We handle multi-state remote payroll, RSU tracking, 401(k) match optimization, and benefits that compete with the FAANG offer letter. Your HR specialist scales with your headcount plan.
$100K+
Typical state-registration + penalty exposure for a 5-state remote oversight
50
States the HR bench keeps current on your behalf
Same-day
New-state registration turnaround on the bench
Stock Option & Equity Compensation
Our payroll handles ISO/NSO exercises, RSU vesting, 409A coordination, and 83(b) elections, integrated with your cap table.
Every ISO/NSO exercise, RSU vest, and 83(b) election processed inside the pay run. Cap table stays in lockstep.
What it can cost 409A violations trigger 20% federal excise + state tax penalties on deferred comp. One missed valuation cycle on 50 grants can swing $500K+ in employee tax bills.
50-State Remote Worker Compliance
Every new hire in a new state triggers automatic registration, withholding setup, and ongoing filings. We keep your compliance current in every state where you have employees.
All 50 states on one platform, with new-state registrations handled as employees are added.
What it can cost State penalty for unregistered employment averages $5K–$50K per state per year + back withholding + interest. A 5-state oversight = $100K+ exposure.
Rapid Scaling: 10 to 100
Digital onboarding, automated I-9 and benefits enrollment, and equipment tracking scale with your headcount. Your HR team spends less time on paperwork.
15-minute digital onboarding per hire. Benefits enrollment, I-9, and state tax forms are completed online.
What it can cost Manual onboarding bottlenecks slow your hiring velocity. At $150K fully-loaded cost per engineer, a 2-week onboarding delay = $6K per hire in lost productivity.
Competing with FAANG Benefits
We shop premium medical, dental, mental health, and fertility coverage across all carriers. Your 30-person startup can compete with Google for the same engineer.
100% of medical, dental, vision, mental health, and fertility plans administered, with carriers shopped on your behalf.
What it can cost Losing a senior engineer to a competing offer costs $150K–$300K in replacement + ramp. A benefits-driven churn event on a 25-person team = 4–6% of annual payroll burned.
Contractor-to-W2 Conversion
Classification analysis, clean termination, W2 onboarding, and benefits enrollment run in batches of 10, 20, or 50, so engineering work isn't interrupted.
Batch conversion runs in hours. Classification audit, W2 paperwork, benefits enrollment, and equipment tracking all run in one workflow.
What it can cost IRS classification audit on 10 misclassified contractors: back payroll tax + penalty averages $50K–$200K per person. An audit across a 30-person contractor pool can put the whole company at financial risk.
H-1B / L-1 · International Contractors
H-1B sponsorship runs on its own compliance clock: LCA public-access file, prevailing-wage determination, I-129 coordination, and payroll that matches the attested wage. We run the HR side of the sponsorship.
Every H-1B LCA posted and tracked. Prevailing-wage payroll matches attested amount. W-8BEN collection for international contractors automated.
What it can cost DOL benched-worker or LCA-posting violation = 3-year debarment from H-1B sponsorship + back wages. A missed LCA can stop your H-1B hiring.
From seed-stage startups hiring their first engineers to Series B+ scale-ups managing distributed teams across 20+ states, our PEO handles the payroll and compliance work that comes with tech hiring.
Seed and Series A companies that need competitive benefits to hire their first engineers, designers, and operators. Equity compensation support, multi-state remote payroll, and benefits that compete with big-tech packages on a startup budget.
Series B+ companies scaling their team across states and time zones. Complex payroll with equity events, contractor-to-employee conversions, and benefits administration that doesn't slow your hiring velocity.
Companies with fully distributed teams, international contractors, and complex compensation structures. Multi-state compliance at scale, benefits administration across multiple plans, and the HR partner that grows with your round schedule.
The regulations we handle for you. Open any topic to read more.
ISOs, NSOs, RSUs, and 409A valuations each carry their own tax and reporting rules. One misclassified grant or late 409A update can trigger massive tax liabilities for your employees and your company.
How we solve this →Every remote employee in a new state creates tax nexus, registration, and withholding obligations. If you miss a state registration, penalties can build up before anyone notices.
How we solve this →After a Series A, you may need to triple headcount in six months. Manual onboarding, spreadsheet payroll, and patchwork benefits cannot keep up with that velocity.
How we solve this →Top engineers expect unlimited PTO, mental health support, fertility benefits, and premium health plans. As a startup, you still need a benefits package that holds up against Google's.
How we solve this →You started with contractors to move fast. Now the IRS classification risk is real, and converting dozens of 1099s to W2 employees while maintaining compliance takes careful work.
How we solve this →Your best developers are in different time zones and countries. Managing international contractor payments, tax treaties, and compliance documentation takes ongoing work.
How we solve this →The most common questions we get from founders, VPs of People, and Ops leaders at SaaS companies, mobile app startups, and enterprise software firms.
Yes. Tech companies from 5 to several thousand employees use PEOs and ASO to handle equity-comp payroll, multi-state remote compliance, and competitive benefits without building an HR department. The PEO co-employment structure works with standard stock plans, RSU vesting, and 409A valuations.
Our payroll integrates with your cap table (Carta, Pulley, AngelList, or spreadsheet). ISO/NSO exercises flow through as ordinary income at exercise. RSU vesting events are processed in the same pay run. 83(b) elections are tracked. Bargain element and ordinary-income reporting happen automatically in the W-2 at year-end.
When you hire in a new state, our tax admin team handles state registration, state unemployment insurance setup, state withholding tax accounts, and any state-specific paid-leave or disability insurance requirements. Setup is usually complete within an afternoon.
We handle the HR side of H-1B sponsorship: LCA public-access filing, prevailing-wage determination coordination with your immigration counsel, I-129 payroll-related documentation, and payroll that matches the attested LCA wage. We partner with your immigration attorney for the legal work; we cover the HR compliance around it.
Our benefits team shops all carriers for your 30-person team and brings back quotes side by side. Mental health, fertility, vision, dental, and 401(k) match are all administered in-house. A 30-person Series A sees quotes from across the carrier market on comparable plan design.
We run equity-comp payroll, multi-state remote compliance, and competitive benefits from your first engineering hire through a 20-state Series B. Tell us which states your team works in and a specialist will walk you through what each one requires.
Talk to a Tech HR Specialist → 855-565-8747