Define the combined “deal,” pick what stays core, align on proof, and create role-specific packs to avoid mixed messages.

M&A creates message chaos: two cultures, two processes, uncertain identity. Start by defining what’s true now: operating model, leadership expectations, career paths, and what’s changing vs staying. Build a unified positioning for priority roles, backed by proof from both sides, and be explicit about tradeoffs during transition. Create role/region packs so recruiters and managers don’t improvise. Measure offer acceptance and decline reasons closely: uncertainty will show up fast. The goal is reduced risk for candidates: one clear, believable story.