“I was nervous about switching mid-year. But it was exactly as you said. Every employee saw how much matching funds they had left when they logged into Percent Pledge.”
— Pammi Bhullar, Sr. Director, Corporate Citizenship, Edelman Financial Engines
Pammi’s team had been running on a legacy platform for years. Switching mid-year felt risky — historical data, running programs, employees already in the habit of one system. They switched in four weeks. Employees logged in and found their full giving history waiting for them, exactly as it had been on their old platform.
That’s not luck. That’s how the process is designed to work.
The Fear Keeping You on a Platform You Don’t Like
Most companies that want to switch from Benevity, YourCause, or CyberGrants already know the platform isn’t working. Low participation. Admin burden that belongs on the CSR vendor, not the HR team. Fees eating into the money that should be reaching charities. They’ve done the math. They know better options exist.
What stops them is a version of the same fear: something is going to break. Employees will be confused. Data will be lost. Programs already running will be disrupted.
None of those things have to be true. The Legacy Liberator program was built specifically to make them not true.
What Happens to Your Employees’ Giving History
This is the question we get more than any other. Employees have years of history — donations made, volunteer hours logged, matching gift balances remaining. When you switch platforms, what happens to that data?
It comes with them. Completely.
Every Percent Pledge migration includes complimentary data migration. Every donation, every volunteer hour, every matching gift balance from your old platform is ported over before your employees log in for the first time. If someone had $700 in remaining matching budget on Benevity in October and you switch in November, they see $700 in Percent Pledge on launch day.
Mid-year. Mid-campaign. The platform changes. The continuity doesn’t.
That was the specific thing Pammi Bhullar was worried about at Edelman Financial Engines. And it worked exactly as she’d been told it would. The full case study walks through the transition in detail.
The 5-Step Legacy Liberator Process
The migration runs in five steps. Your dedicated Social Impact Manager owns each one.
Step 1 — Social Impact Manager Kickoff. Your SIM meets with your team to map your current program: what’s running, what employees use, what the admin workflow looks like. They own the migration from day one. You’re not figuring this out alone.
Step 2 — SSO + HRIS Integrations. Percent Pledge connects to your existing identity and HR systems. Employees log in the exact same way they always have — no new credentials, no friction at launch.
Step 3 — Data Migration (Complimentary). All historical data comes over. Employee giving history, volunteer hours, matching balances — everything ported before launch day. When employees log into Percent Pledge for the first time, they see exactly where they left off on their old platform.
Step 4 — Branded Comms Toolkit. A ready-to-send set of employee launch communications, customized with your brand and voice. Your team reviews and approves. We write it. You send it.
Step 5 — Live Launch Demos (up to 3). Your Social Impact Manager runs live demo sessions for your employees before launch. Questions get answered in real time. Adoption happens from day one, not gradually over months.
What Real Switch Times Look Like
The fear says this will take months. The data says otherwise.
Hunter Industries: 3 weeks. Progress Software: 3 weeks. Edelman Financial Engines: 4 weeks.
These aren’t speed records — they’re what the process is designed to deliver. When a dedicated SIM owns the migration, integrations run on a proven playbook, and the data migration workflow has been done dozens of times before, the timeline compresses fast.
Every one of those companies was on a legacy platform. Every one worried about the switch. Every one said afterward it was easier than expected.
What About Switching Mid-Year
The most common version of this objection: “We’re in the middle of a campaign. We can’t disrupt that right now.”
Two things are worth knowing.
First, data continuity means employees land in the new platform with their current status intact. An employee halfway through a giving campaign sees the same match balance in Percent Pledge. The campaign continues on better infrastructure — it doesn’t restart.
Second, the worst time to switch is almost never as bad as it sounds in planning. Edelman Financial Engines switched mid-year and hit 50%+ participation in under three months. The key is a SIM who plans the migration timeline around your program calendar — not despite it.
Before you commit to anything, you’ll know exactly when you’re going live, what your employees will experience on launch day, and what happens to any programs currently in flight.
What About Your Contract
If you’re locked into Benevity, YourCause, or CyberGrants and don’t want to pay for two platforms at once: the Legacy Liberator program includes a contract match. We’ll credit the remaining time on your current contract, up to 12 months.
No financial reason to wait.
The Switch Is Designed for Your Situation
The concerns keeping companies on platforms they don’t like — data, disruption, timing, contracts — are all solvable. The switching process has been run with companies mid-year, mid-campaign, locked into contracts, with years of historical data to migrate. Every common fear has a direct answer.
The Progress Software migration took three weeks. Their employees saw results from the first month. That outcome starts with a 30-minute conversation about what your migration would look like specifically.
Book a Liberation Consultation and we’ll build a migration plan specific to your platform, your program, and your timeline.
