Upper management seems to not care about getting quality talent - if they cared, then my post would be clear with that thought.
Human Resources has been horrible in their handling of relocations and hiring qualified personnel; this may be due in part to Executive Leaderships dismal handling of the merger process (e.g., lack of constant communication to all employees within vertical, repeatedly bad salary/relocation packages distributed out to the same employees causing low morale/high concerns for those willing to relocate, employees held from other internal opportunities even if simply relocating under the same position, etc) .
The issues listed above are not difficult to avoid, even in a large merger such as this one, but it must be approached with patience and extreme clarity by Executive Leadership and their middle management.
An external HR/Recruiting agency should have been brought in immediately during the tale end of the business merger process to understand the post-merger company and therefore assist in the relocation and hiring process... There are other concerns that needed to be addressed to allow the merger to go better than it has, but its too much to include here.
Executive Leadership are not willing to detail the entire bonus structure until 2018 which is odd and a huge concern for those who had a bonus structure pre-merger!
