This document provides information for selling HR technology solutions. It discusses knowing your customers and competition, as well as having a clear sales plan. Key points include understanding what HR directors, CFOs, managers and employees want from an HR solution. It also outlines deal economics and pricing models. The document emphasizes targeting the SMB market and providing integrated solutions. It recommends keeping the sales approach simple and engaging in partnerships to help win deals.

1. Selling HR Technology
Know Your Customer.
Know Your Competition.
Know Your Plan.

2. Know Your Customer
HR Director CFO

3. Manager Employee
Know Your Customers’ Customers

4. Life in the Information Age
Select business uses are emerging…
• 64% own SmartPhones
• 19% rely on phones for
Internet access
• “I start and end my day
checking my iPhone…”
• Email, text, calls, and
social uses dominate

5. SmartPhone Traffic
Communication / Social Business

6. These Trends Will Continue…
The newly hired…. The newly retired….

7. A Day in the Life
Device usage varies by time of day…

8. Work-Life…. Overload
Work Life

9. The World of HR Technology
Clock in Enroll in benefits Complete
your review
Post a
position
Pull a document,
complete a workflow
Suite-based HR solution

10. HRIS-Payroll Integration (2014)

11. HRIS-Payroll Integration (2015)

12. What They Want (HR Director)
• Address a specific pain-point
• Compliance requirements
• Get rid of paper, manual processes
• “Look good” to Execs, Employees
• Stick to the budget
• Room to grow into functionality
HR Director

13. What They Want (CFO)
• HR Leader to be happy
• Access to robust reports
• If possible, one place to go for HR
• Stick to the budget
• Stick to next year’s budget
–Room to grow into functionality
CFO

14. What They Want (HR Director)
• Accurate paycheck
• The right benefits
• Easy to use time-keeping, PTO
• Less paper
• Pain-free reviews and workflows
• One place to go
Manager
Employee

15. The Devils You Know

16. The Devils You Don’t

17. • Lots of sizzle…
• Lots of people,
lots of chaos
(for now)
• Free – birds
(with BOR)
• Robust and
mature
• Strong sales,
struggle with
service
• Not afraid to
charge
Product
People
Pricing
Deals with the Devils

18. Deal Economics 101
Item Count Rate Annual Price
Payroll 300 checks,
$100 in fees
$1.75 x 12 months $7,500
HRIS 150 employees $5.00 x 12 months $9,000
Benefits n/a n/a $0
Total $16,500

19. Deal Economics 301- The Zenefits Effect
Item Count Rate Annual Price
Payroll 300 checks,
$100 in fees
$0 $0
HRIS 150 employees $0 $0
Benefits 120 eligible @ $5k 5% Commission $30,000
Total $30,000
A BOR Plan will be critical in 2016 and beyond

20. The SMB Market
• Small Business = <100
employees
• Medium Business= 100 to 1,000
employees

21. Target Market Convergence
Challenge of going
down-market
Challenge of
going up-market

22. Pitfalls
• Lack of client resources / focus
• Unrealistic expectations
– i.e., customizations
• Unwilling to change
• Owning the data
– Integration and sync
complications
Solutions
• Identify strong client point person,
phased-approach with “quick wins”
• Set realistic expectations, pick the
right prospects and clients
• Focus on goal, not on method
• Client point person needs to be
comfortable with data or have
resource that is
Common SMB Pitfalls and Solutions

23. HRIS Sales
• For every 100 demos…
– 20 wins
– 20 losses
– 60 “not todays”
• How to transition from a “nice to have” to a
“must have”?

24. Then and Now…
Sex sells…
Then
Compliance sells…
Now

25. How Infinity Can Help You Win
• Integrations with Millennium and Evolution
• Partner Program
• New features and initiatives:
– Advanced TLM
– ACA Compliance Tools
– EZPay front-end (Millennium)
– Integrations with Aurico and ZipRecruiter (ATS)

26. KISS
Keep
It
Simple
Stupid

27. A KISS Goodbye
Pilot with 2-3 of your best clients
Roll-out an ESS-only program
The sync– focus on payroll specialist
Identify your HRIS expert
Engage in our Partner Program

28. Questions?
You have a plan-- Time to get moving on this!