Acquihires often hinge on retaining a few key players, and a hefty bonus isn’t always enough to do the trick. These individuals often come from fast-paced, flexible setups, not layered bureaucracies with endless meetings about “synergy.” Cultural mismatch can lead to mass departure that guts the deal’s value.
The deal terms don’t always help, either. Non-competes and earn-outs might seem like a safety net, but savvy talent can find ways out if they feel misled about the role or the vibe. It’s not just about money; it’s about understanding what keeps them engaged in a setting that might feel alien compared to their startup roots.
This is where the real work begins: figuring out why they’re restless and making a big company feel nimble enough to hold their interest. It’s a balancing act—preserving the org structure while giving them room to breathe.
