Human Resources (HR) Due Diligence: This checks out the workforce of the target company—things like pay and benefits, employment contracts, and HR policies. HR due diligence assesses the talent and leadership within the company, considering if they might face cultural integration issues after the merger or if they could turn into an HR headache (like having big employment liability risks).

IT Due Diligence: Assessing the IT elements is a key part of figuring out the potential risks, costs, and issues that could arise with merging IT systems. This helps spot any changes or capital expenses needed to align the IT systems with the vision of the combined company.

Tax Due Diligence: This checks how well the target company follows tax laws, examines its tax setup, and looks at any potential tax liabilities or benefits.

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