Full Sail Partners Blog

Sarah Gonnella

Recent Posts

Know the Real Facts About Upgrading from Deltek Vision to Deltek Vantagepoint: Dispelling the Misconceptions

Posted by Sarah Gonnella on Wed, Nov 13, 2019 @ 11:40 AM


As a Deltek representative, we have heard all kinds of misconceptions about Deltek Vantagepoint. Despite our monthly newsletters, webinar series, and continued communication, we are still speaking to firms that are confused or have been advised incorrect information about transitioning from Vision to Vantagepoint. Most are honest mistakes conveyed by all kinds of people. However, many of these "untruths" are coming from competitors spreading incorrect rumors so they can take advantage of your firm and convince you to leave Deltek.

We need your help! Please send this blog to everyone at your firm. Share it with user groups you are involved with and other firms you know use Deltek Vision. Below are the real facts about upgrading from Deltek Vision to Deltek Vantagepoint. Please help us to dispel the misconceptions.

What is Deltek Vantagepoint?

  • Deltek's reimagined flagship project-based solution for architects, engineers, and other professional services businesses.
  • Designed to help you manage the entire project lifecycle better than before.
  • This new solution is the culmination of the acceleration to iAccess and is based on feedback from our customers over the past 10 years.
  • An intuitive, powerful solution that puts your people and projects at the center of your business so you can be more efficient, productive and profitable.

For executives or employees wanting to view the upcoming changes, we recommend checking out this webinar: Deltek Vantagepoint - The Best All In One Package. The webinar reviews the top 10 new features of Deltek Vantagepoint, how to access the Readiness Portal and provides guidance on next steps.

Dispelling the Misconceptions about Deltek Vantagepoint

Q: Is Deltek Vantagepoint a new product?

A: It is a continuation of the Vision product. Think Vision 10!

Q: Will our firm need to repurchase to move to Deltek Vantagepoint?

A: No! As long as you are current on maintenance.

Q: How long will Deltek Vision continue to be supported?

A: Through at least 2022. We want to emphasize the "at least" part.

Q: In order to get Deltek Vantagepoint do I have to move to the cloud?

A: No! However, it might make sense so reach out to your account manager if you are interested.

Q: Will Deltek Vantagepoint be available on-premise?

A: Yes!

Q: Will Deltek Vantagepoint require me to migrate my data?

A: No! Your data will move over. There are some considerations if you have repurposed any info centers.  

Q: Will all of my user defined fields and user defined info centers move over?

A:  Yes!

Q: Will Vantagepoint contain the exact functionality as Vision 7.6?

A: No. The product is being reimagined and improved. There are certain areas that will not move forward. Please see that section below.

Q: Can my firm request to upgrade to Deltek Vantagepoint and move next week?

A: We do not recommend that. There are considerations that need to be made. We highly recommend reviewing the checklist on the Readiness Portal and viewing our webinar series first.

What Are My Options on Getting a Vantagepoint Test Environment?

For firms that are seeking to obtain a Vantagepoint test environment, the answer to this question depends on your current deployment method. Below are the options:

  • We are hosted by Deltek Cloud: If your firm is on the Deltek cloud, submit a case to Deltek letting them know you would like to have a test environment set-up for Vantagepoint. This does require further steps that Deltek will convey to you.
  • We are hosted by Full Sail Partners: If your firm is hosted by Full Sail Partners, your Primary Contact should have received an email on Wednesday, September 18th outlining when test environment requests can be made and how long those test environments will be made available. If you did not receive the email, email hosting.
  • We are hosted by an external hosting provider: If your firm is hosted by an external hosting provider, request that your provider set-up a test environment. If they have not set-up a Vantagepoint environment before, then we recommend you reach out to Full Sail Partners or your partner of record. It might make sense to consider moving to Deltek's cloud, hosting permanently with Full Sail Partners, or utilizing Full Sail Partners' transition hosting service. Contact us if you are interested in any of these options.
  • We manage our own environment: If your firm manages your own environment, request that your IT staff provide you a test environment. If they have not set-up an environment before, then we recommend you reach out to Full Sail Partners or your partner of record. It might make sense to consider moving to Deltek's cloud, hosting permanently with Full Sail Partners, or utilizing Full Sail Partners' transition hosting service. Our IT Consultants can also provide consulting services to assist your IT staff. Contact us if you are interested in any of these options.

Keep in mind, the upgrade to Deltek Vantagepoint requires a new install and has new installment requirements. For on-premise clients, please check out our past webinar: Is Your Firm Technically Prepared for Deltek Vantagepoint.

Who Do I Contact?

If your firm is seeking assistance with upgrading to Vantagepoint, our team is here to help. Check out our Vantagepoint Upgrade Review and Recommendation Program. Additionally, here are other resources to know.    

  • If you need any help accessing the portal, please e-mail DeltekUniversity (at) Deltek.com.
  • If you have any questions about the content in the portal, please e-mail Vantagepoint (at) Deltek.com.
  • If you have any questions about your preview or live Deltek software, please contact Deltek Customer Care https://deltek.custhelp.com/.
  • If you need assistance with your upgrade, contact us or your partner of record.

Deltek Vantagepoint Resources

Make sure to check out our webinar series about preparing for the upgrade to Deltek Vantagepoint. In this series, our team of consultants cover a variety of topics such as technical requirements, resource planning and project management, new CRM functions, and the improved accounting interface. This webinar series page also includes demonstrations of Deltek Vantagepoint. If you prefer to read about the enhancements, check out all the articles we have posted about the enhancements Vantagepoint offers to firms that upgrade from Vision!

New call-to-action

Topics: Support, Technology Solutions, Deltek Talent, Deltek Vantagepoint

Full Sail Partners Introduces New Corporate Dress Code for Team Unification

Posted by Sarah Gonnella on Mon, Apr 01, 2019 @ 09:30 AM

We get it! Working remotely, far from coworkers and isolated, can make for tough work attire choices. Well you spoke, and we listened! In our ongoing attempts to unify, team build and reduce decision fatigue, we are proud to announce our new corporate dress code. Introducing the universal, one-size-fits-all-in-wonderful, versatile, and fashionable Full Sail Partners' Speedsuit!


Perfect for:

Working from home!


Working with clients!




And leisure.


The Full Sail Partners’ Speedsuit is machine washable, wrinkle, stain, and odor resistant to accommodate any lifestyle. The official Full Sail Partners cap is the perfect accessory for bad hair days whether you’ve just gotten up or not slept for 3 days. We’ve got you covered! Together, the Full Sail Partners uniform will be a key lynchpin to success.

But wait, there is more! Clients can get their own Full Sail Partners speedsuit to show your support. Contact us now for more details.


Topics: Tips

Always Be Recruiting – Ways to Find and Nurture Candidates

Posted by Sarah Gonnella on Wed, Nov 21, 2018 @ 03:49 PM


Firms complain that there aren’t enough candidates when a job opening needs to be filled yet many firms aren’t taking the necessary steps to ensure they have candidates in the hopper when a position opens. Do projects just fall out of the sky? Ok, maybe on a rare occasion, but most of the time you must nurture relationships in order to be considered for a project pursuit. Recruiting should be looked at in the same way. A great way to find the best fit for your firm is to identify potential candidates before a position opens and develop these relationships.

Finding Potential Candidates

Recruiting should involve more than just your HR department and executives. Just like marketing and business development, recruiting should be something all staff members do. Some firms have found that having a referral process can be a great way to encourage employees to share the news, but even more important is letting your employees know to keep their eyes out for anyone that might fit the firm’s corporate culture and have skills needed within the company. The best recruiters leverage their staff within the company to help them do their jobs. Here are places employees can find potential new recruits: 

  • Social and informal connections happen all the time and staff can use these interactions as informal recruiting sessions. Potential recruits can come from current projects, partners, vendors, neighbors, and social events. Asking the right questions can provide you with a plethora of information regarding whether any of the people you deal with would be good matches for your firm.
  • Conferences and networking events are also convenient places to meet potential candidates. Conferences and association networking events are specifically geared for your industry. Sometimes individuals you meet might be great teaming partners or they might be just what you are looking for if a position comes available. Collect those business cards and ask some deeper questions about their jobs and you have a talent pool without having to officially recruit.
  • Social media is another easy way to recruit for candidates. Whether you tweet or connect with others via LinkedIn, there are a variety of ways to find qualified people that fit with your company culture. Just keep in mind what skills you are looking for on a consistent basis, and you will have plenty of options in the world of social media.
  • Job fairs, of course, are also appropriate places to find potential candidates. Even without an open position available at your firm, people at job fairs are looking to find where they fit in so when something does come up with your firm you have options. Simply gather names and resumes and you will get an immediate talent pool, or better yet, send them to your website to upload their information into your Talent system. 

Nurture Those Potential Candidates

In the Deltek Clarity report, project-based firms stated that their top challenge was finding qualified talent. I would beg to differ since talent is always around you and most likely available if you nurture the relationships. I suspect your challenge is just not identifying the talent when you come across it. 

Once you find potential candidates, it’s important to capture their information so you can pull from a talent pool. Using the Deltek Talent Acquisition system, recruiters and managers can quickly add resumes to talent pools allowing you to access your potential candidates by categories when a position opens. These talent pools allow you to keep lists of candidates with specific requirements or needs. 

We know great Project Managers or Marketing Coordinators are hard to find so you could tag potential candidates as you come across them. Instead of waiting until the position needs to be filled to start your search, with talent pools you can quickly send a templated email asking candidates you have met in the past, that have been pre-qualified, to submit for an opening. Imagine how much easier and quicker recruiting can be by taking a more proactive versus reactive approach.

Improve Hiring Efficiency

For project centric businesses, people are your competitive advantage. Ensuring solid talent management best practices within the business means assuring you can find the talent quicker than your competition. See how Deltek Talent can improve your employee hiring process.

Talent Acquisition 

Topics: HR, Deltek Talent

How to Attract and Keep Great Employees Throughout the Employee Journey

Posted by Sarah Gonnella on Thu, Mar 15, 2018 @ 12:23 PM

TalentIf I were to ask you which is more important to a successful business, the employee or the client, what would you answer? It's a tough call and either choice could be right depending on your circumstance. However, I would argue the employee is more important to ensuring a company is successful because great employees attract and keep great clients. So then why aren’t we investing more in our employees, and more importantly, how do we attract and keep great employees? The answer lies in mapping the employee journey.

To understand the employee journey and the imprint your firm is making, we will look at five key steps along the path of an employee.

  • It all begins with awareness or the knowledge or perception of a situation or fact. The key word being perception. How do candidates perceive you? Perception of a potential candidate can come from many sources:

    • Knowing an employee
    • Speaking to your clients or vendors
    • Articles and information disseminated by your firm
    • Research on the internet
    • Your website and social media pages

All of these are related to your brand. Brand awareness is equally important for HR to comprehend. A simple way to start to understand your brand is to ask exemplary employees: What did you know about our company before you interviewed and what made you choose us? This question can give you insight into your brand and what to do more of to ensure you know employee perception and the source of that info.  

  • The interview phase is another area that creates an impression. Not only for those you hire, but those you don’t. There are resources like Glassdoor that provide potential candidates insight on what the interview process is like and what it’s like to work at the firm. Do you know what is being said about your firm? The interview phase should give a candidate a sense of what it would be like to work for the firm and what will be expected. Recruiting and interviews are also a great time to build your network. You never know where the best candidate or client might come from. Even if you decide this person is not the candidate for this position, think about these things:

    • Could they fit another current or future position?
    • Do you know another position outside of your company?
    • Is this a person that could be great for networking?
    • Did you leave a positive impression while telling them they didn’t get the position?

  • The on-boarding phase can say a lot about a company. Firms that don’t have a formal process may find employees quickly leaving. Employees want their own manager to take charge, not HR. Firms should still be focused on recruiting an employee even after hiring. Additionally, on-boarding isn’t completed within the first week or even month of hire. Here are some things to think about when developing your on-boarding program:
    • Do you have a checklist for your onboarding?
    • Does the new hire have a place to sit and a computer to work on?
    • Is the hiring manager there on the employee’s first day?
    • Who are the mentors to train this new hire?
    • Who is responsible for reviewing company policy items, i.e. Timesheets, Expenses, Social Media, 401k, Healthcare, etc.
    • Do you have 3, 6 and 9-month goals and expectations outlined?
    • If local, who takes them on a tour and welcomes them?

  • The retention phase is the most vital stage for both the employee and the company. The relationship between an employee and employer will have its ups and downs, but continuous feedback and formal reviews will ensure everyone is on the same page. The needs of both the employee and employer must be balanced. Establishing goals, offering feedback and discussing a career path provide multiple benefits to the organization:
    • Decreases turnover
    • Increases employee loyalty
    • Increases employee referral
    • Differentiates the firm from competition
    • Creates a more engaged company culture
  • The exit phase is not a phase that many companies plan for, but firms should have a process in place for when an employee leaves. Just like onboarding, your firm should have a checklist. How will you transition clients, projects and job duties? Capturing institutional knowledge and minimizing single points of failure can be critical to the success of the firm. Lastly, remember that an exiting employee could become a client, vendor, or maybe even return to your firm, so be sure to keep the line of communication open.

The entire employee journey with your firm should be as positive as possible. Each of the five key phases is significant to ensuring your firm is perceived well by employees. Creating a good impression of your firm is essential to attract and retain the best employees. Check out our webinar to learn more about how your firm can increase its HR effectiveness by properly marketing itself.

Talent Management

Topics: Employees, Deltek Talent

The Importance of Being Efficient: Using an Automated Talent Acquisition System

Posted by Sarah Gonnella on Wed, Nov 29, 2017 @ 11:00 AM

Talent Acquisition Automation Gone are the days where human resources (HR) professionals simply focused on just filling staff requisitions. Today’s HR professionals are looking to build relationships which will impact their organization’s bottom line. With this in mind, they must successfully compete for and win the best talent which fits the needs of their firms. The talent acquisition team can boost the efficiency of both the recruitment and on-boarding of this talent using an automated system.

9 Talent Acquisition Processes that are Improved Using an Automated System 

  1. Standardized Job Descriptions | Having standardized job descriptions that can be automatically pulled into a requisition allows HR professionals to immediately begin finding qualified candidates. Establishing standardized job descriptions also sets skills requirements, job expectations, and success measurement. 
  2. Requisition Request and Approval | Automating the requisition and approval process ensures the team knows about a new hire request. This process also gives team members one last opportunity to evaluate the job description and provides tracking for the position moving forward.
  3. Write Once, Share Often | One of the biggest benefits of an automated talent system is the ability to share the job request in multiple locations without duplicating efforts. HR professionals can now streamline the publishing process by posting the position on the firm website, job boards, and social media, while enabling employees to share via their social networks. 
  4. One Place for Qualified Candidate Pool | A talent acquisition system ensures candidate submissions go into one centralized location. When candidates submit their resumes online, their information is associated to the requisition and can also be assigned to future pools for searching. No more excel spreadsheets needed nor keeping up with random emails and submissions from various locations. 
  5. Quick Candidate Notifications | Letting a candidate know his application was received and is being reviewed can make a positive impression. Even if a candidate doesn’t fit this position, he may fit a future position. The ability to send quick notifications to multiple candidates streamlines the recruitment process because candidate contact is automatically maintained. 
  6. Standardized Letters | Standardized letters (offer, decline, interview, etc.) allow HR to respond automatically to all candidates. These letters are significant to the candidate experience, and the automatic response reduces the work it would take to individually contact each candidate.
  7. Electronic Forms and Checklists | Reducing the amount of physical paperwork needed throughout the application and onboarding process is necessary for efficiency. Electronic forms and checklists make sure all necessary information is gathered, and that the process is seamless. 
  8. Internal Notifications | The first week of a new hire is the most important time to make a good impression. Automated internal notifications keep everyone involved with the new hire in the loop, so no one drops the ball.
  9. Let It Flow | The beauty of an automated talent acquisition process is that the flow of information eliminates duplicate entry. Once the candidate enters his information on the job application, it continues to flow through to the on-boarding process thus reducing manual entry. 

Automate Your Talent Acquisition Process 

Every HR professional wants to find and match the right candidates to open positions as quickly as possible. However, they also want the candidate experience to be a positive one for lasting relationships. Having an efficient talent acquisition process can improve new hire readiness and decrease time to revenue, while keeping the candidate experience in mind. Is your firm ready for an automated system?


Talent Acquisition

Topics: Technology Solutions, HR

6 Key Statistics that Fuel the Competition for Talent Management

Posted by Sarah Gonnella on Wed, Mar 15, 2017 @ 10:30 AM

Organizations with antiquated talent management philosophies will struggle to attract, nurture and retain top talent in 2017. Many HR teams make the common mistake of having decentralized or ineffective systems and processes. This infographic illustrates six key statistics that demonstrate why HR teams can no longer be reactionary and should evaluate their talent management processes and systems.


Learn More about the Challenges of Talent Management

Interested in learning more about how to overcome the increased competition for talent in 2017? Join our webinar where we will discuss how HR can overcome the top five challenges with talent acquisition.

Talent Acquisition

Topics: HR

The Truth Behind Why Your CRM System Sucks!

Posted by Sarah Gonnella on Wed, Feb 01, 2017 @ 10:30 AM

CRM“I can’t find anything in our CRM system.”

“Our CRM system isn’t user friendly.”

“Our CRM system doesn’t provide me the data I need.”

The statements above can apply to any Client Relationship Management (CRM) system. Yep, you heard me right. These comments are shared with me daily by prospects and clients alike. These complaints may seem valid, but the truth behind why your CRM system sucks is much harder to swallow and admit. Deep down inside, you know the real reasons. Today I’m going to share with you why your CRM system doesn’t work and what you can do about it.

The main reason why CRM implementations usually fail isn’t because of the system, it’s because of you. I told you this was going to be hard to swallow. A CRM system is meant to provide a place to house all of the important information about your clients and opportunities. However, many firms purchase a CRM system thinking it will miraculously do the work for them with no effort required. 

A CRM system can work for you, but not if you haven’t set it up or implemented it with forethought. More importantly, it can’t work for you if you don’t actually touch or use it. So stop pointing your finger at the CRM system and placing the blame. As the saying goes, when you point one finger, there are three fingers pointing back at you. 

If you want a successful CRM implementation, here are some things to consider. 

Stop Focusing on the Wrong Things about Your CRM 

Your CRM system should focus on a few reports to make sure sales people are generating business for your firm. Each of those reports need to be automatically sent to you at the same time every week, month or quarter. As a Sales Manager, you need to know: 

  1. Do we have enough pipeline?
  2. What opportunities require follow-up?
  3. How are we getting new deals?
  4. Why are we losing deals?
  5. Who previously spoke with the client?

No system in the world can save you if you haven’t set up a way of monitoring these core activities. No bells and whistles of a new system will accomplish this essential task. Stop whining and making excuses. The fact is, if you don’t have these key reports, you haven’t established your processes. Take a step back and identify what really matters first.

Whip It! Whip it Good!

Every system needs someone dedicated to managing it. In the AEC industry, QA/QC is a must with projects to avoid potential failure. Your CRM system is no different. Make sure each area of the system has someone that “owns” it to ensure there is integrity with the data. Give these people some whipping power! Management must stand behind them, it is expected that everyone will update their own clients, contacts and opportunities. Above all, these system “owners” should know the system inside and out and take full responsibility for its success.

Making Excuses, Excuses, Excuses

Firms that are successful at CRM make it a part of their culture. It’s not an option to use the system, but rather a requirement. Don’t let excuses stop your team from using the system. Provide them training and support to learn the system and expect in return that employees use the system as designed. Anyone can find a reason why they can’t or won’t. However, accepting excuses won’t provide your firm the information needed to make informed decisions about sales pursuits.

Don’t Let Your CRM Suck

So what are you going to do? Are you going to keep making excuses and blaming the system or are you going to take the necessary steps to whip your system into shape? We at Full Sail Partners are available to help firms successfully implement their CRM. We expect all of our employees to practice what we preach and will work hard with you to ensure that your CRM no longer sucks.

Deltek Vision Navigational Analysis


Topics: CRM, Deltek Vision

Ten Traits of a Great Seller

Posted by Sarah Gonnella on Wed, Sep 21, 2016 @ 11:34 AM


Traits_of_a_Good_Seller_2.pngSales is a tough industry where success is measured by attaining goals and quotas. So why are some sales people more successful than others? The reality is, selling and buying are not completely an intellectual process and actually requires building an emotional relationship. In order for you to be a great seller, several of these personality traits should characterize you.

  1. Visionary – Seeing the future and the big picture is a key to being successful in sales. More importantly, they do not allow where they are today to determine where they are going in the future.
  2. Ambitious – Top sellers have personal drive and don’t wait for someone else to tell them to do something. They know there is no time to wait for the next opportunity to come along, but that they need to be actively seeking more opportunities.
  3. Enthusiastic – It’s hard to sell anything if you’re not excited about the product. In fact, there might be some situations where your product is inferior to the competition. But if you’re more passionate about your product it’s more likely the buyer is going to be convinced to purchase from you.
  4. Persistence – The length of a sales cycle is different for every product and other outside factors such as under-motivated decision makers. Top sellers are tenacious. They know how to stay top-of-mind with decision makers so that when they finally decide to move forward, they’re there to close the deal.
  5. Conscientious – This is a personality trait used to describe a person that is efficient and well organized. Conscientious sales people are also motivated and able to keep moving forward after facing rejection.
  6. Active Listener – It’s hard to know the challenges a client faces without them explaining them. An active listener helps drive the conversation so everyone involved is able to come to a mutual understanding about the challenge at hand. Therefore, great salespeople take the time to understand the challenge from the client’s perspective. They stay focused on the conversation and make notes  
  7. Ask the Right Questions – There’s always multiple ways to ask a question, but choosing the right wording is critical to getting the right answer. “How’s business going?” will get a simple answer. Whereas, “What’s your biggest challenge this year?” can create a conversation.
  8. Problem Solvers – Sales people are often called solution engineers and for good purpose. Sellers need to know how their product solves the problem or problems the client is facing. Additionally, they need to be able to demonstrate how the solution can solve a problem.
  9. Assertive – When going through the sales process, sales people can become passive or overly aggressive. This is a huge mistake and can quickly dissuade a prospect. Assertive sales people use conversation to understand what’s going on so they know how to properly approach the situation to keep the sale process moving forward.
  10. Create Value – There’s common saying about gifted sales peoples, “he/she could sell ice to an Eskimo.” In most terms, this means they are smooth talkers. However, what if the ice they are selling is perfectly shaped to build an igloo? Now the ice has more value to an Eskimo.

Which Traits of a Seller Do You Have?

It’s time to take your sales to the next level! Start selling more by first identifying the personality traits you already possess. Next, identify ways to improve on the traits you lack or need to hone. 

Business Development 

Topics: Tips, Building Business

Deltek Vision How-To Series: Adding Custom Fields to iAccess and Touch CRM

Posted by Sarah Gonnella on Thu, Jul 28, 2016 @ 10:45 AM

In this Deltek Vision How-To Video, we will demonstrate how to add custom fields to Deltek iAccess and the Touch CRM application. With Deltek Vision’s open architecture, adding custom fields is easy. While you are on-the-go, you can also access any custom field. Let us show you how.

Topics: Tips, Video, CRM, Deltek Vision, Mobile

Debunking Myths about Deltek Vision

Posted by Sarah Gonnella on Thu, Jun 30, 2016 @ 03:06 PM

Deltek Vision Myths Are you thinking about needing a new accounting system or ERP? If your firm is still on Deltek Advantage, Sema4, or FMS or even on Quickbooks, Protrax or another system, you might be evaluating options to figure out which solution is right for you. We receive questions from prospects asking about the differences between Deltek Vision and some other product. Additionally, during our conversations over the years, we have heard many myths about Deltek Vision and we thought it was time to set the record straight, as we see it.

To start, what we have found is some software providers say they have a feature, but the quality and capabilities are completely different. Some people might say we are biased. You know what, we probably are, but for good reason:

  1. We use the product we sell. We know Deltek Vision inside and out. Can our competitors say that? Ask them.
  2. We aren’t just sales people. We care about the success of our clients and that’s not just rhetoric. We’d rather turn a sale away then have an unhappy client.
  3. We have done extensive migrations of all kinds of software. What we have found is many of our competitor’s software are done on the cheap or just completely leave out industry standard capabilities.

Below are the top 4 Deltek Vision myths:

Myth #1 - Deltek Vision is only for large firms.

Fact #1 – The numbers don’t support this claim. As a Deltek Premier Partner, the majority of the firms we serve are under 50 employees. Of those firms on Deltek Vision, 57% are under 50 employees; 33% are 25 employees or under; and 17% are 15 employees and under. Most importantly, the size of your firm should have no bearing on the solution you choose. What is more important is choosing a solution that fits your staff’s needs, the information you need to make business decisions and your firm’s growth plans. Deltek Vision fits firms of any size. Additionally, in 2012, Deltek came out with a cloud option (SaaS) for Deltek Vision that made Vision simpler to deploy at a lower entry price for any size firm. Check out this 10-person firm’s story.

Myth #2 – Deltek Vision is so expensive. 

Fact #2 - A recent 20-person firm looking at another AE ERP product was surprised to find that Deltek Vision’s cloud software option was less expensive. In fact, Deltek Vision has had a very comparable software pricing for small firms ever since the SaaS option became available. Additionally, the basic package of Deltek Vision’s SaaS offering includes 5 users of CRM for marketing and business developers and 5 users of Resource Planning for operations. The choice for us seems simple. For about the same price you get a much more robust system with Deltek Vision. Where the differences in pricing may come is with the services that are provided. Here are some key items to keep in mind when receiving an implementation quote to ensure you are getting the same level of service: 

  1. Does the quote include migration? Our experts have been doing migrations for almost 30 years and we are proud to say we probably have some of the best in the business. When it comes to migrating your data, we highly recommend importing your historical data. The level of import can vary, but it’s important to make sure you are comparing apples to apples. Will bringing over the beginning balances be enough? This is only a question you can answer, but our experience has been firms rarely want this option unless that is their only option. Do you really want to lose all of your historical information?  
  2. This is more than a transaction. You are not just buying software, you are buying a solution that needs to address the specific capabilities your firm’s needs. More importantly, you are buying into a relationship. From our perspective, we aim to make sure the software is the right fit. If it isn’t Deltek Vision, then we will raise our hand and tell you. That is why we take a consultative sales approach and conduct a discovery to uncover what is working well and identify if there are bottlenecks or inefficiencies that could help you improve your business. The discovery process should identify the output needed. More specifically, what data (reports, alerts, dashboards, etc.) is needed to make business decisions? These specific capabilities should drive what you are looking for. Make sure you are talking to a consultant during the process, not just a sales person and take time to establish a relationship. We are here to help you today and tomorrow as your firm grows. 

Myth #3 - Vision is complicated. 

Fact #3 – This fact is easily debatable. Driving a stick shift is difficult for some people, but for others it is simple. So the word itself is relative. We argue that Vision is not complicated, but rather it’s scalable. What can’t be debated is that Deltek Vision is great for growing businesses. Businesses are constantly changing and no one has a magic ball to predict when these changes will occur. Here are some key points to keep in mind if you are a growing firm looking for a new solution: 

  1. Firm Evolution - Should your firm have different contract work types; need to expand your business; or face evolutionary life cycle challenges, like ownership transition and retirement scenarios, Deltek Vision can easily accommodate growing firms. It has all the utilities, under the hood to handle these contingencies.
  2. Acquisitions – Should you acquire a new firm, all of the data can be accommodated in Deltek Vision. The same cannot be said about our AE ERP competitors. In fact, in addition to a push button conversion for Advantage users, Full Sail Partners has created push button conversion tool for Ajera. Additionally, we have a very streamlined process and economical migration price for Quickbooks. The same cannot be said of our AE ERP competitors. Because Deltek Vision has the ability to create custom fields, tabs, grids, and User Defined Info Centers (UDIC), all data can be represented. To put it simply, Deltek Vision can represent all data from other databases. However, if a firm was on Deltek Vision and tried to migrate to our competitor’s software, you would in fact lose data.

Myth #4 – Other AE ERP Solutions have the same capabilities as Deltek Vision.

Fact #4 – The differences between Deltek Vision and other AE ERP software are vast and go beyond just multi-currency capabilities. Here is a breakdown of some of those differences: 

  1. Audit Trail - Deltek Vision has an audit trail. When changes are made in Deltek Vision, all changes are tracked and you know who made the change and when. This is not only important from an accounting perspective, but very important for firms that have government compliance requirements.
  2. Multi-Company - If this capability is needed, Deltek Vision allows the set-up of multiple companies including reporting with a single sign-in. One financial report can be run to see how each company is doing. Other solutions have tried to resolve this issue on the cheap by creating separate database instances requiring multiple logins. Keep in mind, you will not be able to share financial reporting for all companies and there is no automated Inter-company billing process, therefore, each company reporting is separate.
  3. CRM - If this capability is needed, Deltek Vision has an integrated, seamless CRM and proposal automation module that has a single sign-in. Additionally, Deltek Vision integrates into other marketing tools, including Constant Contact, MailChimp and Hubspot. Other AE ERP solutions may integrate with other CRM solutions. Because of that you will have a separate system that requires two separate logins. The process is far from seamless and none of them integrate with other marketing tools.
  4. Security – Deltek Vision provides the ability to lock down any field in the system and make it read only. Unfortunately, security in other AE ERP solutions are not as robust as Deltek Vision.
  5. Built-in Capabilities – Deltek Vision contains tools that provide flexibility and allows users to streamline processes and clean up data on the fly without any programming knowledge. Because of the open architecture, the system is built to grow with your firm. Here are some examples of some of the built-in capabilities that can be utilized:
    • Custom Fields – Deltek Vision provides the ability to create user defined fields, tabs, grids and info centers as your firm sees fit. As your firm grows, you may need to track further information.
    • Workflows – Deltek Vision provides the ability to streamline processes through workflows. For example, sometimes data needs to be represented in two locations. However, you never want to a have dual entry process. In Vision, you can have data entered into one location and the data flows to the other location. View this webinar, to learn more about the power of workflows.
    • Utilities – Vision has built-in utilities to handle contingencies to easily clean-up and move data without a migration or custom expert.  
      • Need to move billed time to a new phase? There’s a button for that.
      • Need to combine two clients together? There’s a simple to use conversion tool to do that in seconds.
      • Need to move data from one location to another? There’s search and replace utility that is simple to use.
      • Have more than 999 projects and need to add another digit to your project number structure? There’s key formats for that.

Choosing the Right ERP 

Finding the right ERP solution for your business is not an easy process and is full of misguided information. Therefore, asking the right questions is imperative to get clear answers. Formulate your questions based on the needs of your firm. Then find out and compare how each ERP solution manages these requirements. Make sure there is substance. Those shiny features might just be an illusion to distract you from the lack of robust capabilities. Some AE ERP solutions try to act like Vision, but they don’t perform like Deltek Vision.  

New Call-to-Action 

Topics: ERP, Deltek Vision, Professional Services