Situations · You just raised
You just raised. The next ten hires are in six states.
Every offer letter adds a state, a registration, a set of rules and a report the board will ask for. We open the registrations from the hiring plan, set every hire up in your HRIS before day one, and keep the decisions with you.
Hiring planThis quarter
- Texas, three hires
- Registered
- New York, two hires
- Registration opened
- Colorado, one hire
- Opened before the offer
Every hire set up before day one.
The month after the raise
Three things the hiring plan does not say.
Moment 01
The offer is out. The state is not registered.
The candidate signed on Tuesday and starts in a state where you have no tax account, no unemployment account and no notice posted. Registrations take weeks. The start date does not.
Moment 02
Each hire is set up by hand.
Accounts, laptop, benefits, payroll, the handbook: four people touch every new hire, and the fifth hire this month is the one that slips.
Moment 03
The board wants headcount by month.
Plan against actual, by team and by state, with the cost. If assembling it takes a week, the system of record is a spreadsheet, whatever the software is called.
The first 30 days
Registrations first, because they take longest.
The plan against the map Days 1 to 5
The hiring plan laid against the states you are in and the states you are about to be in. Registrations opened wherever a hire is coming, before the offer goes out.
Onboarding, built once Weeks 2 and 3
One onboarding flow in your Rippling or HiBob: accounts, equipment, benefits, payroll and the handbook, so every hire is set up before day one by the system, not by four people.
The calendar and the report Week 4
The compliance calendar for every state you are in, and a headcount and cost report by month the board can read without a call.
On another system, we start with a short review of what is there and say what we can run.
What’s included
The hiring plan, carried through to day one.
- 01
A named lead and a named backup who know your setup
- 02
State registrations opened from the hiring plan and tracked to approval
- 03
Onboarding and offboarding, set up in the system before day one
- 04
Payroll preparation, every cycle, for your approval
- 05
The handbook kept current for every state you hire in
- 06
The compliance calendar: registrations, filings and notices by state
- 07
A headcount and cost report by month, from the system
- People paid abroad, as contractors or through an EOR, are in scope and quoted with your setup.
What it costs
Managed people ops, from $6k a month
At 45 people and under, sized to your team on a fit call.
- Starts
- In the first week, on Rippling or HiBob
- Term
- Six months, then month to month
- Who owns it
- Your lead, with a named backup
Your headcount sets the plan. Enter it on the pricing page to see the plans for yours.
Questions people ask the month after the raise.
Do we need an HRIS first?
If you are on Rippling or HiBob, we start inside it in the first week. If you are not, the build comes first, and we say what it needs and what it costs on the call.
How long does a state registration take?
Four to eight weeks in most states, and some are slower. That is why we open them from the hiring plan rather than from the offer letter.
What about hires abroad?
People paid abroad, as contractors or through an EOR, are in scope and quoted with your setup. We advise on the move from contractors to an employer of record one country at a time.
Twenty minutes. Bring the hiring plan.
We will tell you which states need opening this month, what the system needs, and what stays a decision for you. A written scope follows the call.
Book a 20-minute fit call