The outcomes behind the stories.
Jump to the case that looks like your business.
Eight facilities, one team to call.
Eight locations meant eight payroll vendors, eight benefits brokers, and a workers’ comp mod rate that crept up every renewal. We moved the whole operator onto one platform, with one team answering the phone.
31% lower workers’ comp spend, and payroll that lands on time across all eight sites.
One platform, one team, one number to call. That was the entire pitch, and they delivered.
A safer floor, and a premium that finally dropped.
Near-misses on the floor and class codes that didn’t match the actual work had driven up this manufacturer’s workers’ comp premium. Our specialist rebuilt the safety program and got the coverage classified right.
23% lower premium within four months, with zero OSHA citations since.
Four months in, the premium hit and our shop floor was actually safer.
Grew sevenfold without hiring HR.
Opening offices across four states exposed gaps in tax registration, classification, and ACA while the managing partner signed offer letters instead of practicing law. We became the firm’s HR department.
12 to 85 people across four states, with no in-house HR hire and a clean compliance record.
We grew 7x and never hired an HR person. Our specialist was the HR team.
From bracing for the board to briefing it.
A solo HR director was buried under shifting regulations, missed training deadlines, and a handbook five years stale. We rebuilt the program and put a board-ready risk report in her hands.
Compliance program rebuilt in 90 days, with mandated training tracked to completion.
I actually feel confident when our board asks about HR risk now.
The owner stopped losing 12 hours a week to payroll and compliance.
Crews in three states, a mod rate well above benchmark, and no HR meant the owner lost a dozen hours a week to payroll fixes and compliance email. We took over the payroll fixes and compliance work.
~12 hours a week back for the owner, and a 23% lower workers’ comp premium in year one.
Before VertiSource HR, I was losing 12 hours a week to payroll questions and WC paperwork. Now it’s just handled.
Multi-state payroll became a non-issue.
Prevailing-wage jobs across three states and an EMR of 1.8 turned every renewal into a price hike and every audit into a multi-week scramble. Our specialist took over the claims, the safety docs, and the certified payroll.
EMR cut nearly in half (1.8 to 0.9), and audit prep that our specialist now handles.
Multi-state payroll is just a non-issue now, and our specialist knows every claim by name.
Open enrollment that closes in two days.
Across three locations, open enrollment dragged on for weeks and still ended in carrier errors, with the owner fielding benefits questions after hours. Our benefits team took the entire cycle over.
~80% less time on benefits admin, and enrollment that wraps in two days, not two weeks.
For a 34-person practice, having this level of HR support changes everything.
Open a case for the full story.
The stories above are the short version. Open any engagement for the full picture, what was breaking, what we changed, and where it landed.
Healthcare / LTC · 8-facility operator, ~340 employees
The challenge in detail: The operator had eight separate payroll vendors and benefits brokers, and its workers’ comp EMR drifted upward year over year. Cross-facility hires created duplicate records and late pay, and there was no unified GL coding for cost-center reporting.
What we did: We migrated all eight facilities onto one PEO, moved them to one master workers’ comp policy, and standardized the benefits plan menu under one broker and one renewal. Axiom Bookkeeping mapped GL coding by cost center, and one team now covers the entire operator.
Manufacturing · 50-employee component manufacturer, Utah
The challenge in detail: The shop floor had multiple OSHA near-misses, and workers’ comp class codes didn’t match actual roles. There was no formal safety program or recordable-incident review, and recordable incidents were trending up.
What we did: Our WC specialist restructured the safety program and reclassified employee codes to match actual duties. We moved the company to the master workers’ comp policy, added on-site training and monthly toolbox talks, and took ownership of the OSHA 300 log.
Professional Services · 85-attorney litigation firm, 4 states
The challenge in detail: New offices opened with gaps in multi-state tax registration, and exempt classification was inconsistent. The managing partner drafted offer letters personally, and ACA tracking was done manually in spreadsheets.
What we did: Our payroll specialist handled multi-state tax registration end to end, and we took over ACA tracking and 1095-C reporting. We standardized offer-letter templates by state & role and tied the benefits eligibility workflow to hire date. Axiom integrated billable-hour reporting with payroll.
Nonprofit · 120-employee 501(c)(3), Utah
The challenge in detail: The employee handbook was 5 years out of date, and mandated training deadlines were missed across multiple programs. There was no system for tracking compliance training completion, and the solo HR director couldn’t keep up with regulatory updates.
What we did: Our HR specialist ran a 90-day compliance audit and rebuilt the handbook from scratch. We set up a recurring mandated-training calendar with reminders and completion-tracking dashboards by program, and delivered a quarterly board-ready HR risk report.
Construction · 47-person framer, UT/ID/NV
The challenge in detail: The workers’ comp mod rate was 18% above the industry benchmark, and multi-state payroll compliance was a constant scramble. With no dedicated HR, every issue went to ownership. Onboarding was inconsistent across job sites, and there was no formal safety program.
What we did: We set up a full PEO co-employment structure, benchmarked workers’ comp, and reviewed the mod rate. We consolidated multi-state payroll and tax, assigned a dedicated HR specialist as the single point of contact, and took over safety program documentation and OSHA recordkeeping.
Construction · 78-person general contractor, UT/NV/ID
The challenge in detail: The company had an EMR of 1.8 and a premium 30%+ above peers. Certified payroll for prevailing-wage jobs was done by hand, OSHA 300 logs were inconsistent across job sites, and audit prep pulled the controller off billable work for weeks. There were also gaps in multi-state SUTA / UI.
What we did: Our WC specialist took over claims intake, return-to-work, and OSHA documentation, and we moved the company onto the master workers’ comp policy. We automated certified payroll generation with WH-347 export, Axiom reconciled certified-payroll cost coding, and we standardized incident reporting across three states.
Healthcare / Dental · 3-location practice, Salt Lake City
The challenge in detail: Open enrollment ran 2+ weeks, with carrier errors afterward, and the owner answered benefits questions personally, off-hours. Payroll deductions never matched carrier invoices, WC audits caused weeks of stress, and there was no structured onboarding across the 3 locations.
What we did: Our benefits specialist owns carrier coordination & enrollment, and the practice has a single audit point of contact for WC. Axiom aligned payroll deductions to plan elections. We standardized a structured onboarding workflow across all 3 sites and set up an employee self-service portal for benefits questions.