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Madrid, Spain Strategy, M&A
Associate
8 years experience
  • Integration Planning
  • Financial Modeling
  • Business Strategy
  • M&A
  • +55
Hire FREDERICK
San Francisco, CA, USA Strategy, M&A
Senior
10 years experience
  • Integration Planning
  • Financial Modeling
  • Business Strategy
  • M&A
  • +10
Hire Zuzana
Grande Prairie, AB, Canada Strategy, M&A
Manager
15 years experience
  • Integration Planning
  • Financial Modeling
  • Business Strategy
  • M&A
  • +7
Hire Michael
M&A
Manager
5 years experience
  • Integration Planning
  • Financial Modeling
  • M&A
  • Corporate Finance
  • +6
Hire Christos
Geneva, Switzerland Strategy, M&A
Senior
17 years experience
  • Integration Planning
  • Corporate Finance
  • Due Diligence
  • Project Management
  • +7
Hire Stan
Prague, Czechia Strategy
Manager
4 years experience
  • Integration Planning
  • Business Development
Hire Faruh
Saint Louis, MO, USA Strategy, M&A
Manager
10 years experience
  • Integration Planning
Hire Paul
New York, NY, USA Strategy, Investment Management
Manager
5 years experience
  • Integration Planning
  • Business Strategy
  • Business Development
  • Project Management
  • +2
Hire Santiago
Fintalent's Integration planning consultants help organizations define how a planned change can take place within the organization to bring about a desirable goal.

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

Talent with experience at

Frequently asked questions

What clients usually engage your Integration Planning 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 Integration Planning 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 Integration Planning professionals, highly specialized within their domains. We have streamlined the process of engaging the best Integration Planning talent and are able to provide clients with Integration Planning 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 Integration Planning professionals, speak over 55 languages, and have professional experience in all geographical markets. Our Integration Planning 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 Integration Planning consultants have experience in leading firms as well as interfacing with clients and wider corporate structures and management. What makes our Integration Planning 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 Integration Planning 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 Integration Planning 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 Integration Planning expert when you need an extra hand.

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Everything you need to know about Integration Planning

Integration planning is a process that should be carried out as a part of strategic planning by organizations. Integration planning is about determining what an organization needs to do in order for the changes that are planned for to happen or not happen.

Types of Integration Planning

Fintalent’s integration planning consultants identify three types of integration planning:
1) Unplanned integration, which is when an organization has no direct control over the change happening;
2) Planned integration, which happens when an organization includes change in their plans from the outset; and
3) Anticipated integration, where changes in one part of the business are predicted and managed by another part of the business.

Integration planning is a process that should ideally take place before the beginning of a project in order to ensure adequate plans are made. Integration planning is aimed at effectively integrating the change into what already exists, by achieving the desired results set out in the organisation’s business strategy, if applicable.

One of the objectives of integration planning is to provide decision-makers with an essential overview for their project. This is mainly done by collecting information from different stakeholders within range and with areas of competence on what already exists, how it works and how it should work. This can be achieved by creating a project plan for the management of a change. This summary may be used in decision-making, whereby the minimal requirements should be supplied to the project team and must support recommendations.

Integration planning is not just about making changes. It also involves measuring and understanding how those changes are likely to impact on other parts of the business, which ensures that top management has a good idea of how they will affect their organisation as a whole.

Integration planning is a process that should be carried out as a part of strategic planning by organizations. It is especially important to ensure that integration planning is done in tandem with the strategic plans of all related organizational units, and with the approval of top management. This ensures that the integration effort is planned around the overall strategy set by top management, as some projects may directly affect other parts but simultaneously benefit them through improved efficiency and performance.

If an organization has already had its strategic plan approved, then it can proceed to make changes where approved changes are needed before those changes are actually implemented. In this way, management can avoid developing new plans for the organization when it is possible to carry over the existing plans instead.

The integration process begins when the project manager, who will be responsible for the project, identifies a strategy gap or “black hole” that has been identified. The black hole is an area of the business that needs to change and can be summarized in one sentence. The project manager decides on these gaps and then informs the organization’s leadership team, which is made up of the CEO (or equivalent), and other members of management such as vice presidents, executive vice presidents and so on.

The leadership team discusses with the project manager what would need to be done in order for changes to happen. It is not unusual for a project manager to already have a solution in mind. If they do, then they will be expected to present it to the entire leadership team at the meeting. The leadership team and their managers should be prepared to contribute financially, through their budgets, for the project. They should also assign resources, such as human resources, materials and services that are needed for the project.

The project manager will also conduct a study of what is needed by stakeholders from different departments in order to carry out their work successfully and how to manage them in order for changes to happen. It is important to not only consider change in the project organization as a whole, but also how the changes that are being implemented will affect other parts of the business. The project manager will create a model, which is a simple representation of the current state of affairs and the desired state of affairs. The project manager will also determine what form the change should take. Will it be a new product, a business process or both?
The project manager will then conduct research on these areas and present their findings to the leadership team. The leadership team should review the information provided, gather more information from other departments, and arrive at an agreement on how they are going to proceed with their plans, which can also be measured against the Business Strategy.

Once an agreement has been reached by management, they should create a plan that is called a Project Charter (also called a Statement of Work). This will include the scope of work for all tasks that are required, timelines for each task within these scopes and methods of reporting back to management. The project management team will also have to determine what will be the ongoing responsibilities for management and an agreed timetable for this.

Integration planning involves defining how a planned change can take place within the organization. In order to do this, the project manager must consider how they will respond to stakeholders, who should be involved in making decisions that can affect all areas of the business. The Management Development Progress (MDP) model is used for planning and organizing major organizational changes.

It should involve top management and all parts of the business, including project managers from other projects or projects that are following the same scope of work as this project. The project manager should be able to work with the leadership team, which consists of top management, vice presidents and members of sub-management staff. This is not a formal meeting but can be useful for project managers when they are seeking recognition in order to facilitate their progress through the project.

In order to ensure that there is a level playing field for everyone involved in the integration process, top management should make sure that every department affected by an integration effort has been fully identified and briefed. The goal of this planning process is for all departments involved to understand why changes are needed and what these changes can do for them.

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»I have worked with Fintalent.io both as a talent and as a recruiter. It helped me find a full-time position and supported the recruitment process to expand my new team. The experience and engagement of Fintalent.io and their team have always been incredible.«

Piotr Sliwa, EPAM Systems
Piotr Sliwa
Head of M&A | Europe, EPAM Systems

»I’ve experienced the struggle to staff talent with real industry expertise firsthand. Fintalent solves that gap with super fast staffing for M&A projects, and offers a sustainable project pipeline for professionals as well.«

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Valentín Rivas Vera
Strategy Director at Lyntia​

»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