Case Studies
Part 2: Systems Implementation
Engagement: 9-week implementation | Enterprise SaaS
Services: Incentive compensation management vendor evaluation, implementation support, user acceptance testing methodology development, change management
Written by
Matt Haller
This is Part 2 of a two-part case study. Part 1 covers the strategic foundation: how RevEng diagnosed structural misalignment across roles, territories, and incentive design, then built the compensation architecture, career framework, and governance model that informed the systems work described below.
Having established the strategic foundation (unified plan structures, role architecture, governance, and legal documentation), the client now needed to bring those decisions to life inside an incentive compensation management platform. The core challenge was executing a system migration and a plan rollout at the same time, with no existing baseline to validate against.
The legacy system had been functional but deeply limited. Plans were built on individual commission rates, which meant every departure or quota change compounded the administrative burden. Monthly performance periods added further complexity, creating a constant cycle of quota setting and data management. The system itself had plenty of data, but it was buried under layers of navigation and cluttered transaction views that made it nearly impossible for reps to understand how they were being paid.
Migrating to a new incentive compensation management platform and rolling out new plans at the same time meant there was no stable baseline to validate against, a situation that stops most organizations in their tracks.
Incentive compensation management vendor evaluation through the RevEng Partner Network
RevEng activated its partner network to bring multiple vendors to the table for evaluation. The client selected a platform based on its spreadsheet-based interface and the flexibility it offered to control modeling and administration in-house going forward.
Parallel plan rollout and system implementation
With new plans being loaded at the same time as the system migration, there was no existing baseline to validate against. RevEng developed a three-phase user acceptance testing methodology specifically for this scenario: first validating at the transaction level (record counts, total values), then at the rep level (individual payout calculations), and finally through end-user statement review. This approach allowed the team to build confidence systematically, even without a parallel processing environment.
Implementation readiness
Typical incentive compensation management implementations get derailed when the implementation partner raises a policy question the client has not resolved. Internal debate consumes weeks, the go-live date slips, and costs climb. RevEng eliminated this risk entirely. Because the compensation program was fully designed before the build began (as described in Part 1), the client walked into implementation with clear policies and documented decisions. When questions arose, RevEng served as the translation layer between the client and the implementation partner, keeping the project moving without delays.
Zero payout discrepancies at launch.
The three-phase user acceptance testing methodology validated every calculation before go-live. Wave 1 launched with four plans, followed by the remaining eight plans weeks later, all with zero variance.
Full transformation in under five months.
From assessment kickoff to system go-live, the entire engagement was completed in approximately seventeen weeks, a fraction of the typical timeline for programs of this scope.
No implementation delays.
Because the compensation program was fully designed before the build began, the implementation partner never waited on policy decisions. The client described it as one of the smoothest system rollouts they had experienced.
Improved rep experience and trust.
The new system replaced cluttered, inaccessible data with clear statements and intuitive navigation, rebuilding confidence in how pay is calculated and communicated.