Day-one and day-100 planning
Structure the people and organisation integration plan against evidence from both entities.
— Organisation & Workforce
Post-merger integration
Compares two organisations' structures and roles for post-merger integration, extracting overlaps and metrics into a scored risk plan for the people workstream.
- Organisation & Workforce
- Traceable reasoning
- Runs anywhere
4–6 weeks → ~40 minutes
Including the external research pass
No coding required
- Input
- Structure, role and headcount documents from both entities
- Output
- A people and organisation integration plan
- Runs in
- Skillsize · ChatGPT · Claude · Copilot
- Export
- SKILL.md · MCP
- Time saved
- ~4–6 weeks per run
— USE CASES
What people use Post-merger integration for
Overlap and duplication analysis
Identify duplicated roles and functions across the two structures with coverage analysis.
Integration risk reporting
Score and report the people risks that most threaten synergy delivery.
What it works from
- Structure, role and headcount documents from both entities
- Deal rationale and synergy targets
- Integration principles and constraints
What you get back
- A people and organisation integration plan
- Overlap, duplication and coverage analysis
- Scored integration risks with actions
— HOW IT BEHAVES
How Post-merger integration produces its result
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
Scored against your criteria
Each role is assessed against criteria you control and weight, so the same standard applies to every role in the organisation in scope.
Coverage across the organisation in scope, both directions
A coverage pass shows which roles are supported by evidence and which are not — including requirements with nothing behind them and material that supports nothing.
Numbers lifted out of org data and role documentation
Figures buried in narrative org data and role documentation are extracted as data you can compute and compare with.
Live research on the organisation in scope
Current external sources on the organisation in scope are researched during the run rather than recalled from training data, and every source travels with the output.
Branching on what the evidence shows
Thin cases and strong cases among your roles are handled differently by design, based on what the analysis actually found.
Composed as work product
Findings on the organisation in scope are written up as a document that reads like professional output, with each claim tied back to a role.
Why this is expensive by hand
Every organisation & workforce team needs post-merger integration — and almost none of them do it the same way twice. In practice it shows up as day-one and day-100 planning: structure the people and organisation integration plan against evidence from both entities. The value sits in the rigour, not the typing — yet the rigour is exactly what gets traded away when there is only 4–6 weeks of capacity for it.
How this Skill produces it
Here the same job runs as a Skill. Your material goes in; a people and organisation integration plan comes out, alongside overlap, duplication and coverage analysis. What sits between input and output is the codified method: thresholds, sequencing and the points where a human confirms a call — all of it visible and editable in the Skill. The practical effect: 4–6 weeks of manual work becomes a ~40 minutes run, held to an identical standard on the tenth engagement as on the first.
Who it's for
- Org design and workforce planning leads
- COOs and functional leaders reshaping teams
- Transformation consultants sizing people impact
- HR business partners supporting redesign
Run it in Skillsize — or export it anywhere
Post-merger integration exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
ChatGPTClaudeCopilotAI Products (MCP)
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