Acquisitions put immediate pressure on the accounting team. Reporting expectations increase, timelines tighten, and leadership needs visibility fast. Yet many companies underestimate what it takes to build the right structure to support this next phase.
For private equity-backed and growing middle-market companies, the goal isn’t just to fill roles, it’s to build a successful finance team that can scale.
Here’s how to do it effectively.
1. Start with a Real Assessment
Before making changes, understand what you actually have.
Evaluate:
- Current roles and responsibilities
- Systems and reporting reliability
- Process gaps (especially in close and reporting)
- Who can operate independently vs. who cannot
Avoid rushing to eliminate “redundancies.” Institutional knowledge is often critical during transition.
2. Define the Future-State Structure
Design the team based on where the business is going, not where it is today.
Key questions:
- What level of reporting do investors expect?
- Will you need consolidation or technical accounting support?
- How complex will the organization become in 12–24 months?
A typical structure includes:
- Controller or VP of Finance
- GL / close team
- AP / AR
- Financial reporting
The mistake most companies make is hiring reactively instead of building for scale.
3. Get the Leadership Hire Right
The Controller (or finance leader) is the most critical hire post-acquisition.
This person must be able to:
- Build and improve processes
- Operate in ambiguity
- Communicate with leadership and investors
- Lead a team through change
Many companies hire strong technical accountants who struggle in fast-paced, real-world environments. Post-acquisition teams need operators.
4. Standardize Systems and Processes Early
Multiple systems and inconsistent processes will slow everything down.
Prioritize:
- Selecting a primary ERP
- Aligning the chart of accounts
- Standardizing the month-end close
- Establishing reporting timelines
Delaying this creates compounding issues—especially as reporting demands increase.
5. Retain Critical Talent
Acquisitions often trigger turnover, especially among high performers.
Identify and retain team members who:
- Understand legacy systems and processes
- Hold key relationships (auditors, vendors, stakeholders)
- Can adapt to higher expectations
At the same time, recognize that not every team member will scale with the business.
6. Fill Capability Gaps
Most post-acquisition teams lack key capabilities, such as:
- Consolidation and multi-entity reporting
- Purchase accounting
- Audit readiness and internal controls
Bringing in experienced leadership early, whether permanent or interim, can prevent long-term issues.
7. Build for Speed and Visibility
After an acquisition, expectations change quickly:
- Faster close cycles
- More detailed reporting
- Increased investor scrutiny
Your accounting team must deliver clean, reliable financials on time. If your close is delayed or reporting is inconsistent, it’s usually a structural issue, not just a process issue.
8. Focus on Integration
Combining teams isn’t just about structure, it’s about alignment.
Ensure clarity around:
- Roles and ownership
- Shared KPIs
- Communication rhythms
Without this, you’ll see duplicated work, missed deadlines, and internal friction.
Final Thoughts
Building the right accounting team after an acquisition is one of the highest-impact decisions a leadership team will make. Get it right, and you create visibility, speed, and confidence across the business. Get it wrong, and you’ll spend months fixing reporting issues and slowing down growth.
At Richard, Wayne & Roberts, we help private equity-backed and middle-market companies design the right structure and hire leaders who can execute.
If you’re navigating an acquisition or need to rebuild your accounting team, we can help you quickly get the right structure and leadership in place:
- Clarify what roles you need (Controller vs. VP vs. CFO)
- Assess your current team and identify gaps
- Introduce proven accounting leaders who can operate in post-acquisition environments
Contact us today to start building a team that drives your business forward.
