Director of M&A Integration

About the role

We operate a multi-brand HVAC and plumbing platform and acquire smaller local contractors that get folded into our existing brands — rebranded, migrated onto our systems, and staffed by technicians we retain from the seller.

Making sure you fit the guidelines as an applicant for this role is essential, please read the below carefully.

Today every tuck-in is run somewhat differently. This role exists to change that. You will personally lead the next several integrations end to end, and while doing so, build the repeatable playbook — checklists, timelines, owners, templates, and metrics — that lets us close and absorb a $2M–$10M revenue contractor in a predictable number of days without disrupting the acquiring brand's operations or losing the seller's technicians.

This is a builder's job, not a maintainer's. The first year is hands-on integration work; the deliverable is a system that eventually runs without you in every detail.

What you'll own

Run integrations directly

• Own the post-LOI-to-Day-100 workstream for each tuck-in, coordinating the acquiring brand's GM, corporate finance, HR, IT, and marketing.
• Build and maintain the integration plan for each deal: Day 1 readiness, 30/60/100-day milestones, decision log, and risk register.
• Serve as the primary point of contact for the seller and their leadership through close and transition.

Technician and staff retention

• Design the offer, communication, and onboarding sequence for acquired technicians, installers, and CSRs — this is the single biggest driver of deal value and the metric you'll be measured on.
• Partner with HR on offer letters, benefits transition, pay plan mapping (hourly vs. flat rate vs. commission), and licensing/apprenticeship continuity.
• Manage seller and key-employee transition agreements, earnout mechanics, and the handoff of customer relationships.

Systems and back-office conversion

• Lead migration onto the platform stack: field service management (ServiceTitan or equivalent), accounting/ERP, payroll and HRIS, phone and call tracking, CRM, and dispatch.
• Convert customer lists, open jobs, warranties, memberships/service agreements, AR/AP, and price books without service interruption.
• Coordinate the operational plumbing of a deal: licenses and permits, insurance and bonding, DOT and fleet registration, vendor and distributor accounts, leases, and utility transfers.

Brand conversion

• Sequence the rebrand with marketing: fleet wraps, uniforms, signage, phone number porting and call routing, Google Business Profile and review transfer, website redirects, and customer communication.
• Protect inbound call volume and review equity through the name change.

Build the playbook

• Codify all of the above into a documented, version-controlled playbook: master integration checklist by function, RACI, standard timeline, communication templates (seller, employees, customers, vendors), diligence request lists, and a Day 1 kit the acquiring GM can execute.
• Build the integration dashboard and define the scorecard: retention rate, revenue continuity, gross margin at 90/180 days, systems cutover on-time rate, days to full conversion, synergy capture vs. model.
• Run a structured retrospective after every deal and update the playbook accordingly.
• Train brand GMs and future integration managers to execute the playbook with decreasing central support.

Support the front end of the deal

• Contribute operational diligence: technician roster quality and comp benchmarking, call volume and lead sources, membership base health, fleet condition, callback and warranty exposure, permit and licensing risk.
• Feed integration cost and timing assumptions back into the deal model so we underwrite what we can actually deliver.

What you bring

Required

• 5+ years combined in M&A integration, PMO, operations leadership, or consulting, including at least two integrations you personally ran end to end.
• Direct experience in home services, skilled trades, or another multi-site, technician-driven business — you understand dispatch boards, flat-rate pricing, and why a tech's truck and pay plan matter more than the org chart.
• Demonstrated ability to write process documentation that people actually use.
• Comfort operating with founders and family owners: high empathy, high candor, and the ability to deliver hard news without blowing up the relationship.
• Strong project management discipline and fluency in the tools that support it.
• Willingness to travel to acquired locations, often on short notice.

Preferred

• ServiceTitan implementation or migration experience.
• Background in a PE-backed roll-up or platform company.
• Finance literacy sufficient to read a QoE, understand working capital adjustments, and track synergy capture. xhyhwjd
• Field or trade experience of any kind.