Role Description The Head of M&A is a critical executive role responsible for architecting and scaling Harbor’s inorganic growth engine. Reporting directly to the CEO, this leader will own end-to-end M&A performance—from origination through integration—while serving as a trusted partner to Harbor’s Board and financial sponsors. Success in this role requires strategic vision, disciplined execution, and the credibility to lead complex transactions in a high-growth, PE-backed professional services environment. As Head of M&A at Harbor, you will be the executive leader responsible for the overarching strategy and execution of Harbor’s M&A function. You will have primary responsibility for: - Deal origination, execution, and integration. - Owning and scaling Harbor’s inorganic growth engine as a core driver of enterprise value creation. - Translating Harbor’s strategic roadmap into a repeatable M&A motion spanning tuck-ins, strategic adjacencies, and transformational opportunities. You will lead a small team currently comprised of: - Two Senior Managers—one focused on pipeline development and deal execution and one focused on integration efforts. You’ll partner closely with your executive peers and the leadership teams in: - Delivery - Go-to-Market - Finance - Legal - Enterprise Operations This role is both strategic and operational—defining Harbor’s market approach while ensuring rigorous execution, healthy pipeline, and high-performance culture across all M&A motions. Time allocation will flex across origination, execution, and integration, with a primary focus on sustaining a high-quality pipeline and ensuring successful deal outcomes. You will have frequent interactions with Harbor’s Board of Directors and will work closely with Harbor’s financial sponsors, BayPine and Renovus. This is a remote position that can work from anywhere in the United States, with preference given to those candidates who can work from our Chicago, Illinois office headquarters. Qualifications - 10–15+ years of leadership experience in M&A, corporate development, private equity, or adjacent transaction-heavy roles. - Proven experience in buy-and-build / roll-up environments; track record of closing multiple deals annually. - Demonstrated success leading complex, multi-stakeholder transactions from origination through integration. - Strong financial acumen, including valuation, deal structuring, and investment committee communication. - Credibility with Boards, financial sponsors, and executive leadership teams. - Experience in professional services, IT services, verticalized technology-enabled services, or similarly complex delivery environments strongly preferred. - Experience working with private equity or operating in private equity-backed portfolio companies. - Demonstrated ability to build a strong network and develop relationships with executives, individual teams, and external stakeholders. - Understands individual behavioral traits and different personality types. - Strong negotiation, presentation, and writing skills. - Willingness to travel regularly across the U.S. and UK, including for diligence, management meetings, industry events, and Board engagement. - Driven, resilient, agile, creative, and bold when required. Requirements - Define and drive M&A strategy. - Architect and continuously evolve Harbor’s M&A strategy, encompassing deal origination, execution, and integration. - Align Harbor’s M&A strategy with the company’s 2030 strategic roadmap. - Partner with practice group leaders to build out Harbor capabilities consistent with long-run strategic objectives. - Shape inorganic growth thesis by defining priority targets across various sectors. - Evaluate build vs. buy vs. partner options. - Set and deliver performance targets across pipeline generation, LOIs signed, EBITDA acquired, entry valuation, and post-close performance. - Acquire ~$8M+ EBITDA annually through M&A. - Drive mix of deals across tuck-ins (~$2M EBITDA), mid-sized opportunities (~$5M EBITDA), and transformational opportunities. - Build a repeatable integration playbook aligned with prior success integrating multiple acquisitions. - Ensure post-close revenue and EBITDA meet or exceed underwriting case within 12–24 months. Benefits - Strategic leadership role—shape the future of Harbor’s growth strategy and M&A engine. - Compelling compensation—alignment with value creation outcomes combined with strong equity participation. - Collaborative executive team—work alongside experienced leaders across Strategy, Operations, Delivery, and Finance. - Flexible work environment—remote-first, with offices in Chicago and London. - Comprehensive benefits—competitive compensation, equity, unlimited PTO, and professional growth support. - Inclusive community—join a culture built on integrity, innovation, and shared success.

Deputy Acquisitions Editor Location: Falls Church, Virginia, United States Hybrid Editorial Full time Description The Deputy Editor-in-Chief (Acquisitions) is the driving force behind author outreach and acquisitions for the Acquisitions & Engagement Team. This leadership role is responsible for developing and executing targeted strategies to expand and diversify our author base, with a particular focus on acquiring high-quality content from contributors around the world. The Deputy EIC will use existing tools and develop new approaches to identify, engage, and onboard leading authors, ensuring our publications showcase a truly global perspective. This position acts as second-in-command, directly supervising the Associate Acquisitions Editor and acts on behalf of the Acquisitions & Engagement Editor-in-Chief as needed to ensure seamless operations and contributor engagement. ESSENTIAL DUTIES AND RESPONSIBILITIES: (Other duties may be assigned to meet editorial objectives.) - Leads Global Author Outreach: Designs and implements targeted outreach initiatives to recruit authors worldwide, prioritizing expansion into underrepresented regions and subject areas. - Drives Contributor Acquisition Strategy: Identifies coverage gaps and emerging issues, devises action plans to engage high-value authors, and ensures a robust pipeline of diverse voices. - Innovates Outreach Tools and Processes: Utilizes all available tools—and develops new ones as needed—to streamline and enhance author identification, onboarding, and engagement. - Optimizes Author Engagement and Relationships: Builds, maintains, and deepens relationships with current and prospective authors, acting as the primary ambassador for our author community. - Oversees Author Agreements and Payments: Manages all aspects of author agreements, including negotiation, execution, and coordination of compensation, working closely with editorial leadership and accounting. - Performance Metrics & Reporting: Establishes key performance indicators to track outreach effectiveness, author satisfaction, and content quality; uses analytics to inform strategy. - Supervises and Develops Staff: Directly manages the Acquisitions group, to include the Associate Acquistions Editor and possible other members, setting priorities, providing training, and supporting professional growth. In consultation with the Acquisitions and Engagement Editor in Chief, may hire, discipline, and if necessary, dismiss team members. - Improves Workflow and Infrastructure: Designs and refines workflows for submission intake, author management, and content processing to ensure efficiency and alignment with editorial goals. - Cross-Functional Collaboration: Serves as a liaison between Commentary, Editorial, and Accounting to align contributor management, payments, and content operations. - Special Projects & Initiatives: Directs acquisitions for special projects such as thematic issues, year-in-review features, and other strategic content initiatives. - Author Feedback & Issue Resolution: Maintains processes for collecting author feedback and resolving publication process issues to foster a positive contributor experience. - Acts as Deputy: Represents the Acquisitions & Engagement Editor-in-Chief as needed to ensure continuity and excellence in acquisitions operations. KNOWLEDGE & SKILLS: - Exceptional communication, networking, and relationship-building skills, which will be applicable in an international context as well - Innovative, strategic thinker with demonstrated ability to develop and execute global outreach plans - Strong organizational and project management skills - Ability to manage workflows, improve processes, and implement new tools - Analytical mindset with experience using data to drive decisions - Proficiency in Microsoft Office, Adobe Acrobat, Adobe Sign, and media analytics platforms required. Knowledge of Alfresco Share content management system a plus Requirements - J.D. required - 5+ years of experience in editorial, publishing, or a related field, preferably including global outreach and acquisitions - Experience supervising staff or managing editorial workflows preferred - Prior experience in tax publishing or practice a plus - Database management experience a plus Benefits - Health/Dental/Vision - 401K: Immediately vested - Tuition assistance - Qualified employer under the Public Service Loan Forgiveness program (PFSL) - Generous Paid Time Off - Dog-friendly office - Private gym onsite - Medical, Dental, Vision Insurance - Health Savings Account (HSA) - Flexible Spending Account (FSA) - Employee Assistance Program (EAP) - Life and AD&D Insurance - Disability Insurance - Pet Insurance - Tuition Assistance - Trade Publication/News Subscription Reimbursement - Exercise Room - Paid Holidays - Vacation and Sick Leave - Parental Leave Tax Analysts is an Equal Employment Opportunity Employer.

• You will own the entire recruiting function at Teaching Socials: from outbound sourcing to signed employment contract. • Active Sourcing & Talent Scouting: LinkedIn Recruiter, networks, communities, events. • Pipeline & First Contact: initial phone outreach, qualification calls, fit checks using scorecards. • Job Profiles & JD Writing: refine requirement profiles with hiring managers, write and optimize job postings. • Funnel Management: screening, shortlisting, coordinating and conducting interviews, case tasks, references. • Stakeholder Management: close coordination with hiring managers; clear next steps. • Distribution: posting on job boards and target-relevant channels; building and maintaining talent pools. • Reporting: weekly reports (sourcing activity, interviews, offers, time-to-fill, offer acceptance).

• Finding Candidates: Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements • Review of candidates who have applied via the Applicant Tracking System (ATS) • Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process • Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements • Source candidates via resume databases, search engine and networking sites using Boolean search language • Solicit and pursue referrals from business networks and/or internal referrals • Utilize Cielo’s proprietary software for mobile and email campaigning to talent communities • Engaging Candidates: Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.) • Articulate value proposition to candidates who are interested in the job opportunity • Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations • Ensure candidates are provided with timely updates concerning the status of their applications and interviews • Assessing Candidates: Draft and utilize phone interview templates appropriate to the job description • Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions • Issue skills testing as needed and evaluate results (if process dictates) • Review background and reference information (if process dictates) • Influencing the Hire: Keep candidates engaged throughout process, ensuring consistent communication on the status of the search • Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations • Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate • Service Excellence: Strict adherence to all regulations (OFCCP and all other compliance standards set forth) • Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times • Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts • Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders • Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.