to invite them to apply for the role, utilizing the personal networks of each talent on our platform.

Which skills and expertise do your Fintalents have?

The Fintalents are hand-picked and vetted Team Management professionals, speak over 55 languages, and have professional experience in all geographical markets. Our Team Management consultants’ experience ranges from 3+ years as analysts at top investment banks and Strategy consultancies, to later career C-level executives. The average working experience is 6.9 years and 80% of all Fintalents range from 3-12 years into their careers.

Our Team Management consultants have experience in leading firms as well as interfacing with clients and wider corporate structures and management. What makes our Team Management talent pool stand out is the fact that they have technical backgrounds in over 2,900 industries.

How does the screening and onboarding of your Team Management talent work?

Fintalent.io is an invite-only platform and we believe in the power of referrals and a closed-loop community. Members of our community are able to invite a small number of professionals onto the platform. In addition, our team actively scouts for the best talent who have experience in investment banking or have worked at a global top management consultancy. All of our community-referred talent and scouted talent are subject to a rigorous screening process. As such, over the last 18 months totaling more than 750 hours of onboarding calls, of which only 40% have received an invite-link after the call.

What happens if I am not satisfied with my Team Management consultant’s work?

During your initial engagement with a member of our Fintalent talent pool with no risk. If you are not satisfied with the quality of your hire for any reason then we are able to find a replacement at short notice. There is no minimum commitment per project, but generally projects last at least 5 days and can last 12+ months.

We are a community-based M&A staffing platform.

With our platform, you can fill full-time M&A roles, or staff your team with a Team Management expert when you need an extra hand.

Full Flexibility

On-demand M&A deal staffing

Get full flexibility and add M&A team members from analyst to VP level on demand and on a per-deal basis.

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How the Fintalent Profiles Look
The right hire

Permanent M&A Hiring

Hire the best talent for your Corporate M&A team. Our platform approach gets you in front of the right candidates, incredibly fast.

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Everything you need to know about Team Management

What is Team Management in M&A?

Team management is a process that involves coordinating and integrating the activities of two or more people, groups, or teams with a purpose of achieving an objective. As the number of team members increase at each stage, so does complexity. The increase in complexity can result in increased demands on time management and coordination as well as increased risk for failure brought on by conflict among members. One way to avoid these conflicts is to manage your team according to project tasks. There are many different ways you can manage your team but the most common techniques are according to the 5-Step Project Management Toolkit which includes defining roles, staffing assignments and responsibilities, setting deadlines scheduling projects and evaluating performance potential risks and carrying out risk-based reviews when needed.

How Fintalent’s M&A Experts ensure adequate M&A team management

The M&A team is a key component of the overall M&A team. You need to work with your M&A team early on to identify the skillset gaps that exist within your organisation, but also between your organisation and the acquirer. This will enable you to plan for the future.

You also need to be prepared for the challenges that are faced during a merger and acquisition: who is going to do what and when; how will we manage the restructure? How are we going to achieve our desired timeline/milestones? How can I identify opportunities during this period?

Your M&A team needs to be fully engaged with your business, so that they can be fully informed about the key priorities of your business. They become part of your business and should remain an integral part of it. If the M&A team is out of touch with much needed information or becomes separated from decision making then you could face issues down the line.

You need to make sure you have a strong team. This can be difficult not just during the process of an acquisition but also in the first stages after integration. These challenges are more challenging if you are trying to integrate more than one business, take on new roles or decisions quickly, and understand all aspects of the merged business.

A ‘team’ is not as simple as this article makes it out to be. You may have one team or two teams that work together, and different people perform specific tasks depending on what needs to be done at any given time in a day.

For instance, you may have: a product development team; a design team; a manufacturing team; a marketing team; a sales team; and a support team.

They all have separate roles to play and are part of the whole. They don’t necessarily work in silos, but they do work with each other to achieve their immediate goals as well as the overall goals for the company.

You need to manage your M&A teams effectively so that they can be more productive, grow both professionally and personally, can hone their skills and become empowered to perform better. There is not just one way of doing this. You could employ a new team member with some general knowledge of the industry (and who you may want to groom for future roles) and then you could find that person a mentoring supervisor to help them reach new heights. You might also want to provide some sort of training for all the staff who are going to be contributing to the merged business and then hire more people who do specific tasks that are required.

It is important that you have a clear understanding of what your team can achieve and where they can contribute, otherwise there could be issues with the merging and acquisition process itself as well as any future decisions.

Tips to ensure success of an M&A team

Have clear objectives that are realistic. People will not achieve what you expect of them if you do not give them the right tools, training and guidelines for the job. Set timelines, milestones and goals that you can realistically reach with the right people on board. If you don’t have all the right people in place then it could be a disaster! It is important that your M&A team has key decision makers in place who can deliver and have a good grasp of what needs to be done.

Build connections with those around you so they can better understand your challenges and requirements to get things done.

You need to be willing to invest time, resources and money to make sure the team is working effectively, whether you are doing a merger and acquisition or growing your business.

While you may think a virtual office is not necessary, it could be a lifesaver in the long run. Integrating two businesses requires you to work with different people (the second team being on foreign soil) at different times of the day and make sure they are in sync with each other. You also want to work seamlessly with both teams, so that there is no disruption and that everyone can get on board.

If you have a team full of different people from different backgrounds, they could become detached from each other and it would be hard to keep everyone in sync. It is important that these people have access to the same systems and technologies as everyone else so they do not feel isolated or replaceable.

A virtual office can make sure that your business can run seamlessly and has enough resources to make decisions, keep on track and stay connected with the rest of the world. It provides an environment for staff members to work effectively with each other, even if they are in different parts of the world.

You need to adapt current processes and create new ones based on how you think things should be done when integrating two businesses. You need to make sure you have dedicated resources that can help you stay on track and understand the current situation of your new acquisition. Your M&A team not only handles everything to do with the merger and acquisition process, but also helps you deal with any challenges that come your way.

You need to make sure everyone is working together and that everyone’s opinions are heard. Everyone needs to have their say in every major decision while they need to support each other in making quick decisions. Everyone’s ideas should be valued and you need to find a way to make everyone feel like they are important. Your M&A team provides you with that support network that can help you reach your goals.

You cannot expect people to work in silos. You need to know what each team member is doing, why and how they are going to achieve their goals. You also need to understand what their strengths and weaknesses are so that you can better understand who needs help, who should go get help, who is doing a good job and who is not.

If your team is not working together, then you need to make sure that everyone is on the same page and that everyone knows how they can contribute to the overall goal of integrating two businesses. Your M&A team should be able to provide you with a detailed breakdown of what they are doing so you can see how they can help and work better together. They should be able to provide you with updates on their progress and any issues they are having. This ensures that you are always on top of things if there is a problem, as well as helping them understand what needs to be done in future or how better to do their jobs.

Everyone has their own responsibilities and there might be times when things need to get done urgently. Your M&A team should be able to provide all the support that you need and help you out, so that you can use your other resources for other things.

You should always be open to feedback. It is important that your team members are willing to come forward if they have any issues or concerns, and then the right solutions can be put in place. You also need to give them a forum where they can express themselves and share ideas. This ensures that their opinions are not lost in the mix. Your team members may have valuable perspective on your business as well as on your M&A process, which means they may provide great input on how things should happen (especially if they have dealt with similar situations before).

You need to make sure you have a clear understanding of how your team members will work together, the processes they need to follow, and the deadlines they need to meet. You also need to take into account the different cultures each member is coming from and their potential blind spots that could impact how they perform in your merged business.

Be ready for all kinds of surprises along the way. Be ready to face any challenge head on and be willing to take on new issues as they arise (but try not to take these surprises personally). You can only do so much with your current situation.

You will find that you will need to keep a level head and continue with your plan as best as you can. While some things may not go your way, you must be prepared to stay the course and make decisions based on the information given to you. In the long run it will pay dividends. It is the small details that are important. You need to make sure everyone works together, even if they are different people at different times of the day!

You need to invest time and money into your M&A team so they can be effective in helping you achieve your goals. You need to find the right people to help you integrate two businesses. It is important that your team has the right experience, knowledge and resources so that they can provide you with the best possible service.

You need to make sure everyone on your M&A team has a clear understanding of why they are there, how their roles contribute to the overall goal and how you as a leader will work with them. You also want to make sure everyone feels involved in how things are going and that their opinions are important. You may even want to hold regular meetings so that everyone knows what is happening in your company and improve on any issues or concerns as they arise.

Your M&A team needs to be able to communicate with you in the right way. It depends on the situation and how they are addressing the issue at hand. They need to be able to give you pertinent information and tell you what they need so that your business can continue to function as best as possible. Whether it is a quick email or an in-depth meeting, they should give you a breakdown of what happened, what they need and how your decision will affect everything else going on in your business.

You might need to deal with a situation where someone is not performing up to par or even has a conflict of interest with current division leaders or your acquisition team members. You need to be able to think on your feet, evaluate the situation and make the right decisions that will have a lasting effect on your business.

You may have to deal with a situation where people are not motivated or they are being negative. You need to understand why they feel this way and how you can help them see the bigger picture. They may have a different view of what is important or they feel they are not getting adequate support while they may be having difficulties with tasks at hand. If you don’t do something about it, it can lead to other issues in the long run.

You need to deal with issues as soon as you become aware of them and before things get worse. It is best to be proactive rather than reactive. It’s a lot easier to fix something as soon as you see it than having to deal with it when you are already in the middle of something else. A critical step in your leadership journey is being able to spot potential issues before they disrupt your business, but also being aware that these problems can’t always be solved and sometimes things just happen.

Your M&A team needs to make sure that everyone has the support, training and guidance they need for their daily tasks so the merger process can continue as smoothly as possible. You need to feel supported at all times.

Your M&A team needs to make sure they are ready to deal with all the different situations that might arise. They need to be able to train and teach your team members what is expected of them. You also need to make sure that everyone has the knowledge, skills and resources needed for any kind of problem or situation. You don’t want your team members or your employees becoming complacent about their roles, as this can lead to other issues as you get closer and closer to completion. It is crucial that your team members understand the importance of their role and why they are there to help you attain your goals.

You need to make sure you have a plan for any kind of situation that might arise and be ready for anything. It doesn’t matter if it’s a big thing or small thing, something always goes wrong during a merger, but it’s how you deal with it that makes the difference. Whether it’s hiring new staff or dealing with last minute issues, you need to remain flexible and ready to handle any kind of challenge when it comes along.

Your M&A team needs to create an atmosphere of trust, respect and enthusiasm. They need to be able to have the tools and resources they need so everything runs smoothly from the very start, but also so that you feel supported along the way. You need to make sure that everyone on your M&A team is happy, not just because this may help morale or in regards to financial incentives, but because it’s important for them and your business. Everyone who is involved needs to feel confident that they can go above and beyond their roles while also making a positive impact on your organization and how successful it will be as a combined entity in the future.

You need to understand that something may not go as you had hoped or planned. The transition process will be long, but the most important thing is to stay focused and keep your team as motivated as possible. You need to stay positive and deal with whatever happens quickly, if necessary, at the time it arises. As much as you might have wanted a certain outcome or have tried to make changes in order for this to happen, it is still up for grabs. Once the merger has been completed, you can’t turn back time and things are never going to be exactly the way you wanted them to be. This can feel like a setback at first, but if you work hard and remain positive things will get better in the end.

You need to use your knowledge and experience to help guide others through any challenges or issues that may arise. It is one of the best ways that you can maintain control over your company as you make it grow into something bigger, better and more successful. You won’t always agree with what everyone else wants, but that is okay as long as you’re going to do what’s best for your business. You don’t want a team of people who are trying to do things their own way, but rather a team who supports each other and works together in order to find ways of improving the company and its processes in the long term.

Your M&A team needs to understand their role and when to take a step back. The moment you give up your reigns, the transition process will begin. It doesn’t matter how many years you have been at work or how much experience you have in the field, this doesn’t mean that you are going to know exactly what is needed for your team members or for the merger process as a whole. This can be hard at first, but don’t worry, as time goes on and you see results happening, it gets easier and easier each day. It’s about being flexible and prepared for whatever happens as well as remaining positive during the process.

You need to be ready to take on any challenge that may come along. If you see an assistance need coming up, you need to make sure that it is able to be addressed quickly and effectively, but also with respect and in a way that shows off how you want the company to be viewed. You should be prepared for anything and everything. One of the best ways is by keeping yourself informed of everything that might happen and having a plan in place for this too. You may be working with people who have been doing this for years and are more experienced than you at this point, but it is important not to forget about your own expertise and your own way of solving problems.

Your M&A team needs to understand how the transition process works. They need to be able to recognize when you need help during the merger, as this can lead to serious issues later on down the line. If you feel like you can’t handle everything on your own, your team needs to know how they should react and what they should do in order for them to help you get through it without any issues.

Your M&A team will be faced with some pretty serious dilemmas during the transition process. The moment they have to make any kind of decision when it comes to the merger, you need to trust them and their judgment. This doesn’t mean that you should leave all of this work up to them or even expect them to always make the right choice, but it can definitely help in certain situations. No matter what, you will always want to make sure that your team feels supported and comfortable, otherwise they aren’t going to want to stick around for much longer.

Your M&A team needs a strong leader that everyone can follow. It is going to be hard for everyone to remain positive and motivated when everything isn’t going well. It is important to remember that any setbacks or failures are just part of the process, but as long as you are able to overcome these situations, everything will work out in the end. You need to make sure that they know they can speak up if they have any concerns or questions, but that it’s also okay for them not to understand what is happening at times too. The more comfortable and relaxed you remain throughout this process, the easier it will actually be.

You need to make sure your M&A team understands how important they are and why their role is so vital in regards to reaching your merger goals. It is hard to remain confident when you’re dealing with a team that keeps making mistakes and failing to meet your expectations, but if they do understand that their contribution is crucial, then they will be more likely to stay motivated. You can’t expect people to work well and effectively if their boss isn’t taking the necessary steps to ensure that happens either. It is important for them to see these changes happening as well.

You need to make sure that your M&A team knows about your vision for the future. The more involved and focused that everyone is on this, the better the results will be for your business. It will also help them to remain positive if they do understand why you want to get through these changes as quickly as possible.

Fintalent’s team management consultants can help your organisation achieve all of these by bringing their wealth of experience into play.

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Case studies

Want to become a Fintalent?

»Fintalent gives me access to high potential strategy and M&A professionals, efficiently and fast. Their quality is unmatched in the industry. Fintalent is here to fundamentally change the way companies run high-impact M&A projects.«

Melik Salmi
Seyfi Melik Salmi
Senior Director Corporate Development & Strategy at SAP

»Inorganic growth is a big part of our strategy. We were looking for a global partner to help us with our buy-side M&A projects, and found Fintalent. From first contact to project start took less than 2 weeks. The quality of talent is exceptional. Now, we’re already talking to potential targets.«

Bart van Acker
Bart van Acker
CEO, QbD Group

»We needed a VP of Finance / CFO profile to help put our fast-growing FinTech on the right track. Fintalent delivered more targeted profiles than I could have ever imagined, and they did it super fast. We’ve now hired our Fintalent full-time!«

Giacomo Ficari, Lifepal
Giacomo Ficari
CEO & Co-Founder, Lifepal