Multi-state remote payroll, RSU tracking, 401(k) match optimization, and benefits that win against the FAANG offer letter. Your HR specialist scales with the headcount plan, not the round.
$0K+
Typical state-registration + penalty exposure for a 5-state remote oversight
0
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. Fully integrated with your cap table, never a reconciliation headache.
Every ISO/NSO exercise, RSU vest, and 83(b) election processed inside the pay run. Cap table stays in lockstep.
What you're exposed to 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.
In practice "Every grant event is mine. Cap-table clean, 409A on the calendar, RSU vests hit the same pay cycle they vest in." VP Operations, Stock Plan Admin
50-State Remote Worker Compliance
Every new hire in a new state triggers automatic registration, withholding setup, and ongoing filings. Your team hires the best talent, we handle the 50-state compliance grid.
All 50 states on one platform. Automatic registration on new-state hires. Zero separate registrations for you to maintain.
What you're exposed to State penalty for unregistered employment averages $5K–$50K per state per year + back withholding + interest. A 5-state oversight = $100K+ exposure.
In practice "New state? I've done it in an afternoon. Most shops quote you six weeks. The six weeks is the broker, not the work." Dave Harris, Accounting Lead
Rapid Scaling: 10 to 100
Digital onboarding, automated I-9 and benefits enrollment, and equipment tracking scale with your headcount. Your HR team grows the company instead of shuffling paperwork.
15-minute digital onboarding per hire. Benefits enrollment, I-9, and state tax forms automated end-to-end.
What you're exposed to 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.
In practice "I ramp 20 engineers the same way I ramp 200. Playbook doesn't care about headcount." Jena Glazier, Client Success Manager
Competing with FAANG Benefits
We shop premium medical, dental, mental health, and fertility coverage across all carriers. Your 30-person startup competes with Google for the same engineer.
100% of medical, dental, vision, mental health, and fertility plans administered, with carriers shopped on your behalf for competitive rates our carrier relationships earn.
What you're exposed to 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.
In practice "Open enrollment isn't a scramble for the teams I run. Fertility, mental health, the whole stack. Scheduled meeting, not a fire." Benefits Director, ACA + 401(k)
Contractor-to-W2 Conversion
Classification analysis, clean termination, W2 onboarding, and benefits enrollment run in batches of 10, 20, or 50. Engineering velocity stays intact while IRS exposure goes to zero.
Batch conversion runs in hours, not weeks. Classification audit, W2 paperwork, benefits enrollment, equipment tracking all in one workflow.
What you're exposed to IRS classification audit on 10 misclassified contractors: back payroll tax + penalty averages $50K–$200K per person. One audit across a 30-person contractor pool = company-threatening exposure.
In practice "Classification is where startups bleed. I run the audit before IRS does." HR Advisor, Wage-Hour + Classification
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 you're exposed to DOL benched-worker or LCA-posting violation = 3-year debarment from H-1B sponsorship + back wages. One missed LCA = your tech pipeline stops cold.
In practice "If you're sponsoring H-1Bs, LCA and prevailing wage are the first audit targets. I keep both clean, always." HR Advisor, H-1B Sponsorship
From seed-stage startups hiring their first engineers to Series B+ scale-ups managing distributed teams across 20+ states, our PEO is built for the compliance and velocity realities of technology employment.
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 look FAANG-grade 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.
Every regulation we handle on your behalf. Tap to expand.
ISOs, NSOs, RSUs, and 409A valuations create a compliance minefield. 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. Miss one state and you are accumulating penalties you do not even know about.
How we solve this →You closed your Series A and 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 cannot match Google's budget, but you need to match the experience.
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 is a logistical nightmare.
How we solve this →Your best developers are in different time zones and countries. Managing international contractor payments, tax treaties, and compliance documentation is a full-time job you did not plan for.
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 startups from 5 to 500 employees use PEOs to handle equity-comp payroll, multi-state remote compliance, and FAANG-tier 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. Usually complete within an afternoon, not six weeks.
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 real quotes side by side. Mental health, fertility, vision, dental, and 401(k) match all administered in-house. A 30-person Series A sees real quotes from across the carrier market on comparable plan design.
Whether you're pre-seed hiring your first engineer or Series B scaling across 20 states, we will show you exactly how we handle equity-comp payroll, multi-state remote compliance, and FAANG-tier benefits. In one conversation.
Talk to a Tech HR Specialist → 855-565-8747