Gamfi for sales · Module
A system for a distributed sales network – regions, branches and permissions in one structure
Gamfi mirrors your structure – head office, regions, branches and teams – with permissions that match each level. Targets, contests, messages, knowledge and calculations all stand on the same structure, so you describe it once. When the structure in the system drifts from the real network, a contest ends up in the old region, and an advisor's result lands in the wrong team.
You add a new unit, split a region and move a person in the configuration. We agree the scope of the first structure mapping during implementation.
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How it works
A sales structure can be complicated and it often changes. The platform mirrors it in the shape it actually takes at your company.
- 1
We mirror your structure
Head office, regions, branches, teams and companies in the group – in one tree, with no flattening of the network into a plain list.
- 2
Permissions follow the structure
A rep sees their own results, a manager their team, a director their region, head office the whole picture. Visibility follows the position, not a separate access list.
- 3
You target programmes by branch of the tree
A target, a contest, a message and a knowledge dose go to a region, a branch or a role. Results aggregate upward with no manual adding up.
- 4
You make structure changes yourselves
A new region, splitting a team, moving a person – in the configuration, with no need to order a change from the vendor.
More, because it is one system
In point-solution tools, structure is only there to group a leaderboard. Here it is the foundation the whole chain stands on, from target to payout.
One structure feeds all the programmes
Usually every tool has its own list of branches and its own roles: targets in one system, a contest in another, communication in a third, commissions in a spreadsheet. Every reorganisation then means four updates and four chances for things to drift apart. In Gamfi you describe the structure once, and targets, contests, messages, knowledge and calculations all draw on it.
Reorganisation fits inside the configuration
Splitting a region in Gamfi is done by the person who runs the programmes – it needs no change request to the vendor and no separate project. In territory and quota planning systems, the same task is usually run by an integrator, on a separate budget. The result stays assigned to the right people and units.
A structure that also handles the partner network
Your own network and the partner channel sit in one structure, with separate rules and separate settlement. Usually this needs a second tool for partners, and then nobody sees both networks side by side in one view.
See how Gamfi is used in sales networksCustomers →
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
The structure decides whether a target, a contest and a calculation reach the right people across the whole network.
A multi-level structure
- A tree of units: head office, regions, branches, teamswith no network layout forced on you upfront
- Several companies in one platforma corporate group with separation where it is needed
- Locations alongside unitsa store, branch or site as a team's place of work
- A position linking a role to a place in the structurejob family, level, profile
- A reporting line assigned to the positionchanging the person in a position does not require rebuilding the structure
Roles and scope of visibility
- Access roles configured per positionviewing rights and acting rights set separately
- A view for a higher-level managera director sees their regions, and the levels within them
- Cross-cutting groups independent of the treefor example, all premium advisors across three regions
- A group updated by filtermembership changes together with employee data
- A group locked for the duration of the programmemembership does not change while it is running
Changes during the year
- A new unit and a region split in the configurationintroduced by the person who runs the programmes
- Moving a person or a whole teamtogether with that person's track record
- A result assigned to a person and a unitchanging the assignment does not wipe out what the person has already done
- Bulk operations on the structurechanging the manager or the assignment for many people at once
- Importing structure and employees from a filean error report row by row, with no uploading blind
Programmes targeted by structure
- Targets and plans cascaded down the tree's branchregion, branch, team, person
- Contests and incentive programmes per unitseparate rules for different parts of the network
- Messages to a chosen part of the networkwith no need to send everything to everyone
- Knowledge and certification targeted by rolethe material is seen by the people it concerns
- Aggregating results up the structurea person's result feeds into the team, the region and the network
Your own network and the partner channel
- A partner network as a separate branch in the same structurewe set programme rules for each network separately; we discuss handling accounts for people from partner companies during implementation
Accounts, data and audit
- Company sign-in (SSO)configured by your IT, in the panel
- Automatic creation and closing of user accountsa new starter and a leaver handled by your own processes
- Sign-in without a company inboxan invitation by link or SMS for people without a mailbox
- An append-only log of structure changeswho changed an assignment and when, with no way to overwrite it
- Data stored in the European Unionhard separation of each organisation's data
Common questions
Open the one that applies to you.
We have a multi-level structure and a separate franchise network. Can this be mapped?
We mirror your own structure – head office, regions, branches and teams – in a tree of units, with no layout forced on you upfront. Accounts for people employed by a franchisee or a partner company are a separate matter, which we agree individually during implementation.
We reorganise twice a year. What happens to team results then?
You make a region split in the configuration, even mid-period. A result is recorded against the person and against the unit it was created in, so after a change of assignment an advisor's track record stays with them, and the old unit's result stays in its history.
Will a report for a closed quarter show the structure from that quarter, or today's structure?
A result is assigned to a person and a unit, so the track record stays with the right people. We do not promise reports today that reconstruct the entire structure as it stood on any given day in the past, and we agree how to calculate a period split by a reorganisation during implementation. We say this now because it is the first question controlling asks after a structure change.
Who sets up accounts for new people in the network?
You set up accounts by a bulk file import, or automatically, through company sign-in and user account automation on your IT's side. People without a company inbox – store advisors, field reps – get in via an invitation by link or SMS. We do not promise automatic creation of access groups today: that is a common compromise even among large vendors, and we would rather say so plainly.
We have several companies in the group. Is this one system or separate implementations?
One system. Several legal entities run on one platform, and separation stays where it is needed – in the data, in permissions, and in programme rules.
Will the structure connect to our HR system?
You enter structure and employee data by file import or through our API, which is designed for that; we connect company sign-in to your identity provider. We do not have ready-made connectors to specific HR systems today – we build that kind of integration as part of implementation.
We want a separate structure for sales targets and a separate one for permissions. Is that possible?
Today the structure rests on one organisational axis – company, unit, location – crossed with the role in a position. Groups and segments handle cross-cutting splits, working alongside the tree. We discuss two parallel hierarchies individually, depending on how your network is built.
Will a rep see the results of colleagues from another region?
Only if you set it up that way. Visibility follows the position in the structure, and you publish leaderboards and comparisons to a chosen group – the whole network, a region, or a group of positions.
What do you need from us to map the structure?
A file with a list of units and locations, a list of positions with a reporting line, and an identifier we use to recognise people – usually an HR code. The import accepts the file and returns an error report on the rows, so you see what does not match before uploading everything.
What does pricing depend on?
Several factors affect pricing: the number of people in the network, the complexity of the structure (the number of units and companies), and the scope of modules you build on this structure. We are happy to go through the details at a meeting and in further contact.