Senior Consultant, M&A Transaction & Workforce Advisor

Artemis Connection is a strategic management consultancy working across the for-profit, public and social sectors.  We help clients around the world identify their most pressing strategic issues and we staff teams of strategy consultants to roll up their sleeves and deliver impact.  We are passionate about helping innovative and entrepreneurial leaders reach their goals through a customized project-based approach, typically focused around:

• Bespoke Innovation, Sales, and Marketing Strategy
• Purpose driven Transformation including M&A and PMI
• Embedded Strategy and Operations roles

Our founder is Christy Johnson, an entrepreneur, educator, and former McKinsey Engagement Manager. Our advisors include HR officers, executive coaches, academics, entrepreneurs, and neuroscientists. Our team is made up of seasoned consultants, trained at organizations such as McKinsey & Company, Boston Consulting Group (BCG), Bain, Big 4 Strategy,, and elite educational institutions.

About the Role:

Senior Consultant, M&A Transaction Advisor

Engagement Type: Contract

Duration: 6–9 Months

Seniority: Senior Consultant / SME

The Opportunity

Artemis Connection is staffing a specialized consulting engagement focused on how large technology organizations manage their non-employee workforce through corporate transactions. The work is strategic and practical in equal measure — it involves understanding how deals unfold, what goes wrong, and how to build guidance that holds up when things get complicated.

This consultant will be one of two senior practitioners working together on the project. The two roles are complementary: this one leads with transaction expertise, while the second brings depth in workforce law and compliance. Together, they will produce a body of work that an internal team can put into use immediately and build on over time.

What You'll Work On

• Audit prior transaction records to understand how workforce matters have been handled historically — what worked, what created risk, and where guidance was absent or inconsistent.
• Rebuild and sharpen the existing guidance for standard corporate acquisitions, covering the full arc from initial due diligence through workforce onboarding and stabilization.
• Build out a dedicated set of guidance for situations where the company being acquired has an existing commercial relationship with the buyer — a scenario where workforce classification and contractual status create layered, non-obvious risks.
• Develop a separate workstream for transactions where workforce integration is intentionally deferred, requiring the acquirer to manage people who are not yet formally part of the organization.
• Create a practical tool for evaluating how a target company has classified its workers, with a focus on identifying situations where the label applied does not match the nature of the work being performed.
• Synthesize relevant trends in how technology sector deals are being structured, particularly as they affect non-employee workforce considerations.
• Contribute strategic thinking to a workstream examining how internal compliance tools could be extended for use by parties outside the organization.

What You Bring

• A career built around M&A in the technology sector, with direct experience advising on workforce matters as part of transaction planning and execution.
• Familiarity with the full range of deal structures common in tech — from straightforward acquisitions to talent-driven purchases and situations where integration happens in stages over time.
• The ability to look at a transaction scenario and quickly identify where the workforce-related risks sit, including risks that aren't obvious from the deal documentation alone.
• Experience producing guidance documents — not just advising verbally — that non-specialist teams can follow without needing a lawyer or consultant in the room.
• Strong working knowledge of how non-employee workforce arrangements function in large technology organizations, including the compliance obligations that attach to them.
• Comfort operating across jurisdictions and recognizing where country-specific rules change the picture materially.

Nice to Have

• Prior work on engagements where the acquirer and target had a pre-existing vendor or supplier relationship.
• Experience working alongside in-house legal, HR, or procurement teams in a transaction context.
• Exposure to workforce classification tooling or automated compliance assessment processes.
• Views on how technology companies are adapting their non-employee workforce practices in response to changing regulatory and deal-making environments.

How the Engagement Works

This is a focused, time-limited project — six to nine months — with a clear set of deliverables. You will work closely with your counterpart consultant and with the client's internal team. We are looking for someone who is available and engaged for the duration, not someone fitting this in around other commitments.

Proposals should identify the specific individual being put forward for this role. The caliber and availability of the named consultant will be a central factor in selection.