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                                                                  EXHIBIT 10.48


   March 14, 2002


   Jesper Andersen
   39598 Benavente Ave.
   Fremont, CA 94539


   Dear Jesper,

   I am very pleased to offer you employment with our team at Pivotal
   Corporation ("Pivotal"). Following are the terms of your employment:

1. Your position at Pivotal will be EVP Products. You will report directly to
   the Chief Executive Officer. Your responsibilities shall include the complete
   set of product planning and development processes including product strategy,
   producer marketing, product/program management, and product engineering. In
   addition, you will play a primary role in the overall leadership of Pivotal
   Corporation as a member of the senior leadership team.

2. Your base salary will be US $275,000 per year, payable semi-monthly.

3. You will be entitled to earn additional incentive compensation of US 0-60%
   of your base salary annually based on your achieving certain objectives and
   Pivotal's achieving its financial targets. 30% (US $82,500) will be
   considered as your OTE (On Target Earnings). Your personal objectives will be
   established quarterly based on discussion and collaboration between you and
   Pivotal's Chief Executive Officer, with final approval of these objectives by
   the Chief Executive Officer. The corporate financial target will be set
   annually by the Board of Directors and provided to you in writing. For the
   first twelve months of your employment the OTE incentive compensation of
   $82,500 (US) will be guaranteed and will be paid in equal quarterly
   installments. After the guarantee period, subsequent incentive compensation
   will be based on performance against corporate targets and personal
   objectives and will be paid on a quarterly basis.

4. Your employment will commence on or about April 1, 2002. You will maintain
   your residence in California but it is understood that you will be in
   Pivotal's Vancouver office 4 days per week unless business requirements
   dictate otherwise. Pivotal will pay for reasonable accommodation for you near
   the company's headquarters in an apartment setting as well as reasonable and
   actual travel expenses.

5. Should we mutually agree on the decision for you to relocate to Pivotal's
   headquarter's in Vancouver, British Columbia, Pivotal will reimburse you to
   maximum amount of $100,000 (US) on account of expense incurred by you in
   relocating. These expenses can include the movement and storage of family and
   household goods, legal fees relating to the sale of your family home, real
   estate commission payable on account of the sale of your family home, the
   B.C. property purchase tax, up to 30 days accommodation to effect the move,
   reasonable expenses incurred by you and/or your spouse in locating a new
   residence and other expenses as pre-approved by the CEO. In the event that
   you voluntarily resign your employment with Pivotal within one year of the
   date of your move, you are obligated to reimburse Pivotal for the amount of
   the relocation costs paid by Pivotal on your behalf.

6. You will be entitled to accrue vacation at a rate of 6.67 hours per each
   fully completed pay period, up to a total vacation balance of 20 days, plus
   statutory holidays. There is no additional accrual of vacation time until
   your vacation balance drops below 35 days.

7. As a condition of employment, you are required to enroll in health insurance
   coverage through Pivotal Corporation or present documentation of insurance by
   another provider. You are required to participate in Pivotal Corporation's
   employee benefits plan for Life Insurance, AD&D, and Long Term Disability
   insurance only. Pivotal Corporation's health insurance benefits are effective
   on your first day of employment. Details of




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     this plan are available for you to review. You are entitled to a maximum of
     eight days of sick leave per annum without loss of pay. You may not accrue
     sick leave from year to year.

8.   Subject to approval by Pivotal's Board of Directors, you will be granted an
     option to purchase 290,000 voting common shares of Pivotal at a price
     equivalent to the closing price on NASDAQ on the date set by the Board of
     Directors. The options will vest over a period of four years according to
     the following schedule: 75,000 after the first six months, the remainder to
     vest in equal quarterly increments beginning in your fifth quarter of
     employment.

9.   This vesting period shall be adjusted on the following basis:

     a)   In the event of termination of employment without cause within the
          first six months of employment, 75,000 options vest immediately upon
          notification of termination and the remainder shall be cancelled;

     b)   In the event that substantially all the shares or assets of Pivotal
          are acquired by a third party as a result of a corporate acquisition
          and, as a result of such acquisition, or within a six month period
          following the acquisition, your employment is terminated without
          cause, 50% of the options outstanding as of the date of the
          acquisition shall vest immediately and the remainder shall be
          cancelled. It is agreed that this termination provision shall not
          apply if there is no reduction in your aggregate compensation and you
          are offered a similar executive position in a business unit in
          substantially the same business as Pivotal located within the US West
          Coast, equal to or larger than Pivotal's business as of the date of
          acquisition.

     c)   Additional granting of options is discretionary and performance-
          based. Your eligibility for additional options is reviewed annually
          based on sustained high performance.

10.  As a Pivotal employee, you will be eligible to participate in Pivotal's
     Employee Stock Purchase Program. This program entitles employees to
     purchase Pivotal stock via payroll deduction at a 15% discount on market
     price. To be eligible for the plan, you must be a permanent employee on
     payroll at the commencement of one of two ESPP offering periods; either
     January 1 -- June 30 or July 1 -- December 31. Details of this plan are
     available from Human Resources. This paragraph sets forth only a summary of
     the current policy, subject to modification at the discretion of Pivotal.
     Plan documents and applicable laws are controlling.

11.  Your employment with Pivotal may be terminated in one of the following
     ways:

     a)   You may terminate your employment with Pivotal by giving not less
          than 45 days' written notice of termination to Pivotal. In Pivotal's
          sole discretion, if it receives written notice of termination from
          you, it may immediately terminate your employment without any notice
          or compensation in lieu of notice and it will have no further
          obligations to you with respect to the termination of your employment,
          including, without limitation, any further compensation, severance pay
          or damages except, however, Pivotal will pay you all accrued salary
          and all accrued but unused vacation as of termination date.

    b)   Pivotal may terminate your employment by giving notice or compensation
         in lieu of notice in the amount equivalent to nine month's base salary
         payable semi-monthly and less applicable statutory deductions over nine
         months (the "Severance Period"). Pivotal shall continue to provide
         all



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               medical, healthcare and other benefits that are permitted during
               the Severance Period. Pivotal will also pay you all accrued
               salary and all accrued but unused vacation as of termination
               date. Any monies earned by you through other employment during
               the period shall reduce payments made during the Severance
               Period. The amount payable to you shall be the maximum
               compensation to which you are entitled in lieu of reasonable
               notice and Pivotal shall have no further obligations to you with
               respect to the termination of your employment, including, without
               limitation, further severance pay or damages. Upon termination
               without cause, you will have no rights to any other unvested
               benefits or compensation. Your receipt of payments will be
               subject to you signing a Release of Claims in a form acceptable
               to Pivotal.

          c)   Your employment may be automatically terminated upon your death
               or permanent incapacity, which shall be deemed to occur if you
               suffer any illness, or injury that prevents you from performing
               your usual employment duties for a period of six (6) consecutive
               months. In the event of death or permanent incapacity, Pivotal
               shall be under no obligation to provide you or your estate or
               personal representative with notice of termination or payment in
               lieu of notice or any other form of severance pay or damages,
               except, however Pivotal will pay you all accrued salary and all
               accrued but unused vacations, on termination date.

12.  Notwithstanding any other provision, Pivotal may terminate your employment
     with it at any time for just cause, without notice or pay in lieu of notice
     or any other form of compensation severance pay or damages. "Cause" is
     defined as follows: any breach of the terms of the offer letter by
     Employee, or breach of Employee's obligations under the
     Confidentiality/Noncompetition/ Nonsolicitation Agreement; any failure to
     perform assigned job responsibilities that continues unremedied for a
     period of thirty (30) days after written notice to Employee by Employer;
     conviction of a felony or misdemeanor or failure to contest prosecution for
     a felony or misdemeanor; the Employer's reasonable belief that Employee
     engaged in a violation of any statute, rule or regulations, any of which in
     the Judgment of Employer is harmful to the Employer's business or to
     Employer's reputation; or the Employer's reasonable belief that Employee
     engaged in unethical practices, dishonesty or disloyalty that has a
     material impact on the business.

13.  As a condition of your employment, you are required to sign an agreement of
     confidentiality and acknowledge that the Intellectual property, which
     results from your employment is owned by Pivotal. In addition, should your
     employment by Pivotal terminate for any reason, the agreement prohibits you
     from interfering with the employees, customers or business of Pivotal for a
     period of time following the cessation of employment.

14.  This offer of employment is part for your acceptance until the close of
     business March 15, 2001. Please sign the attached copy of this letter and
     the Employee Confidentiality Agreement to indicate your agreement, and
     return the signed copies to us.

We look forward to you joining us in our quest to build a major technology
solutions company and we look forward to a long and mutually rewarding
relationship.

Your very truly,                     I agree with and accept the above terms and
                                     conditions of employment.


/s/ Bo Manning                       /s/ Jesper Andersen
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Bo Manning                           Jesper Andersen
President and CEO
                                     Date: 3/14/2002
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