Director, M&A Integration

Aperture brings together leading forensic specialists and technical consultants who clarify complex events, strengthen business decisions, and deliver answers grounded in science and extensive industry experience. Aperture has grown through the combination of fifteen firms and continues to acquire founder-led practices and recruit senior experts and their teams.

Salary
$150,000 - $200,000 base salary, plus annual bonus and eligibility for Aperture's Management Incentive Plan.

Description
As Director of M&A Integration, you will own the onboarding and first year of every firm and team that joins Aperture, whether through acquisition or by recruiting senior experts with their practices. You will lead each one from the time we sign the LOI, through diligence and closing, and through the first 180 days with the platform and beyond, as one of the primary points of contact for the founder and management team. You will own the onboarding plan, the milestone reporting to leadership, and the onboarding playbook, and you will report to the Vice President, Corporate Development & Strategy.
You will work alongside our Director of Change Management, who runs platform-wide programs, while you run the deal-specific work. This is a hands-on role: you will design the onboarding playbook, build its tools, and run it yourself on live deals. The role has no direct reports at the start and coordinates cross-functional teams on every deal. This position may be remote or hybrid from any Aperture office within the United States, with approximately 25% travel.
Essential Functions

Before close (LOI to closing)
• Join each deal at the letter of intent, participate in diligence, and convert its findings into the onboarding plan before closing, including the risks to resolve and the value creation levers to pursue
• Build the functional workplan with Finance, HR, Legal, IT, and Marketing, including Day 1 requirements: payroll and benefits, entity and banking, licensure and insurance, and systems access
• Set the first-year plan with the deal team and FP&A: revenue and profitability against the investment case, named-expert retention, and realized rate

Day 1 through Day 180
• Own the master onboarding plan for each acquired firm and hold functional leads to committed dates
• Lead the weekly onboarding call with each acquired firm from Day 1 through Day 180
• Track the value creation levers and retention commitments for each firm, and report milestones, risks, and open decisions to leadership and to the sponsor as part of the regular M&A update
• Surface roadblocks and opportunities early enough to act on them, and bring the decisions that need an executive to the executive who owns them
• Close out each firm at Day 180 against the onboarding completion conditions set at closing.

Founder, experts and clients
• Serve as the primary point of contact for the founder and leadership of each acquired firm from Day 1 through steady state; identify what is stuck and resolve it
• Coordinate the retention plan for named experts and the client transition with the practice leader, so that law-firm relationships and open matters carry over without interruption
• Plan employee communications for each deal with the Director of Change Management
• Run the same onboarding process for experts and teams recruited from competitors

Playbook and reporting
• Design, build, and run the onboarding playbook: the workplan templates, trackers, and checklists each firm moves through; update it after each deal
• Maintain plan status so leadership can read progress at any time

What Success Looks Like in the First Year
• Every firm closed during the year reaches its 180-day targets with the completion conditions signed off.
• The weekly onboarding call runs consistently from Day 1 through Day 180 on every deal.
• First-year EBITDA of acquired firms is reported monthly against the investment case with FP&A, and the value creation levers for each firm have a named owner and a status.
• Named-expert retention at twelve and twenty-four months and realized rate are tracked for every firm.
• The onboarding playbook exists in one place, has been through at least three deals, and the fourth deal runs smoother than the first.

Other Duties
This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.