Most integration business cases fall apart before reaching finance. You’ve already chosen to buy instead of build. Engineering costs are too high, maintenance is endless, and you need market coverage faster than your team can deliver. But when it's time to secure budget, the business case breaks down. Why? Because integrations span multiple departments, making it hard to assign a single ROI number that gets approved. 1️⃣ Start with blocked pipeline. How many deals are stalled because you don’t support a prospect’s payroll system? What’s the total contract value tied up? 2️⃣ Consider marketplace exposure. With the right integrations, which partner directories could list your app? How many new leads would that generate? 3️⃣ Quantify coverage gaps. How many more deals could you close with broader system support? What expansion opportunities with current customers are out of reach? 4️⃣ Measure time-to-revenue. If onboarding takes weeks today but could take minutes with better integrations, how much sooner could you recognize revenue? Most teams stop at engineering cost savings. That’s not enough. You need a full ROI model across revenue, engineering, and operations. Assign dollar values to each: ▪️ Lost deals from missing integrations ▪️ Partnership revenue potential ▪️ Expansion opportunities with current customers ▪️ Faster revenue recognition from faster onboarding ▪️ Engineering hours redirected to core product ▪️ Reduced operational headcount When you quantify impact across all three areas, the business case becomes undeniable. Our buyer’s guide walks through the full framework for evaluating HR and payroll integration vendors. It includes the key questions to ask and metrics to track. You’ll also get a free RFP template to speed up your selection process. ➡️ Get the guide (+ free RFP template) here: https://lnkd.in/eVuJ5cAs