We handle billable-hour tracking, partner draws, K-1 integration, and benefits that help you compete for talent. Built for law, accounting, consulting, and agency teams from 5 employees and up.
$500K+
Typical exposure for partner-vs-employee misclassification across a 20-person firm
100%
K-1 and W-2 reconciliations completed clean on the bench
Same-day
Lateral-hire onboarding turnaround on the HR bench
ACA Tracking
Our compliance engine tracks every measurement and stability period across paralegals and analysts, flags eligibility shifts before they become violations, and files 1095-Cs automatically.
100% of 1095-Cs delivered before the IRS deadline. Zero penalty assessments across three full filing years.
What it can cost IRS Letter 226J assesses §4980H(a) payments of up to $3,340 per full-time employee per year (2026), minus the first 30. A 150-professional firm: up to $400K/year of exposure.
Executive & Equity Compensation
Each office runs as its own cost center with local, state, and federal tax deposits handled automatically. You get practice-group reporting and consolidated views with zero manual reconciliation.
100% of federal, state, and local tax deposits filed on time across every office. All 50 states supported.
What it can cost State penalty for unregistered employment averages $5K–$50K per state per year. A 4-office firm missing one registration = $150K+ exposure.
Lateral Hire Onboarding
Mobile I-9, electronic W-4, direct deposit, and benefits enrollment run in one polished workflow. Your new associate's first impression matches the firm you're trying to be.
15-minute digital onboarding per hire. Benefits enrollment, I-9, state tax forms, and direct deposit complete before day one.
What it can cost A rough lateral onboarding signals to a partner-track hire that your operations aren't firm-grade. Lost laterals cost $500K–$2M in origination + ramp + book-of-business impact.
Rapid Hiring & Contractor Conversion
One hire or fifty run on the same workflow with parallel multi-state registration, benefits enrollment, and contractor-to-W2 conversion. No headcount added to your operations team.
Batch intake of 10, 20, or 50 hires in hours, and merger integration with no HR staff added on your side.
What it can cost Manual contractor-to-W-2 conversion on 20 staff burns 80+ operations hours and delays benefits coverage by weeks. IRS classification audit exposure compounds with every day on 1099.
Partner/Shareholder Payroll
Partner K-1 distributions, guaranteed payments, and W-2 employee payroll run on a single engine with entity-specific tax reporting, so K-1s and W-2s come out clean every cycle.
Every partner draw, guaranteed payment, and W-2 run reconciled against the cap table and the partnership agreement.
What it can cost Partner-vs-employee misclassification triggers back payroll tax + SECA penalty + partnership-tax amendment. On a 20-partner firm: $500K+ exposure is typical.
Retention Through Premium Benefits
We shop medical, dental, and 401(k) plans across all carriers, building packages that close the gap with Am Law 200 firms. Your offer letter can compete with firms ten times your size.
100% of medical, dental, vision, life, and 401(k) match administered, with national carriers shopped on your behalf.
What it can cost Losing a senior associate to a benefits-richer firm costs $200K–$500K in replacement + ramp + transferred-business risk. A benefits-driven churn event on a 15-associate firm = ~10% of annual payroll burned.
From solo practitioners adding their first W-2 staff to multi-office firms with partner draws, equity structures, and multi-state practice footprints, our PEO is built for the classification and partner-comp realities of professional services.
Solo practitioners, small firms, and boutique agencies managing their first W-2 hires, benefits package, and classification decisions. We handle K-1 reporting for the principal and W-2 payroll for the staff, with the compliance paperwork kept on file.
Firms with multiple offices, multi-state practice, and mixed partner/associate compensation. Multi-state payroll, full-market benefits shopping, 401(k) match, professional liability coordination, and clean K-1 + W-2 reconciliation.
Established firms with partner-track associates, of-counsel arrangements, and distributed practice groups. Enterprise-level payroll, benefits administration across multiple plans, and the HR partner that scales with your practice growth.
The regulations we handle for you. Open any topic to read more.
Variable-hour employees shift between full-time and part-time status constantly. Tracking measurement periods, stability periods, and 1095-C filing for hundreds of billable staff takes week-by-week attention.
How we solve this →Partners, associates, and staff each have different compensation structures: equity draws, profit-sharing, ISOs, guaranteed payments, and K-1 reporting. Managing these alongside standard W-2 payroll across multiple offices and states is operationally overwhelming.
How we solve this →Firms compete for top talent against larger practices offering premium benefits. Without competitive health plans, retirement options, and professional development budgets, your best people leave for firms that offer them.
How we solve this →Converting contractors to W-2 employees, onboarding lateral hires from competing firms, and ramping project-based staff. Velocity matters as much as compliance when a lateral hire brings their book of business.
How we solve this →Partners classified as employees vs. equity holders, associates misclassified as exempt, and of-counsel arrangements that blur the line between 1099 and W-2. A misclassification can bring both IRS and DOL action.
How we solve this →The most common questions we get from managing partners, firm administrators, and operations directors at law firms, accounting firms, and consulting practices.
Yes. PEO co-employment applies to your W-2 employees, such as associates, paralegals, and administrative staff. Your partners stay on K-1 partnership distributions, unaffected by the PEO relationship. We handle W-2 payroll and benefits on the employee side while preserving clean K-1 structure for partners.
Our payroll processes guaranteed payments under IRC §707(c), regular partner draws, and W-2 employee payroll on a single engine. K-1s reconcile at year-end automatically. Partner advances and tax distributions are tracked against the partnership agreement.
Of-counsel arrangements are notoriously ambiguous between 1099 and W-2. We run a classification audit on each arrangement, factor by factor against IRS Form SS-8 criteria, and document the determination in a memo you can hand to counsel if questioned. That gives you a documented classification trail for any audit.
Yes. Multi-state practice, multi-office payroll, and multi-jurisdiction professional licensing are all handled on one platform. When you open an office in a new state, we handle the new registrations, benefits plan extension, and state tax setup. Your part is usually a couple of conversations.
Our benefits team shops all carriers for your 20-person firm and brings back quotes side by side. Medical, dental, vision, life, and 401(k) match are all administered in-house. A 20-person boutique can put a benefits package on the table that competes with an Am Law 200 firm, which helps you keep your associates.
We run K-1 partner draws, W-2 staff payroll, multi-state compliance, and firm-grade benefits on one platform, for boutiques and multi-office firms. Tell us how your firm is structured and a specialist will put together a quote.
Talk to a Professional Services Specialist → 855-565-8747