No. The official framework keeps eligibility for permanent residence, admissibility, vetting and visa availability as separate conditions. The gift and the processing fee are steps in the described process, not a substitute for meeting those conditions.
What the payment cannot decide
A company reading the corporate track for the first time tends to see a price and an outcome. The official FAQ describes something narrower: an application with a nonrefundable processing fee, vetting, further instructions from USCIS on forms and evidence, and then, once instructed, the gift, after which an eligible applicant may obtain permanent residence through an EB-1 or EB-2 classification as the authorities determine. Each of those words carries a condition.
Eligible means the manager must qualify under an immigrant classification; admissible means his history is reviewed under the ordinary grounds of inadmissibility; visa availability means the Visa Bulletin governs when a number exists. None of these is affected by the size of the gift. The employer should therefore start where it would start for any route: with the manager's own facts, his employment record, his family and anything in his past that a vetting process would examine.
If those facts support an ordinary employment-based immigrant petition, the company should ask why it would pay a gift at all.