@ytan158 – Absolutely not. The goal is to retain the top talent for each role in the merged entity. It is a struggle to identify that talent in a timely manner, to gain the buy-in and commitment from that talent to remain in the merged entity, and to avoid loss of that talent in the first 1 – 3 years post-merger, but that is the ultimate goal. The layoffs should exclusively be for the talent the merging companies have agreed are not aligned with the thesis for the merger and the strategic plan for the merged entity going forward. That means they could come from either or all merged entities and not necessarily in equal proportions regardless of which company is deemed the “acquirer”. Just because the entities are “equal” (by whatever measure you use to determine this) does not mean assets (including human capital) are retained or released equally.
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