Series 7/63/65/66 tracking, Form U4 amendments, FINRA 4511 records, K-1 partner draws, and benefits strong enough to poach from the wirehouse. One RIA-fluent specialist owns your account.
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Multi-state unregistered-employment exposure for a 6-state RIA
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P.S. RIA scaled 1 state → 6 on our payroll-tax registration playbook
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Fastest new-state setup on the payroll bench. Distributed wealth-management firm
Multi-State Compliance Complexity
Our compliance team tracks paid leave accruals, wage-hour rules, and new-hire notices in every state your employees work. Updates ship before laws take effect.
Every paid-leave accrual, wage-hour rule, and new-hire notice tracked for every state your specialists work. All 50 states supported.
What you're exposed to State penalty for unregistered employment averages $5K–$50K per state per year + back withholding + interest. A 6-state RIA unregistered on one = $300K+ exposure.
In practice "We went from 1 state to 6 in 14 months. Dave had every state registration, paid-leave accrual, and new-hire notice mapped before we had our second hire in each state." P.S., COO, 28-person Orem RIA
Talent Competition With Big Banks
We shop medical, 401(k), dental, vision, life, and disability across all carriers for your team, the same national carriers Goldman and JPMorgan use.
100% of medical, 401(k), dental, vision, life, and disability enrollment administered, with carriers shopped on your behalf for competitive rates our carrier relationships earn. Same national carriers, shopped for your team.
What you're exposed to Small-group medical rates run 15–30% higher than large-group equivalents (Milliman 2024). On a $200K annual medical premium: $30K–$60K/year in structural disadvantage vs. Wirehouses.
In practice "Open enrollment isn't a scramble for the teams I run. It's a scheduled meeting." Jennifer C, Benefits Director
Background Check & Licensing Workflows
Background checks, credit screening, and license verification run inside the digital onboarding flow. Consent captured, results filed, audit trail intact for every new registered rep.
Zero consent or documentation gaps in regulatory audits.
What you're exposed to FINRA Rule 3110(e) background investigation gaps = Letter of Acceptance, Waiver, and Consent penalties $5K–$250K per undisclosed U4 amendment. Firm co-liability.
In practice "Compliance is a phone call. Mine. You don't get a ticket number from me." Jenifer V, HR Advisor
SEC/FINRA Employment Documentation
Every offer letter, arbitration agreement, U4 amendment, and separation document is stored in the employee HRIS profile. Searchable in seconds when a FINRA inquiry hits your CCO.
Every offer letter, arbitration agreement, U4 amendment, and separation document held in the employee HRIS profile. Retrievable in seconds for any FINRA Rule 4511 inquiry.
What you're exposed to FINRA Rule 4511 recordkeeping gaps trigger $5K–$250K per violation. Missing termination paperwork in an arbitration becomes an exhibit, not a discovery issue.
In practice "I've written more handbooks than any auditor has read. I know what every state wants to see." Jenifer V, HR Advisor
Benefits Parity Gap
HSA-eligible HDHPs, PPO options, robust dental and vision, supplemental coverage, and a 401(k) match. Presented through a mobile enrollment portal candidates compare favorably to any regional bank.
100% of HSA-eligible HDHP, PPO, dental, vision, supplemental, and 401(k) match enrollment delivered through a mobile self-service portal. Carrier parity with any regional bank.
What you're exposed to Below-wirehouse benefits drive top producer attrition. Cost of replacing one $500K-producer: $250K–$750K (fully loaded, 18–24 month ramp). One producer loss: a year of profit.
In practice "I review every variable-hour employee's status every cycle. Not the system. Me." Jennifer C, Benefits Director
From 3-person state-registered RIAs to 200-person multi-office wealth groups and SEC-registered firms over $100M AUM.
5–50 person advisory firms competing for talent and managing state employment law across client service teams. We handle the employment administration so your specialists focus on AUM, not HR compliance.
Community banks, credit unions, and insurance agencies with complex HR needs and regulatory employment requirements. Multi-branch payroll, licensed employee documentation, and state-specific compliance managed in one platform.
Growth-stage fintech companies hiring engineers and compliance professionals across multiple states. We handle multi-state payroll, benefits competitive enough to recruit from FAANG, and employment compliance as you scale.
"Our compliance officer was spending 30% of her time on HR issues that had nothing to do with SEC compliance. VertiSource took the whole employment layer off her plate. She focuses on the business now."
Every regulation we handle on your behalf. Tap to expand.
CA, NY, IL wage and hour rules, paid leave laws, notice requirements across every state you operate in. One state missed is an exposure your compliance officer doesn't want to explain.
How we solve this →JP Morgan, Goldman, Wells Fargo have HR budgets you don't, but they can't match your culture or equity. If you can match their benefits. That's the gap we close.
How we solve this →FINRA BrokerCheck, Series license tracking, credit checks, criminal screening. Across every new hire. Manual processes create compliance gaps and slow your onboarding.
How we solve this →Offer letters, arbitration agreements, Form U4 updates, termination documentation. One gap is a regulatory headache. Employment records in financial services have higher stakes than in most industries.
How we solve this →Entry-level candidates compare your benefits to what the big banks offer. If you're not competitive, you lose the recruiting conversation before the offer. Most small financial firms can't self-fund their way to parity.
How we solve this →The most common questions from RIAs, banks, insurance agencies, and fintech firms considering a PEO.
Registered rep compensation is rarely a flat salary. We configure payroll for grid-based commissions, fee-based advisory revenue splits, trail commissions, override compensation, and recoverable draws. Each pay component carries its own tax treatment and reporting and maps back to your broker-dealer or RIA grid without manual reconciliation.
Yes. Outside Business Activity disclosures are tracked inside the employee's HRIS profile alongside license, U4, and compliance records. When an advisor files a new OBA or updates an existing one, the documentation lives with the employee record so your CCO can produce it during a FINRA exam or annual attestation.
Wealth management firms commonly run all three classifications under one roof: W2 producers on commission, K-1 partners receiving guaranteed payments and distributions, and 1099 solicitors. We process W2 payroll through the PEO, coordinate K-1 partner draws and guaranteed payments with your accountant, and issue 1099s for non-employee solicitors. All from a single platform.
Yes. Non-qualified deferred comp plans, retention bonuses, forgivable notes, and vesting schedules are common in wealth management retention packages. We track deferral elections, vesting milestones, and payout schedules inside payroll so the W2 reflects the right tax treatment year over year. Qualified retirement plans are administered alongside the deferred comp layer.
Series 7, 63, 65, 66, 24, and 9/10 license status, registration state coverage, and Regulatory Element CE windows are tracked inside each employee's HRIS profile. License-related dates are flagged in advance so renewals and continuing education are completed before any registration lapses.
Yes. When your firm is hiring producers ahead of an exam window or onboarding a new branch, we scale onboarding, fingerprinting coordination, U4 prep workflows, and benefits enrollment in parallel. Your dedicated team coordinates the registration paperwork timeline so candidates can sit for exams without HR being the bottleneck.
When an advisor has a reportable event. A customer complaint, judgment, lien, criminal disclosure, or termination for cause. The related employment documentation needs to be retrievable on a FINRA timeline. We maintain organized employment files, separation paperwork, and supporting records so your CCO can complete U4 amendments without reconstructing history from email.
RIA exits. Internal succession, tuck-in to a larger RIA, or sale to an aggregator. Depend on clean employment records, documented compensation history, and transferable benefits structures. We work with your M&A counsel and the acquiring firm to make sure employment files, payroll history, and benefits transitions are diligence-ready.
Click any state to see minimum wage, paid leave, pay transparency laws, and upcoming deadlines.
Open state compliance map →We'll walk you through exactly how VertiSource works for financial services firms. From benefits benchmarking to multi-state compliance, and show you what your plan would look like.
Talk to an RIA HR Specialist → 855-565-8747
