Great question! We have an established IMO Leader who assigns a Lead for each transaction. This lead is advised on the Target company, apprised of the goals of the acquisition & assigned to Cultural DD with an HR partner. From the Cultural DD, the Lead will provide a report on their findings, as well as provide a list of key questions to validate certain financial goals & synergy target assumptions (based on interviews & discussions with members of the Target company about how work is performed, what makes the company unique, etc.). By doing this, the post-merger integration planning occurs very early on & makes setting up the integration workstreams more effective in terms of cultural dynamics that are known in advance & can be accounted for in the training/on-boarding of the Target & Acquirer company team members.