Document:

<PAGE>

                                                                    Exhibit 10.8

March 24, 2000

Michael W. Ferro Jr.
Click Commerce, Inc.
919 North Michigan Avenue
37th Floor
Chicago, Illinois  60611

     RE:  Long Term Business Relationship

Dear Mr. Ferro:

Andersen Consulting LLP ("Andersen Consulting") is pleased to enter into this
letter agreement relating to a future long term business relationship between
Andersen Consulting and Click Commerce, Inc. ("Click").   This letter will
confirm our agreement to negotiate further mutually acceptable arrangements
("Arrangements"), including the pursuit of the additional business objectives
more specifically discussed below.

The Arrangements contemplated in this letter shall be subject to (1) Andersen
Consulting obtaining all internal Andersen Consulting and Andersen Worldwide
approvals (if necessary) for the Arrangements, (3) Click obtaining all corporate
and shareholder approvals and consents required for the Arrangements, and (3)
the execution of various definitive agreements ("Definitive Agreements")
mutually agreeable to the parties (such Definitive Agreements to be on terms
consistent with this letter).

These Arrangements have five components: (1) a "marketing alliance component",
whereby we will seek mutual and independent success in the marketplace (the
"Alliance"); (2) an "initial equity component", whereby Andersen Consulting (or
an affiliate) will purchase common stock of Click (the "Equity Investment"); (3)
a "solution launch assessment", whereby Andersen Consulting and Click will
jointly assess the capabilities of Click and its products, and the parties will
agree upon a joint marketing strategy and various project related initiatives
(the "Assessment"),  (4) a project based engagement by Click of Andersen
Consulting for the performance of certain project based consulting activities as
agreed by the parties, and (5) a "warrant component", whereby Andersen
Consulting (or an affiliate) will receive warrants to purchase Click common
stock, with the vesting of such warrants contingent upon Andersen Consulting (or
its affiliates or third parties agreed to by the parties acting on Andersen
Consulting's behalf) satisfying certain Click revenue targets (the "Warrant
Arrangement").

This letter describes the broad terms of these elements to ensure both
organizations have a common understanding.  We each agree to enter into good
faith negotiations to finalize the specific terms of the contemplated future
agreements and to take all necessary steps to obtain the necessary board,
management and shareholder approvals, as the case may be.

                                       1
<PAGE>

COMPONENT #1: THE MARKETING ALLIANCE

Click and Andersen Consulting are entering into a "Marketing Alliance" to
achieve mutual and independent success in the marketplace through the promotion
of Click products and related services and Andersen Consulting services.   This
Marketing Alliance shall be based on the following basic principles:

 .  We will jointly develop specific objectives, targets and plans for business
   development for the benefit of both parties, including joint support for
   marketing, investments, target segments and specific named accounts.

 .  Each party will promptly evaluate which of its existing customers and
   prospects may provide marketing opportunities for the products and services
   of the other party. The parties will thereafter exchange such information and
   begin appropriate marketing activities.

 .  Each party will provide for active management for its participation and each
   party will promptly designate an executive sponsor and a team leader for this
   relationship.

 .  The parties will jointly manage the Marketing Alliance, but the parties will
   remain independent, and neither party shall have the right to speak for, or
   enter into binding legal commitments on behalf of, the other party.

 .  The parties will mutually agree on each party's use of the other's name,
   logos and other intellectual property in marketing activities.

 .  Each party will identify one highly qualified account for initial joint
   marketing activities. Any revenue generated for Click from the Andersen
   Consulting account shall be considered as satisfying a portion of the revenue
   targets under the Warrant Arrangement.

 .  As of the date of the joint marketing alliance agreement and continuing
   during the term of the joint marketing alliance agreement, Click shall
   designate Andersen Consulting as a "Click Preferred Systems Integrator" on a
   global basis, and except for its strategic alliances existing prior to the
   date hereof, Click shall not designate more than one other Click Preferred
   Systems Integrator. The joint marketing alliance agreement shall define the
   meaning of a Click Preferred Systems Integrator and describe the marketing
   activities of Click associated with such a designation. Except for certain
   marketing activities as provided in the joint marketing alliance agreement,
   Click shall not be precluded from working with any other systems integrator
   in any manner.

The parties will enter into a further joint marketing alliance agreement that
will contain more detailed terms and conditions as agreed to by the parties.

COMPONENT #2:  ANDERSEN CONSULTING'S  EQUITY INVESTMENT IN CLICK

Andersen Consulting (or an affiliate) will purchase shares of Click common stock
for $10 million in cash, with the number of shares acquired equaling a 2%
interest in Click, post-investment, on a fully diluted basis (i.e., after the
exercise of all warrants and preferred stock) at a valuation of $500 million.
Andersen Consulting will  purchase the common stock from certain existing
stockholders of Click.  Andersen Consulting (or an affiliate) shall have the
right to introduce a qualified senior executive of Andersen Consulting (or an
affiliate) for consideration by Click as a nominee to the board of directors of
Click, subject to Click's chief executive officer approving the qualifications
of such member.

The stock purchase will be pursuant to a stock purchase agreement in form and
substance mutually satisfactory to the  parties. Andersen Consulting shall
become a party to the existing Click stockholders'

                                       2
<PAGE>

agreement (which includes certain registration rights for Andersen Consulting).
The shares so purchased may be subsequently transferred only in compliance with
applicable laws, rules and regulations, the purchase agreement and the
applicable provisions of the Click stockholders' agreement.

COMPONENT #3:  SOLUTION LAUNCH ASSESSMENT

On or about May 15, 2000, Andersen Consulting and Click will jointly commence
the Assessment.  Andersen Consulting will dedicate a team of personnel to the
Assessment for approximately six weeks.  The team is contemplated to include one
alliance executive, two managers and two consultants, with individual
participation as agreed by the parties.  Click shall pay Andersen Consulting's
reasonable out-of-pocket expenses, but no professional services fees for the
services performed for conducting the Assessment.. The Assessment work would be
specified in mutually agreed arrangement letters and covered by a mutually
agreed consulting services agreement (the "CSA").

COMPONENT #4:  PROJECT BASED ARRANGEMENT

Click and Andersen Consulting will enter into additional arrangement letters
under the CSA for the provision of additional services that Click requests to
implement the Assessment.  Andersen Consulting will bill Click, and Click will
pay, for these services at 75% of Andersen Consulting's standard rates. The CSA
will have a term of three years (the "CSA Term").  The parties will work
together to determine the specific nature of these services.  While the parties
have discussed a team composition of approximately ten appropriately skilled
Andersen Consulting personnel for approximately six months, the final term and
composition of the team will be as agreed by the parties. Click agrees that
during the CSA Term, no potential competitor of Andersen Consulting shall be
paid more in fees for consulting services associated with Click's internal
infrastructure than Andersen Consulting.  "Click's internal infrastructure" as
referenced in the proceeding sentence shall be further defined by the parties in
the CSA.

COMPONENT #5:  WARRANT ARRANGEMENT

At the time of the Equity Investment and commencement of the Marketing Alliance,
Click shall grant, pursuant to a mutually-agreed Warrant Agreement, to Andersen
Consulting (or an affiliate) warrants to purchase a number of shares of common
stock of Click equivalent to the number of shares purchased by Andersen
Consulting (or an affiliate) in the Equity Investment.  The warrants shall have
an exercise price equal to the price per share paid by Andersen Consulting (or
an affiliate) in the Equity Investment.  The warrants shall vest based on the
recognition by Click of certain revenue levels from clients acquired based on
the activities of Andersen Consulting (i.e., each $4 million of aggregate Click
revenue will vest 10% of such warrants, with an aggregate target of $40 million
over the three years following the granting of the warrants). A mutually
agreeable penalty shall apply in the event Andersen Consulting fails to generate
any revenue which shall decrease proportionally as the warrants vest.  The
revenue shall be deemed recognized based upon the amount of fees indicated to be
received by Click in executed contracts.

DISCLOSURE OF ARRANGEMENTS

Prior to the closing of the stock purchase, and except as provided in this
paragraph, Click may not use Andersen Consulting's name, logo or other
intellectual property in any communication, release or otherwise without the
prior written consent of Andersen Consulting.  Following the closing of the
stock purchase, Click may only use Andersen Consulting's name, logo or other
intellectual property as provided in the joint marketing alliance.  Click may
disclose its business relationship with Andersen Consulting, this letter and any
associated contracts only to the extent appropriate or required under applicable

                                       3
<PAGE>

securities laws and regulations, provided that Click will use its reasonable
efforts to give Andersen Consulting as much prior written notice of such
disclosure as possible and Click shall use commercially reasonable efforts to
summarize and/or redact any terms of such business relationship and contracts
that are deemed confidential by Andersen Consulting.  Subject to the reasonable
approval of Click's legal counsel, Click will allow Andersen Consulting to
participate in and to assist Click in preparing any documentation necessary to
summarize and/or redact such confidential information from securities filings.

MISCELLANEOUS

In the event that either party should become liable to the other in conducting
the activities contemplated in this letter, neither party will be liable to the
other for any indirect, special, incidental, consequential, exemplary or
punitive damages or for any form of damages other than direct damages.

Prior to entering into any of the Definitive Agreements contemplated by items
(1) through (5) above, this letter shall terminate upon written notice (1) from
Click to Andersen Consulting that Click will not be able to obtain all corporate
and shareholder approvals or consents required for the Arrangements, (2) from
Andersen Consulting to Click that Andersen Consulting will not be able to obtain
all internal Andersen Consulting and Andersen Worldwide approvals required for
the Arrangements, (3) from either party to the other that, after good faith
negotiations, the notifying party does not anticipate the execution of any of
the Definitive Agreements, or (4) by either party of the occurrence of a
material adverse change in the affairs of Click.  This letter shall also
terminate on April 30, 2000 (or such later date mutually agreed by the parties)
if no Definitive Agreement has been entered into by such date.

This letter shall be governed by and construed in accordance with the laws of
Illinois, without giving effect to conflict of law rules.

Nothing contained in this letter is intended to confer on any party other than
the parties hereto any rights, benefits or remedies of any kind or character
whatsoever and no person shall be deemed a third-party beneficiary under or by
reason of this letter.

Click acknowledges that Andersen Consulting LLP is a partnership formed under
the laws of the State of Illinois.  Click expressly agrees that Click shall look
solely to Andersen Consulting LLP and its property for satisfaction of any claim
under this letter and that no partner of Andersen Consulting shall be personally
liable for any obligation of Andersen Consulting under this letter or any
Definitive Agreement and no recourse may be had against any such partner's
private property in order to satisfy any of the obligations of Andersen
Consulting under this letter or any Definitive Agreement.

                                       4
<PAGE>

Please indicate your agreement with the foregoing terms by signing this letter
where indicated and returning it to Roy K. Phelan.

Very truly yours,

ANDERSEN CONSULTING LLP

By     /s/ Roy K. Phelan
       ---------------------------

Title  Partner
       ---------------------------

Date   3/24/00
       ---------------------------

ACKNOWLEDGED AND ACCEPTED:

CLICK COMMERCE, INC.

By     ___________________________

Title  ___________________________

Date   ___________________________

                                       5<PAGE>

                                                                    EXHIBIT 10.2

                            Household International
                        Corporate Executive Bonus Plan
                                     1999

Summary

The Household International Executive Bonus Plan is a short-term, annual
incentive plan.  The purpose of the annual bonus is to place a significant part
of pay at risk and reward executives for the achievements of individual,
business unit and corporate financial and operational goals.  Performance goals
and award opportunities will be communicated to plan participants at the
beginning of each calendar year.

Participation

Participation in the Plan will be restricted to key line and staff executives.
For purposes of the Plan, participants will be divided into groups.  (See
attached list).

Any changes in the group of executives participating in the Plan will be made by
the Chief Executive Officer, subject to the approval of the Compensation
Committee in the case of any participant whose base salary must be determined by
the Committee.

Level of Awards

The corporate measurement of performance is company-wide earnings per share,
return on equity, efficiency ratio, loan loss reserve to non-performing loans,
core receivables growth, and equity to managed assets ratio.  Household's
performance will be measured against pre-established minimum, target and maximum
levels.

Individual performance is also measured and the percentage attributed to any
particular performance objective varies by executive and may change from year-
to-year as circumstances warrant.  Management may reduce bonus awards in light
of overall business conditions or other exceptional circumstances.
<PAGE>

Target/Maximum Awards

Target awards will be paid for fully satisfactory financial and individual
performance in a given year.  The target award percentage for each group will
approximate the guideline percentage shown below of the executive's base salary
at the end of the plan year.

                Guideline % of Annual Base Salary Determined by

<TABLE>
<CAPTION>
          Group             Target Bonus     Maximum Bonus
          ------------------------------------------------
          <S>               <C>              <C>

                A               100%              200%
                B               100%              150%
                C               100%              125%
                D                75%              125%
                E                50%              100%
                F                40%               80%
                G                40k               80k
                H                40%               60%
                I                30%               60%
                J                30%               50%
                K                25%               50%
                L                20%               50%
                M                20%               40%
                N                20%               30%
</TABLE>

     Detailed information relating to the assignment and weighing of goals is
     available by individual and is maintained by the business unit and/or
     corporate.

Determination of Awards
-----------------------

A.   Financial Performance Awards

     A portion of each executive's annual bonus will be determined by meeting
     specific financial performance objectives.  An award will be paid out if
     achieved results are at the pre-established minimum, target or maximum
     financial results levels.

B.   Individual Performance Awards

     Early in each plan year, goals for individual performance for that year
     will be established for each participant.  The goals should require the
     level of performance which is expected of a fully satisfactory incumbent
     and must be agreed to by the immediate superior.  The Compensation
     Committee of the Board of Directors must approve the goals for those
     executives whose salaries are determined by the Committee.  These goals
     will be the primary criteria for measuring individual performance and
     determining the individual performance portion of the bonus for that year.

                                       2
<PAGE>

     The Chief Executive Officer will recommend the awards for participants,
     excluding himself, whose salaries are determined by the Compensation
     Committee of the Board of Directors.  The Compensation Committee will then
     determine the awards for all such participants, as well as the award for
     the Chief Executive Officer.

     The Chief Executive Officer, will determine the awards for all participants
     whose salaries are not determined by the Compensation Committee.  The CEO's
     direct reports, in consultation with their appropriate subordinates, will
     recommend to the Chief Executive Officer the awards for all other
     participants.

Payment of Awards

Awards will be paid as soon as practical at the end of the plan period, subject
to all required tax withholdings.  Awards may be paid in cash, shares of
Household common stock, or some combination thereof.  Neither eligible
participation in the plan, nor award payments thereunder shall guarantee an
employee, any right to continued employment.  The plan does not give any
employee right or claim to an award under the program.  Management reserves the
right to change or discontinue the plan at any time.

Administrative Matters

A.   Promotions/New Plan Participants

     Normally awards will be pro-rated according to the portion of the plan year
     that an incumbent is eligible for the bonus.

B.   Effect on Benefits

     Payments made under this plan shall be included in an employee's income for
     purposes of determining pension benefits, life insurance, long-term
     disability, and participation in the TRIP plan.

C.   Termination of Employment

     Normally awards will be pro-rated in the case of death, permanent and total
     disability, or retirement under one of the Corporation's pension plans
     during a plan year.  If a participant terminates employment for any other
     reason prior to the last working day of a plan year, he will normally
     forfeit any right to an award for the plan year.

                                       3
<PAGE>

                           The Goal Setting Process

Before the beginning of the plan year, the manager and subordinate will meet in
a goal setting session.  The purpose of the session is to discuss areas where
goals will be established and agree on their priority and establish the number
of points that will be earned based upon various levels of achievement during
the plan period.

                   Preparation for the Goal Setting Meeting

To prepare for the goal setting session with the bonus eligible subordinate, the
manager should have a clear idea of function or department goals and objectives
for the plan year, priorities for the subordinate's unit or area, and three or
four possible objectives to suggest as appropriate.  During the session, the
manager's role will be to direct the discussion and ensure that its results are
jointly understood.

The subordinate will prepare for the session by establishing a list of
priorities for the unit or area during the plan year, and developing four to
eight potential goals for discussion.  The subordinate's role during the session
will be to actively discuss goals and expected levels of achievement with the
manager in order to ensure that the final agreement is realistic and achievable
and that there is a clear understanding of expected performance and the amount
of bonus associated with various levels of achievement.

                         Guidelines for Setting Goals

For the purpose of establishing goals for the plan year, the following criteria
should apply:

  .  They should be consistent and supportive of goals reflected in the
     Company's strategic business plans.

  .  They should be primarily job or task oriented.  They must be realistic and
     achievable yet challenging with built in "stretch" to test individual
     capabilities.  They should clearly specify action, tasks or results to be
     accomplished as well as a clear understanding of how the accomplishment
     will be evaluated.

  .  They must be understood and agreed to by both the manager and the
     subordinate.

Setting goals for staff positions is somewhat more difficult than for line-type
positions because staff performance is usually not measured numerically and
rarely lends itself to quantitative measurement.  Staff responsibilities tend to
be contributory, interpretive and are more easily measured qualitatively.
Frequently, the goals may include completion of specific projects.  Non-
quantitative goals should clearly state the criteria that will be used for
evaluating successful achievement.

The results of the goal setting process will be documented in the format of the
Executive Bonus Plan Goal Setting Form and approved by the appropriate level of
management.

                                       4
<PAGE>

GROUP/TITLE
--------------------------------------------------------

Group A - 100%/200%
-------------------
Director Personal Banking-Canada
Managing Director-Sales & Consumer Finance
Managing Director-Specialty Finance HFC
Regional General Manager

Group B - 100%/150%
-------------------
Managing Director CEO HAF

Group C - 100%/125%
-------------------
Chief Operating Officer-HAF

Group D - 75%/125%
------------------
Managing Director-Canada

Group E - 50%/100%
------------------
Director-Sales & Credit Administration
Division General Manager
Managing Director-Equipment Finance Division
Managing Director-Household Processing
National Director-Sales Finance
National Director-Tax Masters
National Director of Branch & Retail Operations-Canada
National Director-Sales & Marketing
VP Household Recovery Services
VP-Secondary Marketing & Acquisitions

Group F - 40%/80%
-----------------
Director HFC Wholesale-Sales
VP-Corporate Finance

Group G - 40K/80K
-----------------
Director-Decision One
Director-HRSC Collections
VP-External Collections-HRSC

Group H - 40%/60%
-----------------
Assistant General Counsel-Litigation
Chief Credit Officer
Chief Financial Officer-HFC
Deputy Managing Director-COO (HRS)
Group Director-Collections
Group Director-Customer Service
Group General Counsel
Managing Director - HIG
Managing Director-HTMI
Managing Director-Marketing
Managing Director of Marketing (HCS)
Managing Director-Credit Policy & Risk Control
Managing Director-Controller HI
Managing Director-Operations
Managing Director-Networked Systems
Managing Director-Strategic Initiatives
National Director-Credit Policy, Pricing, Profitability
National Director-Financial Control
National Director-Portfolio Management

                                       5
<PAGE>

Group H - 40%/60% (continued)
-----------------------------
VP-Applications Systems
VP-Corporate Law & Assistant Secretary
VP-Government Relations
VP-Taxes
VP-Treasurer

Group I - 30%/60%
-----------------
National Director-Sales MRSL
Regional Director - Sales
VP-Credit Policy

Group J - 30%/50%
-----------------
Assistant Controller
Director-Sales Support/MIS
Director of Operations UK
Director-Direct Lending
Director-Fraud/Operations
Director-Processing Services-Canada
Director-Retail & Affinity - UK
General Counsel
Group Director-HCS Marketing
Group Director-Information Management
National Director-Customer Service
Special Project Consultant
VP-Audit
VP-Investor Relations
VP-Strategy & Development

Group K - 25%/50%
-----------------
Director Client Services
Director of Sales - HIG
Director-Credit Policy (#1)
Director-Risk Control

Group L - 20%/50%
-----------------
Director-Credit Policy Administration
Director-Credit Analysis

Group M - 20%/40%
-----------------
Assistant General Counsel-Employee Relations
Chief Financial Officer/Direct
Chief Financial Officer-HAF
Director, DB Marketing
Director-Credit Policy (#2)
Director-Customer Management Strategy
Director-Operations
General Counsel
VP-Data Center Operations
VP-Distributed Systems
VP-Human Resources Business Unit
VP-Data Architecture & System
VP-Benefits & Policy
VP-Chief Financial Officer-HTS
VP-Compensation & HR Administration
VP-Facilities Management
VP-Finance-Specialty Finance HFC
VP-Networked Systems
VP-Training & Development & Communications

                                       6
<PAGE>

Group N - 20%/30%
-----------------
Actuarial Director
Controller-HCS
Controller-HFC
Controller-HRSI
Director-Information & Decision Analysis
Director-Reconciliation & Financial Information Systems
Director-Government Relations & Regulatory Issues
Director-Asset Backed Financing
Director-Business Analysis HCS
Director-Communications & Distributed Services
Director-Compliance & Intercorporate Risk
Director-Cash Operations
Director-ALM
Director-Business Planning
Director-Business Systems
Director-Business Treasury
Director-Commercial Credit
Director-Corporate Security Management
Director-Corporate Purchasing
Director-Credit Risk
Director-Customer Relations
Director-Customer Service
Director-Federal Tax Audit
Director-Financial Control
Director-Government Relations
Director-HCS Marketing
Director-Human Resources
Director-Investor Relations
Director-Item Processing
Director-Law & Compliance
Director-Marketing
Director-Management Reporting & Analysis
Director-Operations Services
Director-Regulatory Reporting
Director-Tax Planning & Tax Counsel
Director-Technology & Planning
Director-Telephone Services
Director-Treasury & Trust
Director-External Reporting & Corporate Accounting
Director-Federal & State Tax Compliance
Director-HFC Policy & Compliance Support
Director-HR Data Management Call Center
Director-Information Technology
Director-Operations Support
Group Director - Marketing
Group Director-Credit Operations
Group Director-Customer Service
Group Director-Profitability
Merchant Funding Manager
Special Project Consultant
Treasury Controller

                                       7
<PAGE>

Group N - 20%/30% (continued)
-----------------------------
VP-Property Management
VP-Technical Services
VP-Finance & Administration
VP-Government Relations & Public Affairs
VP-HFC Operation Support
VP-Insurance & Risk Finance
VP-Items Processing
VP-Money & Capital Markets
VP-Portfolio Management
VP-Quality Assurance-HTS
VP-Specialty Finance

                                       8

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00004-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00004-of-00352.parquet"}]]