Turn low and mid performers
into top producers.
Coach the difference.
The mobile-first operating system for W2 sales teams in Payroll, Merchant Services, and Treasury Management. Built for sales leaders who need to know, not guess, what's happening in the field.
Lift the bottom and middle. Know what the team is doing.
Every sales leader carries two responsibilities: getting your low and mid performers to produce like your top reps, and ensuring the rest of the team is doing the work that justifies their salary. The platform addresses both.
Your low and mid performers could close like your top reps, with the right structure.
For the reps who haven't broken through yet, the right tooling is the difference between 60% attainment and 90%.
- Low performers stuck below quota because they lack the cadence and discipline your top reps run on instinct
- Mid performers whose ramp is slow because they're working without the structure that makes top reps consistent
- Coaching guesswork, managers know what top reps do differently, but can't replicate it across the team
- Quota attainment that depends on a few heroes carrying the team's number while the rest plateau
- Territory coverage that's left to the rep's discretion, with no visibility on what's actually being worked
Accountability · Know what the team is doing
You're paying their salaries. You should know they're earning them.
For the reps who aren't doing the work, you need to know in 30 days, not three months from now at quota review.
- Activity that's invisible until quota review, by then it's three months too late to coach or correct
- Underperformers carried for months at $100K+ fully-loaded cost, draining the team's overall economics
- Pipeline metrics that look fine until the deals don't close, because the activity behind them was thin
- Territory coverage you have to trust without verification, no way to know who's actually in the field
- Rep churn that's expensive ($50K+ to replace), but harder to prevent without leading indicators
Two ROI cases. Both defensible.
A 20-rep sales team at $100K fully-loaded cost per rep is a $2M annual investment. The platform pays for itself in two independent ways, and most buyers see both effects in the same year.
For illustration purposes only.
Productivity case
If you lift attainment 10%, here's what it's worth.
| 20 reps × $500K quota | $10M quota plan |
| Current attainment: ~80% | $8M actual |
| Target attainment: ~90% | $9M actual |
| Incremental revenue | $1M |
| Platform cost (20 × $59/mo × 12) | $14,160 |
Loss prevention case
If you catch one underperformer faster, here's what it's worth.
| Underperformer rate (industry) | 15–20% |
| Fully-loaded cost per rep | $100K+ |
| Cost of carrying 1 yr vs. 30 days | $92K |
| Platform cost (20 × $59/mo × 12) | $14,160 |
| Net savings from one cycle | $77,840 |
Most sales orgs see both effects in the same year. The two arguments compound, they don't compete.
One platform. Three industry configurations.
The platform adapts to your vertical, qualification fields, partner workflows, and pipeline stages tailored to how your industry actually sells.
Payroll W2 teams
Payroll Services
Manage referral partner networks, track payroll-specific qualification fields, run a partner portal alongside your direct sales motion.
Merchant W2 teams
Merchant Services
Find merchant prospects via location intelligence, track current-processor and effective-rate qualifying fields, integrate with statement-secured workflow.
Treasury W2 teams
Treasury Management
Coordinate with banking partners, manage long sales cycles with multi-stakeholder pipelines, track complex qualification across treasury product lines.
See what your team is actually doing.
A 30-minute conversation. Your team size, your current attainment, your vertical. We'll show you exactly what the platform looks like deployed to your sales force.