The Role

Acquisitions are a pillar of the company's growth model. Their portfolio companies are scaling rapidly by acquiring other local firms, which they call "tuck-ins." The Head of Integration will architect and scale the process of how their portfolio companies integrate and operate tuck-in acquisitions.

The Head of Integration is a high impact role, reporting directly to leadership, while collaborating closely with the CEOs and other key executives of their portfolio companies. The integration process is cross-functional, spanning legal, finance, operations, and technology. The Head of Integration will own the integration process from the time a term sheet is signed through the first six months post-close.

They treat acquired companies like their customers: the Head of Integration must build trust with the owners of selling companies and their teams, driving high satisfaction and building strong references. Their north star metric for acquisitions is underlying client retention, so the Head of Integration must navigate change in a way that optimizes business performance while minimizing disruption.

What You'll Do
Lead Integrations End-to-End

• Own the integration of every acquired property management firm. Your scope begins when a term sheet is signed and extends through six months post-close.
• Establish a checklist and timeline for every acquisition. Drive every milestone to completion.
• Quarterback workstreams across legal, finance, property management operations, HR, and software vendors. Keep every function moving in concert against the timeline.
• Run post-integration reviews on every deal. Verify the business is operating well post-handoff and surface gaps that need continued support.

Establish and Reinforce Trust

• Build trust with owners of selling firms. A sale is one of the most consequential decisions of their career - and their experience will become the most credible reference for the next deal.
• Establish credibility within portfolio companies, from CEOs to functional leaders. You will work through them to execute the integration across interdependent workstreams.
• Manage relationships with the employees and customers of acquired firms. Retention of both groups is critical to success.

Architect Scalable Processes

• Build a repeatable playbook of checklists, templates, and tools. The system must scale as portfolio companies move from one tuck-in per year to one per quarter, and as the company scales into multiple markets across the country.
• Embed in diligence to surface integration risks early. Your input should inform deal structure before terms are set.
• Close the loop between integrations and future deals. Lessons from completed integrations should translate into sharper diligence, structuring, and pricing on the next ones.

What Success Looks Like

In your first 90 days: You've built deep relationships with the team, portfolio company CEOs, and their functional leaders. You've spent time on the ground at local platforms to understand what makes them work. You're embedded with the deal team during diligence to surface integration risks before terms are set. You've shipped a v1 of the integration framework, ready to be tested on the next deal.

By 6 months: You've led your first integration through close and into post-close operation. You've used those lessons to evolve the framework from v1 into the working playbook. Your integrations have produced strong "customer" references that can be put to work on the next deal.

By 12 months: The integration playbook has been proven across multiple deals, with underlying client retention on completed integrations meeting or exceeding underwriting assumptions. Insights from integrations are flowing back into how future deals are diligenced and priced. Founders, employees, and clients of acquired companies view the integration process as a strength of partnering with the company.

What They Look For
Essential Qualifications

• Project Management Excellence: Demonstrated ability to design, document, and scale operational processes with extreme attention to detail.
• Client-Facing Experience: Track record of building trust with senior external stakeholders - founders, executives, or customers - through high-stakes transactions or transitions.
• Exceptional Communication: Outstanding written and verbal communication skills.

Core Competencies

• Service Mindset: Commitment to delivering outstanding results for acquired companies and portfolio companies, with a "no task is too small" mentality.
• Independent Execution: Ability to operate autonomously while maintaining the highest standards of quality and service.
• Empathy & EQ: Strong relationship-building skills, with the ability to read what's unsaid and meet each audience - from sellers to frontline property managers to portfolio CEOs - where they are.

Cultural Alignment

• Drive: You thrive in a high-energy, fast-paced environment and believe incremental progress creates momentum. You have a strong bias towards action. When you see problems, you immediately jump on them.
• Ownership: You take extreme ownership over the results of your work. You constantly seek opportunities to improve and create value. You treat the company like it's yours, because it is.
• Resilience: You are energized by challenges, and you view failures as an opportunity to get stronger. You are comfortable navigating ambiguity. You are an optimist.

What They Offer

• Winning Team: Work alongside a collaborative group of professionals with a track record of excellence, a commitment to continuous learning, and a burning desire to win.
• Meaningful Impact: Build a platform in one of the largest and most fragmented industries in the country, directly impacting the lives of renters and the economic outcomes of property owners.
• Professional Growth: Architect, scale, and lead a world-class function in a rapidly growing organization.
• Comprehensive Benefits: Competitive compensation and comprehensive benefits package.