Senior Incentive Compensation System Administrator

• We currently pay $25K annually for external support. While the model works for task specific work we lose the continuity of someone understanding our tool AND process as well as having a technical resource on hand to talk through anomalies and unusual circumstances which sometimes are leading indicators or larger issues.

• This year, we paid $50K for a one-time project that could have been accomplished internally by a dedicated specialist. We expect further development and improvement opportunities which may not be realized due to understanding, time, and resource availabilty

• Hiring an in-house specialist would significantly reduce reliance on third-party vendors, providing long-term cost savings and faster turnaround times. Knowledge transfer between 3rd party support resources creates challenges and inefficiencies as we have to educate new support resources and don’t have a say in who is assigned to our account.

• Our compensation team is not overly technical and stretched thin, as they must balance commission processing, inquiries, and issue investigations while also attempting to develop solutions without deep expertise in Xactly.

• This dual responsibility creates opportunity costs, preventing them from focusing on their core roles and ensuring timely, accurate commission processing.

• Due to the lack of structured development processes (e.g., proper requirement gathering and testing), errors occur that impact commission accuracy and reporting.

• An in-house specialist would implement best practices for development, ensuring fewer errors and improving system reliability.

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