White-Glove vs. DIY: Choosing the Right Compensation Management Software Implementation Model

💡 Optimize Your Compensation Planning Software Setup for Maximum Efficiency

When evaluating compensation management software, one of the biggest decisions is how to implement it. Should you choose a white-glove setup, where the vendor does the heavy lifting? Or go for a DIY (do-it-yourself) approach, where you get full control?

The right choice depends on your HR team's needs, software complexity, and flexibility requirements. Let’s break down both implementation models and the key questions to ask before making a decision.

1️⃣ White-Glove Implementation: Hands-Off, but at What Cost?

A white-glove onboarding model means the software vendor handles the implementation, configuration, and initial setup. This approach is ideal if:
- The software requires technical knowledge to configure.
- Your compensation planning process is stable and doesn’t change frequently.
- You have limited HR tech resources to manage setup internally.

🚨 Potential Drawbacks:

• Limited flexibility: You may have to wait for the vendor to make changes.
• Longer turnaround times: Adjustments might take days or weeks.
• Extra costs: Some platforms charge for modifications beyond the initial setup.

🔹 🛠️ Key Questions to Ask a Vendor Offering White-Glove Support:
- How long does the initial implementation take?
- What’s the turnaround time for requested changes post-implementation?
- Are there extra costs for modifying the setup after launch?
- Who will be providing support—an expert or a general customer rep?

2️⃣ DIY Implementation: More Control, More Responsibility

A DIY approach allows you to configure the compensation planning tool yourself. This model works best if:
- Your company has a complex or evolving compensation structure.
- You need real-time access to make adjustments quickly.
- You prefer to test configurations before going live.

The biggest risk? Some platforms are too rigid, forcing HR teams back to spreadsheets when the software doesn’t meet their needs.

🔹 🛠️ Key Questions to Ask a Vendor Offering DIY Configuration:
- Is there a sandbox environment to test configurations before committing?
- What is the typical implementation timeline?
- What level of customer support is available if we need assistance?

Which Implementation Model is Right for You?

Choosing between white-glove and DIY depends on how much control you need and how much time your HR team can dedicate to setup. Ideally, a compensation management platform should be:
- Flexible enough to adapt to your unique compensation cycles.
- User-friendly so HR managers don’t rely on vendors for minor changes.
- Backed by expert support for complex edge cases.

At Aeqium, we designed our compensation planning software to be as flexible and intuitive as spreadsheets, while offering an A+ support team to help when needed.

💡 Want to see how Aeqium combines ease of use with top-tier support?
👉 Book a demo today!

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