Global M&A Talent Services
Transition acquired teams in days
Skip entity setup and TSA delays. Pebl lets you transition teams quickly, comply with local labor laws, and keep the people you rely on. We handle the onboarding, payroll, benefits, and HR support with global M&A so your deal closes on time and on budget.
Keep your teams working from day one after close
As soon as your deal is finalized, Pebl moves employees onto our local entities. Our M&A services handle payroll, benefits, and compliance, so there’s no work gap, and you avoid months of TSA delays and extra HR lift.
We become their legal employer in each market, so you can skip entity setup, avoid transition service agreement (TSA) delays, and keep projects
Pebl helps you align contracts, global payroll, and benefits with local labor laws in each market to prevent costly fines and avoid disputes.
Let our in-country experts handle HR, payroll, and benefits for your acquired teams. Skip hiring regional staff and keep your timeline on schedule.
Keep pay and employee benefits intact to retain talent, maintain morale, and prevent turnover so teams stay focused and productive during workforce integration.
We take a market-specific approach to IP, restrictive covenants, and labor regulations to help reduce disruptions for incoming employees.
Avoid six-figure entity set-up fees, infrastructure spend, extra HR hires, and duplicate systems. Move teams to Pebl’s local entities to free up budget.
Expertise that delivers speed and stability in any deal type
From onboarding acquired teams to offboarding in a sale, we take care of payroll, benefits, and compliance so people stay supported and your business avoids costly compliance missteps.
Mergers and acquisitions
Eliminate the buyer and seller back-and-forth that adds weeks, costs, and TSA delays.
Let Pebl Employer of Record employ your people directly. We’ll manage onboarding, payroll, benefits, compliance, and in-country HR support in each market, so your people stay productive.
Acquihires
New teams come with mismatched employment contracts, payroll gaps, and benefit inconsistencies that threaten retention. Pebl standardizes terms in every market within days, so hires stay paid, protected, and delivering value fast.
Divestitures
Shutting down payroll or benefits incorrectly can spark fines, disputes, and bad press. Pebl ensures compliant exits across all markets, protecting your reputation and keeping remaining teams focused on revenue.
Ryham Fontenot, Co-Founder
Justin Goodemoot, Sr. People Operations Manager
David Andreasson, VP of Finance & Operations
Ryham Fontenot, Co-Founder
Get a global perspective with our resources
Transitional Services Agreements: Definition, Challenges & Solutions
Transition services agreements, or TSAs, are used when an organization, or part of an organization, is sold to another c...
13 Risks of Mergers and Acquisitions and How to Mitigate Them
Mergers and acquisitions (M&A) can be a powerful tool for global business growth and expansion. However, M&A act...
Employee Concerns During a Merger or Acquisition: How HR Can Combat Low Morale
HR, finance, and legal teams face immense challenges during mergers and acquisitions (M&A), from compliantly onboard...
Frequently asked questions
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What is a transition service agreement (TSA)?
A transition service agreement, or TSA, is when the seller agrees to keep supporting the buyer’s new team during an M&A handover. It’s used because moving talent between companies is complex and time-consuming.
Under a TSA, the seller might keep running HR, payroll, benefits, and accounting until the buyer is ready to take over. That support comes with added cost and delays, which is why many companies look for faster options, like using an employer of record (EOR) to handle the transition instead.
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How does an EOR help M&A deals?
An employer of record (EOR) can help companies avoid the costly and tedious process of using a transition service agreement (TSA) during M&A deals.
The EOR replaces the need for a TSA by handling onboarding, payroll, benefits, and HR support for the buyer right away. That means the buyer doesn’t have to depend on the seller—or create new entities—before bringing talent into their organization.
An EOR also helps ensure compliance during the deal, handling local labor laws in each country and, in some cases, reviewing contracts to protect IP and enforce restrictive covenants. The result: faster talent integration, lower risk, and no TSA dragging out the process.