Human-Capital Advisory
From a merger to a layoff to keeping your best people, Altavise brings deal-grade rigor to the decisions that turn on your workforce. Measured, benchmarked, and tied to a number.
For PE firms, portfolio companies, and growing businesses, in a deal or out of one.
Sources: Gallup. 1. Cost of replacing an employee (roughly one-half to two times salary). 2. Preventable voluntary turnover. 3. Variance in team engagement.
Why people decisions go wrong
Whether you are integrating an acquisition, running a reduction, or fighting to keep your best team, the same pattern repeats: the workforce drives the outcome and is the least measured part of it. So the calls get made on gut feel.
The Altavise difference
Altavise was built on workforce data: surveys, retention-risk modeling, and org analytics. We bring that rigor to integration, so your people decisions are driven by evidence and tied to business impact, not gut feel or a generic playbook.
How we work →What we do
We started with M&A integration. Today the same data-driven, senior-led approach runs across the whole employee lifecycle, for acquirers and operators alike.
Pre-deal people diligence, the People Synergy Audit, and post-close workforce transition, so the synergies you underwrote actually show up.
Explore →Outplacement, layoff and RIF support, severance advisory, and survivor team resets, handled humanely and defensibly.
Explore →Engagement and pulse surveys, exit interviews, and 360 feedback, with a readout you can actually act on.
Explore →Benchmarking and pay-equity analysis, so you pay competitively where it counts, and can prove it.
Explore →Team and executive coaching, new-leader assimilation, and flight-risk scans to keep the people you cannot lose.
Explore →More than fifteen services across five categories, grouped by when you need them.
Browse the directory →How it works
We map organizational overlap, model retention risk on your critical people, and pressure-test leadership fit, fast, and grounded in data, not opinion.
You get a clear, sequenced plan: what to fix first, who to protect, what it costs, and how much synergy is at risk if you don't.
We stay through the messy middle, the transitions, the leadership integration, the retention moves, and measure results as they land.
Who we work with
Big companies get big in-house teams for this. Everyone else is left figuring out the people side while running the business, whether they just closed an acquisition or are simply trying to keep their best people. That's the gap we fill: senior, hands-on, and priced for organizations without a 40-person people function.
See it in practice
We took a real lower-middle-market merger and ran the entire People Synergy Audit on it, from the retention model to the board readout. It is the clearest way to see how we think, and exactly what you would get.
Read the case studyWherever you are
Whether you're integrating an acquisition, planning a hard change, or just trying to keep your best people, a short conversation will tell you where the risk sits and what it's worth.
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