WorkAI Automations4 min read
Integration tracking from signing to day 100
One integration plan across pay, benefits, policies, systems and leadership, with a readiness score that moves.
Built by our founder in the Chief People Officer seat of a private-equity-backed software company, for its own people function. Built in 45 to 60 days, inside the company’s own systems.
The problem
Two payrolls, three pay structures, benefits renewing on different dates, a retention list agreed on a call and never funded, and an integration lead who was also the chief financial officer.
The people side of the deal was tracked in email, so nobody could say what was decided, what was late, or who was at risk.
What we built
A harmonization gap register across leadership and organization, compensation, benefits, policies, systems and payroll, and culture and communication, with an owner and a decision deadline on every line.
A readiness score that recalculates weekly from both entities' data, and a retention watch list tied to the critical role register.
A weekly status narrative drafted by AI for the deal team, and a board version without pay detail.
A communications calendar for the announcement, day one, day 30 and day 100, with the drafts ready ahead of each date.
How it works
Both rosters, pay ranges by level, benefits summaries and policy lists arrive as anonymized files. The register and the score refresh every week.
The integration lead reads the draft status, edits it, and posts it. Late decisions show as late, with the owner named.
Jurisdiction flags from a rules table maintained with employment counsel surface the state and country issues before they become findings.
The result
The first hundred days run on a schedule instead of in a war room.
The board sees a readiness score and a retention number every week, and both move when the company acts.
Days from close to a single payroll, and harmonization decisions made against deadline, are counted rather than guessed.