HR Due Diligence to be shaping a Deal
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How do ensure HR Due Diligence shapes the decision on the deal? Rather than coming in at a later stage when Financial or Commercial Due Diligence is done and they are the prime decision makers for a deal?
That’s a good point. I think the key is to involve HR Due Diligence early in the process, alongside Financial and Commercial DD.
HR insights such as key talent retention, leadership quality, and cultural fit can directly affect whether financial assumptions are realistic. Without this, strong financial performance may not be sustainable post-deal.
I agree with the previous commenter. Convince M&A heads to get HR involved before the Letter of Intent (LOI) is even signed, and framing serious people risks as automatic deal-breakers. If you can show the deal team a massive compliance liability or a toxic leadership during the initial scoping phase, it will save a lot of time and sleepless nights later.
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