Podcasts about peos

I studion: Fredrik Söderholm, Peo Hansen, Elinor Odeberg, Vilgot ÖsterlundPå länk: Ali EsbatiAlla frågor ni har skickat in och experternas kritik! Peos hyllade serie om vad pengar är går i MÅL! Ibland blir det starka känslor men tonen hålls för det mesta GOD.Gratis vecka men passa på att bli patte nu med rabattkoden: BINGBONGPatreon.com/gottsnackSupport till showen http://supporter.acast.com/gott-snack-med-fredrik-soderholm. Hosted on Acast. See acast.com/privacy for more information.

I studion: Fredrik Söderholm, Peo Hansen, Elinor Odeberg, Vilgot ÖsterlundPå länk: Ali EsbatiAlla frågor ni har skickat in och experternas kritik! Peos hyllade serie om vad pengar är går i MÅL! Ibland blir det starka känslor men tonen hålls för det mesta GOD.Gratis vecka men passa på att bli patte nu med rabattkoden: BINGBONGPatreon.com/gottsnackSupport till showen http://supporter.acast.com/gott-snack-med-fredrik-soderholm. Hosted on Acast. See acast.com/privacy for more information.

Noah Hopton, CEO and Founder of Finvisor, helps startups and growing businesses simplify operations by building integrated back-office teams that combine accounting, finance, payroll, HR, insurance, and technology. By combining experienced financial professionals with modern technology, Noah enables businesses to streamline operations, stay compliant, and focus on sustainable growth.  In this conversation, Noah introduces The Adjacent Extension Framework—Earn the Trust, Build the Relationship, Listen for Other Problems, Connect Other Specialists, and Empower the Team with Tech. He explains why proactive service creates lasting client relationships, how solving adjacent business challenges leads to sustainable growth, and why integrated back-office teams outperform disconnected vendors. Noah also shares how AI is reshaping finance operations by automating repetitive work, empowering finance professionals to focus on strategic decision-making, and helping businesses leverage technology to enhance—not replace—human expertise. — How to Outsource Your Back Office with Noah Hopton  Good day, listeners. Steve Preda here with the Management Blueprint Podcast, and my guest today is Noah Hopton, the CEO and Founder of Finvisor, helping seed and Series A companies that have outgrown spreadsheets and part-time bookkeepers but aren’t ready for a full-time finance team yet. Their job is to give you the financial clarity to make good decisions at every stage of growth. Noah, welcome to the show.  Yeah. Pleasure to be here, Steve.  Well, great to have you here, and I’m very curious about your career and your business and what you built here. I’m particularly curious about your personal ‘Why’ and how you manifest it in your business.  Personal ‘Why.’ That’s great. Well, I’ll be honest, I didn’t go in thinking I was going to be an accountant or run an accounting firm. You know, I studied accounting in school. Eventually, I thought I was going to probably be more in a kind of front-of-house sales relationship because I enjoyed the people part—making relationships and meeting people.  But I was very fortunate that I found the consulting, fractional CFO world, where I got to discover a love of problem-solving, creating relationships, and creating value for clients. For me, it was kind of this love of helping clients understand their business, helping clients understand what to think about around the corner, where it's not just being in-house with one set of books that you're closing.Share on X  When you’re at Finvisor, my day-to-day, at least when I started, was probably working with 10 to 12 clients a month and helping them understand, “Okay, how did they perform last month? Can they hire a certain number of people? And what’s the plan going forward?”  Yeah, I mean, that’s super helpful. I started life in accounting as well with KPMG, and what attracted me was to essentially have that language of business so that I would be able to understand how a business works and have this confidence of not flying blind, right? That’s really, really cool. So how did you evolve from a CFO into a founder? What was the trigger point for you?  So I was very fortunate. I actually was at a prior firm at one point when I started my career, and they were a little bit like the cobbler with bad shoes, where eventually they decided they had to close shop, and clients were going to be given notice. I, myself, was given notice saying, “Hey, in a week, you’re not going to have a job, Noah.” And so I was really given this moment in life, saying, “Hey, if I enjoy what I’ve been doing, do I think I could do it better than the firm I’d been at?  And do I want to make this leap into being a founder and starting a business?” And so my co-founder and I both talked to each other and said, “Look, we love our clients. We love what we’ve been trying to build. I think we just need to do a little bit of a refresh and restructuring of how this operates.” And so we started our own company. I was very lucky that I started with about, I had about 30 clients and a team of four on day one, which I think is unusual.  Most people in the accounting space start off as a one-person shop, trying to grow from one to two, and having to double their clients or double their size to get there. We were fortunate to have five team members and 30 clients on day one. Originally, our vision was just, “Hey, let’s help with the fractional CFO and the bookkeeping,” but that really evolved over time as we added additional services and really understood where our clients were having problems in their back office.  What are the areas where maybe the insurance brokers they’d been working with weren’t very hands-on and kind of came in once a year? Our clients were asking us, as their CFO, “Hey, can you help us select our health insurance?” And we’re like, “Well, we’re kind of doing the broker’s job. Why don’t we build out our own team?” So that was one of the first verticals we moved into and added by building an insurance brokerage. From there, we kept building, where now not only do you have your CFO and accountant helping you, but you also have them with the ability to go out to market, help you compare quotes, and help get your insurance in place. So you’re essentially expanding the array of virtual services that you’re providing, or fractional services that you’re providing, to your clients?  Correct. Yeah. We really try to own the full back office end to end because I think a lot of people deal with, “Okay, great, I have a bookkeeper, I have a tax accountant, I have an R&D tax provider,” and they’re dealing with four or five different vendors that don’t really communicate. The client is the person playing telephone between the two, and we’re like, “Wait, stop. Why is this the solution?” We should just build a different business where it’s all under the Finvisor umbrella.  It’s all full-time team members who are actually working together on behalf of the client, even if fractionally. Some of our clients only need five hours of a payroll specialist, but they need someone to own that role, and they need that person to be able to talk to their sales tax team because it’s like, “Oh, we hired someone in a new state. Is sales tax applicable there?” And connect those dots because, when you have these disconnected providers, you have a lot of things that can drop because they’re not in people’s field of view.  Yeah, I mean, it’s a great service. If you can get a competent team that will take care of your back office, then you can focus on figuring out message-market fit and then essentially scaling revenue. You don’t have to worry about it, and you don’t have to babysit inexperienced people that maybe you can afford to hire, but who would not be able to own the job.  Yeah, exactly. I mean, it’s kind of the, “Do you want to…” You know, I think at least when we started in 2014, there was more of a generalist bookkeeper. That’s kind of the typical solution people went with. Nothing against that, but it’s kind of nice to have dedicated specialists in the different back-office areas that you need. I mean, bookkeepers are great.  They’re usually not your best payroll and HR people. They’re not thinking about California final-paycheck laws, or whether you need to offer a 401(k) if you hire someone in California. Whereas, if you have someone whose entire job is payroll and HR, and you need Finvisor to help run your payroll, they’re going to be thinking about those edge cases and helping you along so that you can just build your business, get to the next milestone, and not worry about tripping yourself up because of compliance, taxes, or a lack of visibility in your reporting. Yeah, that’s great peace of mind. So this podcast is about frameworks, and I wonder, what is your framework? How do you help your clients, or how do you figure things out? What have you developed? We’re about 400 frameworks in, so I’m looking for something unique that helps you and is easy to explain—three to five steps maximum.  Yeah. I mean, one of the ones that comes to mind for us is what we’ve really called the Adjacent Extension Framework. So, first, do really good work and earn your client's trust in one area. Makes it easy for them to approach you.Share on X For us, it’s historically been accounting. People think, “Great, get my books put together.” But for us, it’s really about creating a relationship and earning the client’s trust.  Then, as step two, listen for the other problems they’re having. What are the adjacent problems they’re asking you to solve? And then for us, what we’ve really done is double down in those other areas by building specialists in those verticals. Once you’ve earned the client’s trust, if you’re doing their accounting and all of a sudden they’re struggling with invoicing or collections, you can say, “Hey, we can also help you with accounts receivable and collection efforts because we see your AR balance increasing on your financial statements.” At that point, they’re already thinking, “Great, I like working with this person.  Let’s give their team a try and help us solve another problem.” So, for us, it’s really been about finding those adjacent problems, building a team that specializes in them, and then connecting the client with the right expert. The last piece that’s really coming to market now is using technology to empower the team. Historically, a lot of our value came from having experts who could handle the edge cases or the gray areas between payroll, accounting, taxes, and sales tax. Now, with technology, you can also build the data infrastructure to highlight what’s happening for the client while helping guide the team as they manage those clients.  Love it. So what I’m hearing is, number one—or maybe even number zero—is do a great job, right?  The trust.  Okay. So that’s maybe another way of saying it: earn the trust. But is doing a good job enough to earn that trust, or is there more to it?  I mean, I think in any service business, you want to be proactive. A lot of bookkeepers, accountants, and even legal professionals are usually waiting for the client to ask a question before providing an answer. I think the goal should be to think ahead for the client and proactively provide guidance. That came naturally for us because we sit in the fractional CFO seat.Share on X  But even if you’re just doing bookkeeping, you can still catch these things for clients and help them out. Or if you’re selling P&C insurance and helping clients with their general liability coverage, you can think about what other types of coverage they may need. So I’d say the more proactive you can be, the better. The other thing is meeting clients where they already are.  For us, a lot of our clients are on Slack, so we connect with them on Slack. We chat with them as if we were full-time employees because we don’t want the experience to feel different. We don’t want you to feel like you’re emailing a generic support inbox and not knowing when someone is going to get back to you. If you only need fractional-level support, it shouldn’t feel like you’re getting fractional value or a fractional level of communication.  I love it. So you actually own the function inside the organization, so it feels like you’re part of the team, or your people are part of their team. So that builds the trust. So, do a great job, or earn the trust, number one. Number two, build the relationship. Number three, listen to other problems that they might have. Number four, connect them to other specialists. And number five, empower the team with technology.  Yeah. That’s a lot of it. I mean, as an advisor, we’ve grown… I mean, 60% of our growth comes from client referrals. So I think you know you’re doing something right if clients are recommending you to their friends and network. And so hopefully, if someone’s listening to this and you’re not getting referrals, you should be thinking about, “How do we either create more trust for our clients to be referring us, or how do we become more top of mind when clients are having these conversations?”  That’s great. So 60% of your growth comes from referrals. What’s the other 40%? How do you drive growth? What drives growth for you? What’s the other way to drive growth besides referrals?  Yeah. I mean, I think it’s also being connected with the ecosystem that you’re in. In our space, there are a lot of technology partners. Think about Xero, which is an accounting software, QuickBooks Online, NetSuite, payroll software like Rippling, Bill.com. They all have accounting partnerships, and the more you can build with them and grow your team alongside them, clients will reach out to them and say, “Hey, do you have someone who can help us set up Bill.com or help us set up Rippling?  We don’t have a payroll team to do our state tax registrations.” So we’ve seen a lot of good momentum as our software partners start sending us clients to help us grow. I think the other area is trying to figure out where you can have partnerships that will do introductions. We’ve been very fortunate in partnering with a number of VCs. Obviously, the VCs have worked with us because we’re on the board, or we had a mutual client. A lot of them will start to build partnership channels, and it’s a great opportunity.  They’ll say, “We just invested in this company, and you should go talk to Noah’s team to help with your accounting or your fractional CFO.” So it’s really about finding those tangential operators or entities that complement whatever you’re doing.  So are these primarily personal relationships that need to scale, or do you have a way to scale this across other people in your organization—this ability to develop partners? Or is it mainly you?  It depends on the role. A lot of our fractional CFOs on the team continue to build relationships. I would say probably 40% of our new clients come through a channel that’s not through me. There’ll be other people on our team who have built relationships with another VC or another software company. I think one of the key things we’ve always focused on is hiring people who are very, I would say “doers” might be the wrong word, but people who can self-manage and be project managers.  If you find the right people who can take a step back and look at the bigger picture, I mean, sometimes people come to Finvisor and they don’t realize that we ourselves are a business. Yes, you’re doing accounting like you were in-house and getting the books closed, but if you do good work and you realize clients are having problems, you have to think, “Hey, how can I help clients more and also help Finvisor create a win-win?” A lot of times, when we’re hiring, we’re trying to find people who have that type of drive to continue building and helping us internally, and not just do one part of the puzzle they’re responsible for. That might not be the most direct answer, but I would say a lot of it is hiring—making sure it's not just me leading the growth, but me building a team that can help lead the growth outside of just me.Share on X  Yeah. So how do you share the context so that your team members can connect the dots as well as you can? What’s your approach to that?  There’s a couple of ways we’ve done it. One way is we use a note-taker that then feeds into our CRM. For all client communication, whether they meet with us on Zoom or Google Meet, the transcripts are put into a centralized hub for us. It also connects to our CRM in terms of what we’re doing for the clients. At any point in time, someone can ask, “Hey, what’s going on with this client?” They can understand, “Great, this is what the payroll team talked to them about this week.  This is what the CFO team talked to them about last month. These are the problems they’ve been bringing up.” So we can capture that information without it having to be provided orally every single time, and without having to rely on a chat or an email to the team. There are some moments when it’s useful to give the team a larger update, but in general, it’s good to figure out a way to capture the essence of what you’re doing for your clients so that the team can then, in an AI chat-specific way, talk through, “Hey, great, what’s going on with this client? What are their needs? What has changed in the last six months? Who’s working on the client?”  I’ll have a VC that we’re talking to say, “Oh, we’re looking to invest in the CPG space and this type of vertical. Do you have any clients?” We’re at a point now where I don’t know every client. I usually have an idea about most clients, but there are definitely clients where I don’t know everything that’s happened in the last six months because I don’t talk to all 200 clients.  But I can go to our central hub to gain that information and understand, “Okay, great, which client is looking to fundraise and might want to be connected to this VC?” It’s a nice way to connect the dots. They’re looking to invest. The client is looking to raise. We also do brown-bag sessions. We’re a distributed team, so I think you have to be a little more intentional about how you educate the team. We’ll have weekly meetings where we walk through new technology, new changes in what we’re offering, new positioning, and continue educating the team in a more structured format.  The other thing we’ve done to help the team understand what’s going on is to make information as accessible as possible, similar to how we communicate with clients. So the team doesn’t have to log in to a pretty outdated CRM to pull information on a client. It’s either available directly in the Slack conversation or in a more modern tool like Notion, where you can easily search and find the information you want. So basically, you’re managing and harvesting your data and using that to feed people information about how they can develop partnerships. Is that what I’m hearing?  Yeah. And I think a lot of it is also figuring out which playbooks and processes are repeatable, documenting them better, and then educating the team around them. For example, with our fractional CFOs, we want to be in the board meeting. If we can be in the board meeting, A, we can help clients answer questions about their finances more easily, and B, it’s good to have visibility into what the board is saying about the business and where they want to go.  Then, obviously, the VCs are going to say, “Oh, great, this is Ian at Finvisor.” If he reaches out to me about a partnership, they’re going to have a better understanding of what we do because they’ve been in the room with us—or they’ve been in a virtual or in-person boardroom with us.  So you’re basically sharing the playbook so that they have a better understanding of what they can refer you for. Correct. Yeah.  So, switching gears here, Noah, what’s one thing that you’re trying to actively figure out in your business right now?  I mean, the question everyone is trying to figure out, at least in my space, is how they’re going to use AI in some fashion. That’s the kind of million-dollar question everyone keeps talking about—AI in accounting, AI in finance. Right now, we’re really structured in how we’re trying to use it and apply it. But the question I have is, what’s the next year going to look like? What’s five years going to look like as this technology gets more legs and more trust behind it? We’re pretty intentional about what we’re building and how we’re using some of the newer technology with AI. But I think there’s a lot that, at least for me, you have to continue to iterate. The world today feels different than it did three months ago. I’d say for most of Finvisor’s history—and this has been 12 years—it hasn’t felt like that, where a year later things might feel marginally different because we’re maybe 20% bigger or whatever might have happened.  Now, I think there’s a lot more excitement and unknown around technology and how it can either make people more efficient or help highlight and surface better issues that clients need to talk through. But I also feel like we’re in a moment where everyone’s trying to throw AI into every technology. So we're also trying to stay true to who we are, which is people first, relationships first—technology powering us, not being the solution.Share on X  So as you’re scaling AI to improve the information that your people have, your CFOs have, that presumably is going to lead to people doing less of the mechanical, repeatable tasks and more of the judgment tasks. So how do you scale judgment as you’re scaling the impact with AI?  On our side, I think it’s A, trying to organize and structure the data coming in. B, trying to create tooling that isn’t unique to one client but is built in a way that can be customized for each customer. A lot of the firms I talk to that are in the Finvisor space just take a blanket approach—turn Claude on for every fractional CFO, let them connect it to QuickBooks, and try to figure out their own playbooks.  That’s not how we’ve ever run the business. We don’t just hire accountants and let them run the accounting and see how the output turns out. We’re more focused on figuring out what is actually useful for review. Right now, I think AI has been most helpful around quality. It can definitely check that things are consistent and make sure edge cases are being caught.  I think we’re going to get to a future state where it’s not only making sure quality is at the 95th percentile of confidence, but also giving visibility into metrics like CAC, LTV, and churn—things that would normally take longer to pull together. Your fractional CFO might currently spend hours reviewing Stripe data or Shopify data to come to a conclusion. AI can cut out maybe 40% of that data-cleanup layer, where it’s like, “Okay, now they have the tools to dig in and understand what the underlying problem is,” instead of spending so much time cleaning up the data and getting everything organized.  So currently, at least my thesis is that it’s going to allow us to manage more clients because some of the day-to-day—I don’t want to call it busy work—but the work you have to do before you get to the exciting parts of the job will become more automated and less manual, like pulling data out of Stripe, Shopify, your CRM, or NetSuite.  So does that mean you’ll have a different type of people, maybe higher-level thinkers? Or do you think you can elevate your current team to that level?  Yeah. I think you’re… Sorry, I know I was originally answering this through the fractional CFO lens. Most of our fractional CFOs are already at the top of that organizational pyramid. For them, it’s really about helping them have cleaner data, better visibility into the actions they need to take, and better insight into what they should be reviewing and discussing with the client.  If I think more broadly about the back-office finance team, I do think a lot of the more generalist staff accountant and AP specialist roles won’t be spending as much time on the day-to-day blocking and tackling. If a client has 1,000 transactions a month flowing through their bank and credit cards, historically that accountant would sit in QuickBooks Online clicking “Okay, okay, okay,” reviewing every transaction and coding it. Eighty percent of those transactions will simply be coded automatically in real time as they come in. That leaves them to focus on the 20% that actually requires human judgment.  For me, the question is, can we continue to empower those people to be more impactful with that 20%? Are they the right people for that 20%? We’ve always tried to hire people who are proactive and broader thinkers, so I think we have the right team to step into that. If we’d built a traditional BPO model with an outsourced accounting team made up of people who were really just coding transactions at a basic level, I’d be more worried because getting those people to step up and handle edge cases is difficult.  But that’s not how we’ve historically built Finvisor. We’ve always tried to find people who are a little more… I’d rather hire an A-plus player than a B-player just because there’s some savings in the cost structure. I’d rather have the right people who can perform 80% of the time when they’re at bat than just hire someone because they’re cheaper.  Yeah.  Wrong baseball analogy there, but yeah.  Yeah, I understand. So you have A-plus people. Maybe the people who are doing more bookkeeping-type services—their jobs may become automated—but your A-players are going to have best-in-class information, and they can serve more clients that way.  Yeah. I still think that if you think about the typical accounting structure—if you’re working in-house and you have a bookkeeper and a controller—it’s still helpful. Depending on the size of the company, if you’re a small company, you probably won’t need that bookkeeper.  The controller can handle the edge cases and close the books. But at a certain scale, you’ll still want that junior resource supporting the controller so the controller can focus on the higher-level, more strategic work. I think people will simply be able to do more with less if they’re the right person. There will be people who, if they aren’t good at staying on their toes and figuring out edge cases, won’t be the right fit.  AI will probably replace some of those roles. But I think there’s a great opportunity for people who can think more strategically. They don’t have to be a CFO. They can just be a really smart bookkeeper who’s good at handling edge cases. They’ll simply be able to manage three times as many clients as they could when they had to code every single transaction.  Okay. If you had a magic wand and you could fix one thing in your business over the next 12 months, what would it be?  One area that we probably haven’t prioritized enough because of growth is SEO, AEO, and our overall sales build-out. Our paid advertising hasn’t been the strongest part of our business because it hasn’t been the top priority. If I had a magic wand, I’d have someone clean up our SEO and AEO visibility because I know clients love us and we do great work, but I don’t think we’re showing up the way I’d like from an SEO and AEO perspective. So that would be it. Yeah.  Yeah. Yeah. Love it. So, who are your ideal customers? Who do you want knocking on your door? Is it venture-backed companies primarily, or do you also work with private company founders? Who are your sweet-spot customers?  A lot of our clients are going to be in that 5-to-50-employee range, where they don’t need a full-time back office, a full-time accountant, a full-time CFO, or a full-time payroll specialist, but they need someone to own those roles. That way, we can put together the right Finvisor team to support them. We’ve intentionally made ourselves pretty modular, so while the largest group of our clients is in the tech VC world, we also have a lot of SMBs—law firms, beauty businesses, and other professional services businesses.  I would say that, if you looked at the Finvisor client base as a whole, you’d probably see a lot of startups. But we’re also starting to see more SMBs and more traditional businesses that don’t have VC funding but still need help with their accounting, bookkeeping, and modernizing their back office. So it’s a bit of both. Most of our clients are going to be in that 10-to-50- or 100-employee range, where they’re complex enough that they care about their financials and want to understand what they spent last month, where they’re going, and how they’re going to get there.  Earlier-stage companies are sometimes just a little too early. If you’re a one- or two-person company with just an idea, there’s a reason people think about their financials on more of a cash basis. They can think about the five clients they’re working with. Their bank balance ties pretty closely to their financials. There’s not a huge difference between the two when you’re a sole proprietor.  But as you start to evolve, that’s where Finvisor can provide more value. For all of our clients, we do accrual accounting, so we’re recognizing your revenue and your costs over the life of the service. As you start to grow and build, that’s really helpful. Obviously, if you’re at day one, it’s less impactful because you’re living more day to day, week to week, and month to month.  Steve Preda: Okay. So if we have those kinds of companies—which we do among our listeners—and they hear about this and want to fix their back office and outsource it to a reliable partner who can help them own those functions and give them good advice, what’s the best entry point? Where should they go, and how can they connect with you personally as well?  Yeah. hello@finvisor.com comes to me and the sales team. There’s probably a 95% chance you’ll talk to me if you reach out because I still love connecting with most new businesses that come through the door. The other area I wanted to call out that could be helpful for businesses is PEOs. PEOs are great, but I think at some point clients need to graduate from the PEO, and Finvisor is uniquely positioned to be both your insurance broker—helping you quote large-group plans—and your payroll and HR team to help you leave the PEO.  For a lot of our clients, once they pass that 100-employee mark, it’s like, “Great, we now qualify for a large-group plan,” which might have better rates than what they’re getting through the PEO. They just don’t have the team or bandwidth to get off the PEO. We’ll come alongside those larger companies and say, “Great, let’s quote a large-group plan for you. We’ll also put together a transition plan to register you in the 20 states where your employees are currently located.  We’ll make sure you get your workers’ compensation and employment practices liability insurance in place so there’s really no difference—apples to apples—from being in the PEO to running your own payroll.” We help with that transition because I’m always surprised to see companies with hundreds of employees still on a PEO, where the savings could be in the hundreds of thousands of dollars if they left. They just don’t have the internal team because they’ve always been on a PEO. They’ve never had to do state registrations, so they don’t know how to do them. Because of that, they’re usually not looking for an alternative path to get off that structure. We can at least review it with them and help them out if it’s a good fit. And just to remind our listeners what a PEO is, in case they don’t know.  Oh, sorry. Yeah. A PEO is a Professional Employer Organization. If you’ve heard of companies like TriNet or Justworks, they’re PEOs. In the health insurance space, there are four primary ways you can get health insurance. Most companies start with small-group plans in the early days because they’re state-mandated. For example, in California, if you’re under 100 employees, the rates my company gets would be the same rates Steve’s company gets if we’re both under 100 employees and we’re asking Blue Shield for a quote from the same ZIP code. That’s small-group insurance.  Then there’s level-funded, where carriers quote specifically based on your employee group. There’s large-group, which is somewhat similar but designed for larger organizations. Then there’s the PEO. Let’s say you’re a 10-person company. You don’t have enough employees to qualify for large-group health insurance, which is usually discounted because the risk is spread across hundreds of employees. The PEO says, “We’ll employ your team. Instead of you directly employing 10 people and buying health insurance for only those 10 people, we’ll employ your team and give you rates based on the 10,000 employees we already have.” PEOs are really popular in places like California and New York, where health insurance is very expensive.  But once you get above about 100 employees, you can usually qualify for your own large-group rates, which are similar to what the PEO is getting. The difference is that the PEO is generally marking up those rates because they need to make a margin on the plan. You can often get those rates directly yourself.  Yeah. That makes perfect sense. Okay. So if you’re listening to this and you’re building a venture-backed startup, or you’re the founder of a professional services firm, a law firm, or another small business with 10 to 100 employees, and you don’t yet have the budget—or maybe you simply don’t need—a full-time CFO, insurance advisor, HR leader, and other functional specialists, then reach out to Noah and Finvisor.  Check out what they have to offer and see what services might be a good fit for your business. Thanks, Noah, for coming on the show and sharing your expertise. It’s fascinating to see how this field is evolving, how you’re tapping into technology, and how you’re focusing on the highest-quality CFOs to help your clients. If you enjoyed this conversation, stay tuned.  Follow us on YouTube, Apple Podcasts, or wherever you get your podcasts. Make sure you don’t miss an episode. Every week, we bring you exciting entrepreneurs and their best management frameworks. Thanks for coming, Noah, and thanks for listening.  Thanks, Steve. Appreciate it. Important Links: Noah's LinkedIn Noah's  website Noah's email: hello@finvisor.com

Your HR tech is only as good as the process behind it. Most small businesses are running payroll, time tracking, benefits, and onboarding across three to six disconnected tools — the data doesn't talk, nobody owns the whole system, and you're paying for modules that were never turned on.In this series finale, Kerri walks through:The five core functions every HR payroll system should cover — payroll processing, employee records, time and attendance, benefits administration, and HR workflowsHow to audit the tech you already own before you spend a dollar on something new (pull the contract — you're probably paying for modules you never activated)What you actually need at each stage: under 10 employees, 10–30, and 30–100+Why implementation fails — and why the software company isn't going to chase you down to finish itHow to make your benefits broker bring enrollment technology to the table instead of buying it yourselfWhat to understand about PEOs before you sign a co-employment agreementThe five SOPs every small business needs documented, with or without softwareYOUR ACTION ITEM: This week, pull the contract for every people-related tool you pay for and write down four things per tool — what it does, what it costs, who's using it, and whether you're actually using it for what you bought it for. If only one person knows how to run payroll, fix that this month.

What is a Professional Employer Organization (PEO)? Learn how Professional Employer Organizations help small businesses with HR, payroll, employee benefits, compliance, and retention. Show Notes Page: https://www.thehowofbusiness.com/610-casey-clark-peos/ Managing employees is one of the biggest challenges facing small businesses, but what if you could offload much of the HR burden while improving employee retention and compliance? That's where a PEO, a Professional Employer Organization may be the right fit for your small business. Most entrepreneurs start a business to serve customers, solve problems, and create value not to become experts in payroll administration, employee benefits, HR compliance, and workforce regulations. In this episode, Henry Lopez speaks with Casey Clark, President and CEO of NAPEO, about how Professional Employer Organizations (PEOs) help small businesses offload many of these administrative responsibilities while maintaining full control over their employees and business operations. Casey explains how the PEO model works, the concept of co-employment, and how PEOs help business owners manage payroll, benefits administration, compliance, onboarding, offboarding, and employee support. He also shares why businesses that use PEOs often experience higher employee retention rates and improved long-term business success. One of the most compelling advantages discussed is access to larger-group employee benefits. By pooling many small businesses together, PEOs can often provide benefits packages that would otherwise be unavailable or unaffordable for smaller employers. Whether you have five employees or fifty, this conversation will help you determine if a PEO could be a valuable partner as your business grows. "We're small business enablers. We help small businesses grow faster, retain employees longer, and focus on why they got into business in the first place." - Casey Clark Casey Clark is President and CEO of NAPEO, the National Association of Professional Employer Organizations. NAPEO represents the PEO industry, helping small and mid-sized businesses manage HR, payroll, employee benefits, and workforce compliance. Casey brings more than 25 years of experience advising businesses, trade associations, and organizations on strategy, communications, and regulatory issues. This episode is hosted by Henry Lopez. The How of Business podcast focuses on helping you start, run, grow and exit your small business. The How of Business is a top-rated podcast for small business owners and entrepreneurs. Find the best podcast, small business coaching, resources and trusted service partners for small business owners and entrepreneurs at our website https://TheHowOfBusiness.com

Three major payroll vendors launched managed payroll solutions within weeks of each other. Coincidence? Probably not. In this episode of Payrollin', Matt Vaadi shares what's really happening behind the recent managed payroll announcements from BambooHR, Paylocity, and Asure. Is this just another industry buzzword, or is managed payroll becoming the next major growth opportunity for payroll providers, bureaus, and PEOs? Matt explores: • Why payroll software companies are suddenly moving into managed services • The difference between payroll software support and true managed payroll • How AI and automation may be changing the economics of payroll operations • The pricing models being introduced and what they mean for margins • Why some providers could be leaving significant revenue on the table • The role brokers are playing in the growth of managed payroll offerings • Whether managed payroll is a threat, an opportunity, or both One earnings call revealed that managed payroll could generate 2 to 3 times the revenue of a traditional payroll-only client. That number alone is worth paying attention to. ⏰ TIMESTAMPS: 00:00 Managed Payroll's Big Moment 02:00 What It Actually Is 04:00 The ADP Lesson 07:05 Why Everyone Is Launching It 11:13 BambooHR, Paylocity & Asure 15:31 AI Changes the Math 16:45 The 3X Revenue Opportunity 21:00 Managed Payroll vs PEO 24:17 The Broker Opportunity 26:28 The Execution Gap 29:00 Should You Offer It? 30:00 Final Thoughts #PEO #PayrollBusiness #BusinessAcquisition #SmallBusiness #HRTech

In this episode of The Chartwell Chronicles, Brittany Atkinson and Adam Devine discuss a major New York workers' compensation development impacting Professional Employer Organizations (PEOs). They explore the growing legal tension around leased vs. non-leased employees, discuss a controversial recent decision, and share practical compliance considerations for PEOs and their clients. Tune in for timely insights on what this ruling could mean for doing business in New York.

Introduction What if the real bottleneck in commercial insurance isn't distribution or pricing—it's the workflow itself? Nearly $100 billion of SME P&C insurance is placed every year using manual processes, disconnected systems, and data that lives in spreadsheets and email threads. Hamesh Chawla has spent the last four years building the infrastructure to change that. Before founding Mulberri in 2021, Chawla led product and technology at Edelman Financial Engines and Asurion. He came to insurance not as a lifer but as a technologist who saw an industry still running on 20th-century tooling. Mulberri is his answer: an AI operations platform connecting PEOs, brokers, SMEs, and carriers—from smart submission and risk scoring to quote-and-bind and certificate of insurance. In this conversation, Josh Hollander and Chawla dig into why the MGA market was the right pivot, what AI governance looks like when binding decisions carry real capital risk, and why the SME segment is the most underserved frontier in commercial insurance. Guest Bio Hamesh Chawla is the Co-Founder and CEO of Mulberri, an AI operations platform for MGAs, PEOs, brokers, and carriers serving the SME market. Before Mulberri, he was EVP and Chief Product & Technology Officer at Edelman Financial Engines, with prior roles at Asurion and Zephyr (acquired by SmartBear). He holds an MS in Computer Science from Texas A&M University. Mulberri has raised $10.8M from Eos Venture Partners, Altamont Capital Partners, MS&AD Ventures, and Hanover Technology Management. Key Topics • The $100B manual workflow problem — Nearly $100B of SME P&C is placed annually using ACORD forms emailed back and forth, loss runs parsed by hand, and decisions made without the data that exists in the market. Mulberri automates this stack. • From embedded insurance to AI operating system — Chawla explains why he pivoted from embedded distribution to building the workflow layer MGAs actually run on—ingesting unstructured data, structuring it through a GenAI OS, and routing decisions with full context. • AI governance when capital is at stake — When AI is binding real policies, black-box models get rejected. Mulberri surfaces claim propensity, frequency, severity, and loss ratio so underwriters can interrogate and trust the output. • The PEO channel as data and distribution — PEOs sit on firmographic and workforce data directly predictive of workers' comp risk. Embedding into that channel is both a data strategy and a go-to-market strategy. • Building for carriers, brokers, and SMEs simultaneously — Carriers need loss ratio visibility, brokers need submission efficiency, SMEs need straightforward access. Aligning all three is the hardest product problem in the space. Notable Quotes "Our mission since day one has been to leverage technology to complement underwriters' expertise—simplifying and streamlining the business insurance process while ensuring transparency." "The Risk Engine puts the information underwriters need at their fingertips to make fast, accurate decisions—not replacing them, but making them dramatically more effective." Resources Guest: • Mulberri: https://www.mulberri.io • Hamesh Chawla on LinkedIn: https://www.linkedin.com/in/hameshchawla/ Host & Organization: • Joshua R. Hollander on LinkedIn: https://www.linkedin.com/in/joshuarhollander/ • Horton International (USA): https://www.horton-usa.com/ • Insurtech Leadership Podcast (LinkedIn Showcase): https://www.linkedin.com/showcase/insurtech-leadership-show Subscribe & Review If you enjoyed this episode, subscribe on your favorite platform and leave a review. The Insurtech Leadership Podcast is available on YouTube, Apple Podcasts, and Spotify.

In episode 249, Coffey talks with Jenay Huey about how growing businesses should approach HR strategy, outsourcing, and internal capability building.  They discuss why small businesses delay investing in HR until problems arise; misconceptions about HR as a cost center versus strategic function; differences between transactional HR tasks and long-term workforce strategy; when to hire in-house HR based on employee count and complexity; how to evaluate HR consultants and service level agreements; the role of benefits brokers, attorneys, and HRIS platforms; pros and cons of outsourcing HR functions and PEO arrangements; selecting and scaling HR technology systems effectively; building internal HR talent pipelines and succession planning; importance of business acumen and aligning HR initiatives with financial outcomes.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP249  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jenay Huey, SHRM-SCP, PHR, is the President of Dunedin HR Solutions LLC and a seasoned Human Resources strategist dedicated to "putting the human back in HR." With a career built on helping organizations and employees, Jenay serves as a fractional CHRO, aligning HR policies with business vision to drive net income and team engagement. She is dedicated to serving small and medium size organizations.   She believes that all organizations deserve access to an HR professional that understands their organization, scales solutions to their size and culture and undertsands the employment compliance landscape.   Jenay has over 20 years of experience in HR and people operations. She has worked with organizations from small family run businesses to organizations with over 7000 employees. She received her B.A.Sc from the University of South Florida, holds several certifications including her SHRM-SCP and PHR from HRCI.  Jenay Huey can be reached at  https://www.dunedinhrsolutionsllc.com https://www.linkedin.com/in/jenay-huey https://www.facebook.com/profile.php?id=100094367457078  https://www.instagram.com/dunedin_hr_solutions_llc  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify when a growing company should invest in HR support or leadership Evaluate external HR resources, consultants, and PEOs effectively Design a scalable HR strategy that aligns with business growth and profitability 

Sverige är i VM och vi har ett avsnitt inspelat från morgon till sen kväll under en redan klassisk landslagsdag. Snattad musiktidning! Georgsons stenciler! Målen! Peos yxa! Absolute scenes! Dagens fråga: Hur mycket roligare blev precis sommaren 2026?Offsides playoffresa görs i samarbete med Volkswagen, som stödjer fotbollen på alla nivåer – från elitlag till satsningar på barn och ungdomar. För det säger vi tack. Hitta din Volkswagen på volkswagen.seBli Offsidemedlem – 0 kronor första månaden!

In this episode of Run the Numbers, CJ Gustafson sits down with Gordon Coyle, a 40-year commercial insurance veteran, to demystify one of the most anxiety-inducing topics for founders and CFOs: business insurance. Drawing on decades of experience with startups, scaleups, and regulated industries, Gordon breaks down what leaders need to know about D&O, E&O, cyber, and general liability, why investor pressure is rising, and where “cheap and easy” online policies fail when real risk hits. Through real-world examples, they explore how claims arise, how defense costs erode limits, why cyber insurance is as much about response as reimbursement, and how to balance budget, risk tolerance, and peer benchmarks—treating insurance as a critical layer of protection, not a box-checking exercise.—SPONSORS:Abacum is a modern FP&A platform built by former CFOs to replace slow, consultant-heavy planning tools. With self-service integrations and AI-powered workflows for forecasting, variance analysis, and scenario modeling, Abacum helps finance teams scale without becoming software admins. Trusted by teams at Strava, Replit, and JG Wentworth—learn more at https://www.abacum.aiBrex is an intelligent finance platform that combines corporate cards, built-in expense management, and AI agents to eliminate manual finance work. By automating expense reviews and reconciliations, Brex gives CFOs more time for the high-impact work that drives growth. Join 35,000+ companies like Anthropic, Coinbase, and DoorDash at https://www.brex.com/metricsMetronome is real-time billing built for modern software companies. Metronome turns raw usage events into accurate invoices, gives customers bills they actually understand, and keeps finance, product, and engineering perfectly in sync. That's why category-defining companies like OpenAI and Anthropic trust Metronome to power usage-based pricing and enterprise contracts at scale. Focus on your product — not your billing. Learn more and get started at https://www.metronome.comRightRev is an automated revenue recognition platform built for modern pricing models like usage-based pricing, bundles, and mid-cycle upgrades. RightRev lets companies scale monetization without slowing down close or compliance. For RevRec that keeps growth moving, visit https://www.rightrev.comRillet is an AI-native ERP built for modern finance teams that want to close faster without fighting legacy systems. Designed to support complex revenue recognition, multi-entity operations, and real-time reporting, Rillet helps teams achieve a true zero-day close—with some customers closing in hours, not days. If you're scaling on an ERP that wasn't built in the 90s, book a demo at https://www.rillet.com/cjTabs is an AI-native revenue platform that unifies billing, collections, and revenue recognition for companies running usage-based or complex contracts. By bringing together ERP, CRM, and real product usage data into a single system of record, Tabs eliminates manual reconciliations and speeds up close and cash collection. Companies like Cortex, Statsig, and Cursor trust Tabs to scale revenue efficiently. Learn more at https://www.tabs.com/run—LINKS:Gordon on LinkedIn: https://www.linkedin.com/in/gordoncoyle/The Coyle Group: https://thecoylegroup.com/CJ on LinkedIn: https://www.linkedin.com/in/cj-gustafson-13140948/Mostly metrics: https://www.mostlymetrics.com—RELATED EPISODES:The Coyle Group - Business Insurancehttps://www.youtube.com/@TheCoyleGroupNY—TIMESTAMPS:00:00:00 Preview and Intro00:01:53 Sponsors — Abacum | Brex | Metronome00:05:39 Interview Begins with Gordon Coyle00:06:23 Gordon Coyle & The Coyle Group00:07:21 Explaining Insurance on YouTube00:08:40 Turning Education into Inbound Leads00:09:40 Content as a Pull Strategy00:10:53 Insurance Complexity for Tech Founders00:13:28 Why Investors Require D&O Insurance00:14:09 What D&O Covers and Why It Matters00:15:50 Sponsors — RightRev | Rillet | Tabs00:20:19 Who D&O Covers and Rising Investor Pressure00:22:37 D&O Limits and Cost Tradeoffs00:23:21 Panic Calls and Late D&O Purchases00:24:39 How Defense Costs Erode Coverage00:25:31 Common D&O Claims and Employment Risk00:27:08 D&O vs E&O Explained00:29:12 Cyber Insurance and Social Engineering00:31:59 AI's Impact on Cyber Risk00:33:50 Real-World Ransomware Stories00:34:17 Cyber Insurance as Money and Response00:35:29 Business Email Compromise Scams00:39:43 Why Tech Still Needs General Liability00:41:16 What a BOP Covers00:42:32 Convenience vs Proper Coverage00:44:29 Surprising General Liability Claims00:46:45 Insurance Costs for Startups00:47:36 Higher Costs in High-Risk Industries00:48:26 Balancing Budget, Risk, and Coverage00:50:39 PEOs, Workers' Comp, and EPLI00:54:39 Choosing the Right Insurance Partner00:56:42 End Credits#RunTheNumbersPodcast #StartupFinance #BusinessInsurance #RiskManagement #CyberRisk This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit cjgustafson.substack.com

The Army is initiating massive organizational reforms for how it buys new weapons and capabilities in an effort to drastically shorten procurement timelines and promote innovation, according to top service officials. Announced Friday, the Army's acquisition portfolio overhaul will consolidate the service's program executive offices (PEOs) responsible for buying new weapons into six new offices called “portfolio acquisition executives” (PAEs). The plan also creates a new office dedicated to rapidly injecting and scaling emerging technologies into Army formations. The transformation comes after Secretary of Defense Pete Hegseth announced his intent to revamp acquisition processes across the entire Pentagon on Nov. 7, as well as an April directive from Hegseth that called on the Army to consolidate many aspects of the service — including its procurement organizations. Army Secretary Dan Driscoll told reporters Wednesday ahead of the announcement that the new structure aims to mimic best practices from private industry, creating a new system that accepts risk and streamlines capability delivery. The Defense Department's civilian employees whose pay was impacted by the record-setting government shutdown and lapse in appropriations that ended this week are expecting to receive their missed paychecks retroactively. However, questions are swirling about the Pentagon's plans as it reopened Thursday — including the timeline for that out-of-cycle backpay process, whether it will arrive in the form of lump sum payments, and more. According to a new policy memorandum from the White House Office of Personnel Management issued Wednesday after President Donald Trump signed legislation to fund the government: “Federal employees who did not receive pay because of the lapse in appropriations that began on October 1, 2025, must receive retroactive pay at the employee's standard rate of pay for the lapse period as soon as possible after the lapse ends,” pursuant to the U.S. Code. That guidance applies explicitly to the department's personnel affected by the lapse who were either furloughed or performed excepted work activities. Service members and some DOD civilians designated “essential” reported to work during the shutdown — but only military officials were paid. More than 1 million federal employees reportedly missed one partial and two full paychecks during this shutdown, which caused serious financial strain for public servants across the nation. Several reports surfaced this week regarding when the Pentagon might begin processing paychecks and how soon they could start to arrive. The DOD did not appear to publicly release final, comprehensive guidance with details on its workforce repayment schedule and plans. The Daily Scoop Podcast is available every Monday-Friday afternoon. If you want to hear more of the latest from Washington, subscribe to The Daily Scoop Podcast  on Apple Podcasts, Soundcloud, Spotify and YouTube.

Nonprofit HR can be messy — but it doesn't have to be. Let's talk about when it's time to call in reinforcements (and what "reinforcements" actually look like). I sat down with Mark Bromberg, a Business Performance Advisor at Insperity and one of my favorite people to send clients to when HR headaches start taking over. We dug into what PEOs (Professional Employer Organizations) really do — and when they make sense for nonprofits. Real Listener Question: "Our professional association has seven employees. We're losing our CEO soon, and our board wants to consider alternatives. When does it make sense to have a PEO instead of a CEO or in-house HR support?" This is one of those big-picture nonprofit management questions that hits close to home for a lot of leaders. In this episode, Mark and I unpack what a PEO actually is (spoiler: not just payroll!), what a true co-employment model looks like, and why choosing the right PEO is more than a price comparison — it's a relationship. We also talk about how post-pandemic remote work complicates HR, why private equity moving into the PEO space should give nonprofits pause, and what "due diligence" really means before signing a PEO contract. What You'll Learn: What a PEO is — and what it isn't When outsourcing HR actually helps your nonprofit How remote teams across multiple states complicate compliance Why private equity's growing interest in PEOs matters What to ask before choosing a PEO (hint: "Who owns you?" is fair game) Why HR pros and PEOs can actually be a dream team How to make sure your PEO relationship is an ethical, cultural fit Bottom line: Nonprofits don't exist to manage payroll, benefits, or compliance — you exist to change the world. The right PEO can help you do that, but only if you choose wisely and partner with someone who truly understands your mission. Resources from this Episode Learn about Insperity: https://www.insperity.com/ Connect with Mark on LinkedIn: https://www.linkedin.com/in/markbromberg/ Previous Episode: GoFundMe Creates 1.4M Nonprofit Donation Pages Without Consent with Ephraim Gopin https://birkenlaw.com/charity-therapy-podcast/ct150/ Episode Transcript: https://birkenlaw.com/wp-content/uploads/2025/11/CT151_Transcript.pdf Connect with Us Jess Birken: https://www.linkedin.com/in/jessbirken/ Listen & Engage Listen on Apple Podcasts | Spotify | YouTube | Amazon Music Rate & Review on Apple Podcasts: Click "Ratings and Reviews" then "Write a Review" Send us your nonprofit questions: https://birkenlaw.com/podcast/#podcast-story   Stay Connected Sign up for the Birken Law Email list: https://birkenlaw.com/signup/   Follow us on Facebook, Instagram, Twitter

In this episode of Insurance Shoptalk, host Eric Stein of Insured Solutions speaks with Bob Butts of Alternative Comp Solutions (ACS) about Ohio's newly approved Alternative Employer Organization (AEO) program—an innovative alternative to the state's traditional Bureau of Workers' Compensation system. They discuss how this new model allows agents to finally earn commissions on workers' comp, helps employers save 20–30% on premiums, introduces a convenient pay-as-you-go billing structure, and simplifies claims management. The conversation also explores how AEOs differ from PEOs, what agents need to know about the AC3 form and quoting process, and why this change opens major opportunities for agencies across Ohio. About Insurance Shoptalk: Join host Eric Stein on a journey through the dynamic world of commercial property and casualty insurance. With over 25 years of experience in the industry, Eric brings a wealth of knowledge and insights to every episode. Insurance Shoptalk is your premier destination for in-depth discussions on the latest industry trends, technology impacts, interviews with leading experts, and much more. To learn more about Insurance Shoptalk, please visit https://insuranceshoptalk.com/ If you enjoyed this episode of Insurance Shoptalk, please like and subscribe, and be sure to click the notification bell to catch the next episode.

Daniela Williams, Chief Growth Officer for Paylient, discusses the critical role of HR and the benefits of the Professional Employer Organization (PEO) model in the cannabis industry. Daniela detailed how PEOs like Paylient manage HR complexities, ensure compliance with labor laws, and mitigate risks through a co-employment model, allowing businesses to offload administrative tasks while retaining operational control. She further explained that Paylient enhances employee morale and retention by providing Fortune 500-level benefits and HR technologies, offering significant benefits to small businesses, and differentiating PEOs from ASOs by providing shared liability and EPLI.Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Think a PEO will solve all your nonprofit's HR headaches? Not so fast — the fine print might surprise you. In this episode, I'm joined by HR consultant Jess Holst from Aligned HRC to answer a listener's question about whether a professional employer organization (PEO) is the right solution for their growing nonprofit. Real Listener Question: “We've grown from four employees to nearly twelve. I've been handling payroll and HR myself, but it's becoming too much. A board member suggested a PEO, but it feels too good to be true. Should we do it?” PEOs get sold as a one-stop HR solution, but the reality is more complicated. Jess Holst and I unpack the promises versus the pitfalls: from hidden compliance traps, to the limits of what PEOs actually cover, to the unexpected costs that nonprofits often don't see coming. We also explore alternatives like fractional HR support and how to make smarter choices about employee benefits. What You'll Learn: What a PEO actually does — and what it doesn't The real reason many nonprofits consider a PEO (hint: health insurance) Why compliance gaps and hidden costs can make PEOs risky How pairing a PEO with fractional HR could be a smarter move Why shopping with a benefits broker might save you more than a PEO How to know when your nonprofit is ready for outside HR help Bottom line: A PEO isn't a magic HR fix. For some nonprofits, it might be a tool. For many, it's a costly distraction. What matters most is building a strong HR foundation — whether that's with fractional HR support, a trusted benefits broker, or a thoughtful plan for growth. Resources from this Episode Learn more Jess and Aligned HRC: https://alignedhrc.com/ Previous Episode: Are Nonprofit DEI Initiatives Illegal? with Megan: https://birkenlaw.com/charity-therapy-podcast/ct147/  Episode Transcript: https://birkenlaw.com/wp-content/uploads/2025/09/CT148_Transcript.pdf Connect with Us Jess Birken: https://www.linkedin.com/in/jessbirken/ Listen & Engage Listen on Apple Podcasts | Spotify | YouTube | Amazon Music Rate & Review on Apple Podcasts: Click "Ratings and Reviews" then "Write a Review" Send us your nonprofit questions: https://birkenlaw.com/podcast/#podcast-story   Stay Connected Sign up for the Birken Law Email list: https://birkenlaw.com/signup/   Follow us on Facebook, Instagram, Twitter

Ohio Workers' Comp Just Changed – Here's What Agents Need to Know: In this episode of Insurance Shoptalk, host Eric Stein talks with Bob Butts, Chief Risk Officer at Alternative Comp Solutions (ACS), about a major change in Ohio's workers' compensation market. For the first time, agents can now sell workers' comp in Ohio and earn commission, thanks to Senate Bill 2011 and approval by the Ohio Bureau of Workers' Compensation. Bob explains how ACS is leading the way with an Alternative Employer Organization (AEO) model that saves employers 10–30% on premiums, simplifies claims handling, and eliminates the need to switch payroll systems. The discussion covers the differences between AEOs and PEOs, how the pay-as-you-go approach helps employers with cash flow, and why this new model is such a big opportunity for insurance agents. About Insurance Shoptalk: Join host Eric Stein on a journey through the dynamic world of commercial property and casualty insurance. With over 25 years of experience in the industry, Eric brings a wealth of knowledge and insights to every episode. Insurance Shoptalk is your premier destination for in-depth discussions on the latest industry trends, technology impacts, interviews with leading experts, and much more. To learn more about Insurance Shoptalk, please visit https://insuranceshoptalk.com/

So I just learned about PEOs (Professional Employer Organizations) and these are so well established in the USA but news to me! Paul Aemisegeo from Payroll Mart gave me the straight talk on what PEOs actually do versus what they promise to do. If you're a smaller organization dealing with expensive health insurance, multi-state compliance headaches, or just trying to offer competitive benefits without the enterprise budget, this one's for you.The key insight? PEOs can solve your benefits and compliance backend, but don't expect them to handle your day-to-day HR tasks. That performance conversation? Still yours. That tricky leave situation? Also, still yours.We dive into who should consider a PEO (spoiler: if you're in New York with under 100 employees, definitely listen), how to evaluate them, and why so many companies end up switching PEOs multiple times.Plus Paul shares the real considerations if you're thinking about leaving a PEO - because apparently that's a whole thing too.Perfect listen if you're evaluating HR vendors or wondering if there's a better way to handle benefits and compliance.Find Paul on Linkedin at https://www.linkedin.com/in/paulaemisegeo/ or at Payroll Marthttps://payrollmart.com/As usual you can find me on Linkedin or through my website https://thehrhub.ca/

G&A Partners just made a bold move by acquiring GrowthForce, a $9.7M accounting firm — and it could reshape the future of the payroll and HR industry. In this episode of Payrollin', Matt Vaadi breaks down why this deal matters, what it means for PEOs, and how it might impact partnerships with accounting firms across the country. Is this the start of a vertical integration trend where payroll, HR, and bookkeeping live under one roof?Matt dives into the details behind the deal, shares insights on G&A's growth strategy, and explores what this could mean for payroll bureau owners, CPA partners, and small business service providers. Whether you see this as a threat or an opportunity, this is a wake-up call for anyone in the payroll space. Subscribe now to stay ahead of the curve as the industry continues to evolve.

In episode 205, Coffey talks with Susan Snipes about challenges and strategies for hiring international talent, particularly through employer of record arrangements.  They discuss the primary drivers for seeking international talent including cost savings and talent shortages; compliance hurdles around employee classification and local employment laws; the role of employers of record versus PEOs in managing international hires; compensation and benefits strategies that account for local customs and legal requirements; integration challenges including time zone coordination and cultural sensitivity; recruitment approaches when working across international borders; data security concerns with remote international workers; managing terminations and severance requirements in different countries; and the importance of understanding local labor laws and cultural differences when building global teams. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Susan Snipes is a certified HR professional with 15 years of HR experience. She serves as the Head of People at Remote People, a company that recruits top talent in over 150 countries around the world. Susan Snipes can be reached at https://remotepeople.com/https://www.linkedin.com/in/susan-poore-hrm/  About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:  1.       Evaluate the compliance requirements and classification issues when hiring international talent, including understanding the differences between employees, independent contractors, and employer of record arrangements.2.       Develop integration strategies for international team members that account for time zone differences, cultural holidays, communication styles, and local customs to maintain team cohesion.3.       Assess the cost-benefit analysis of different international hiring models, from direct employment and local entity creation to employer of record services, based on hiring volume and risk tolerance.

In this Power Producers Podcast episode, David Carothers is joined again by Kevin Ring, lead analyst at the Institute of Work Comp Professionals. The two dive into a critical yet often overlooked aspect of workers' compensation—understanding common majority ownership and how it affects the experience modification factor (mod). This discussion is vital for agents who deal with businesses that own multiple entities or engage in mergers and acquisitions. Kevin explains why agents need to be proactive in gathering ownership details and completing the ERM-14 form accurately to avoid costly errors and ensure proper coverage. David and Kevin explore the challenges agents face when dealing with businesses that have ownership stakes in multiple companies, and the importance of combining those companies on the same experience mod. They also touch on how M&A activity and asset purchases can complicate the mod process and why it's crucial for agents to educate clients on these risks before they make business decisions. Key Highlights: Understanding Common Majority Ownership Kevin explains how the common majority ownership rule affects the experience mod, and why it's crucial for agents to ensure all companies under shared ownership are combined on the same mod. The Importance of Ownership Questions Agents often skip asking clients about ownership in multiple businesses. Kevin emphasizes that these questions are critical not just for workers' comp but also as a sales tool to deepen the client relationship. Navigating Mergers and Acquisitions David and Kevin discuss the complexities of mergers and acquisitions and how acquiring a company impacts the buyer's experience mod. They explain why agents must ensure clients understand the financial implications of combining experience mods post-acquisition. Filling Out the ERM-14 Form Kevin breaks down how to properly fill out the ERM-14 form, highlighting the importance of providing a narrative and accurate details to the Rating Bureau. This process helps agents avoid confusion and ensure proper risk management. Avoiding the Mod Evasion Trap David and Kevin talk about how some businesses attempt to evade mod increases by creating new entities or joining PEOs. Kevin stresses that while this may seem like a short-term solution, it doesn't address the root causes of high experience mods. Planning for Future Business Transactions Kevin advises agents to proactively discuss business transactions, such as buying or selling a company, with their clients to avoid unexpected complications in workers' comp premiums and ensure proper coverage adjustments. Connect with: David Carothers LinkedIn Kevin Ring LinkedIn Kyle Houck LinkedIn Visit Websites: Power Producer Base Camp Institute of WorkComp Professionals Killing Commercial Crushing Content Power Producers Podcast Policytee The Dirty 130 The Extra 2 Minutes

Email david@parallelfinancial.com Download the free ebook www.weeklywealthpodcast.com/subscriptioneconomyInstagram YoutubeTakeaways: Small business owners face unique financial challenges that require careful planning and strategy. Managing personal and business finances simultaneously can be overwhelming for many business owners. Establishing strong financial habits is essential for business owners to achieve long-term success. Creating a retirement plan can help attract talent and ensure personal financial security for business owners. Recurring revenue models can significantly enhance the financial stability of a business over time. Utilizing resources like PEOs can provide small businesses with HR and insurance support they might lack. Mentioned in this episode:Weekly Wealth Website

Most franchisors don't even know what a PEO is—yet they're missing out on MASSIVE savings, HR support, and protection from liability. In this powerful live episode from the International Franchise Association (IFA) in Las Vegas, I sit down with Kim Hill and Heather West from Infiniti HR, the first and only PEO created specifically for franchising.You'll learn how $17 million was saved for franchisees last year alone, why traditional HR models are outdated for franchises, and how Infiniti HR simplifies operations, slashes costs, and helps scale faster.

Professor Brian S. Peskin is a leading scientist globally recognized as the expert on essential fatty acids (EFAs) and has advanced the work of Nobel Prize-winner Otto Warburg in the area of cellular oxygenation. A graduate of MIT, Professor Peskin has combined his extensive knowledge of engineering, biochemistry, and physiology to create Life-Systems Engineering Science (L.S.E.). This innovative field, founded in 1995, leverages natural processes to achieve desired health outcomes, a principle that MIT has embraced to drive scientific breakthroughs. In 2002, he began extensive research on the relationship of PEOs to cardiovascular disease. For the last 14 years, Prof. Peskin's work has focused on cellular immunity to disease and anti-inflammatory pathways; in particular, the D-6 Desaturase Pathway. His groundbreaking research has uncovered the root cause of cardiovascular disease. Learn More About EZTrek: https://store.goodforhealth.org/ Connect with Marian: www.roadtolivingwhole.com  

Have you ever considered partnering with a Professional Employer Organization (PEO) to support your business? Hear from Dr. Carmen Armstrong, ADP TotalSource Client Relations Executive, and Dena Grammas, ADP Totalsource HR Business Partner, as they discuss PEOs, and how small businesses can benefit from them. Listen in as we cover: [01:09] What is a PEO? [01:34] Why would a small business consider a PEO? [02:35] How does a PEO solve for small business challenges? [03:08] What is an HR Business Partner? [05:10] How HR Business Partners help clients with challenges [06:29] How PEOs help clients navigate complexity [08:38] The PEO specialists that support clients [09:46] How a client's employees benefit from a PEO [10:49] Defining success as an HRBP [12:06] Evaluating if your business is right for a PEO This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.  Privacy at ADP

In this episode of Don't Waste the Chaos, we tackle one of the most critical decisions for small and mid-sized business owners: Should you outsource HR through a Professional Employer Organization (PEO) or keep it in-house? With nearly 15% of U.S. small businesses using PEOs and companies that outsource HR seeing an average 27% savings on HR-related costs, it's no wonder this is such a popular option. But is it right for your business? Join host Kerri M. Roberts as she breaks down the pros and cons of each approach. From understanding cost implications and compliance risks to assessing how much control you need over your HR strategy, this episode is packed with practical insights and real-life examples to help you make an informed decision. Whether you're a growing startup, a construction company, or a healthcare organization, you'll walk away with a clearer idea of what HR structure fits your business goals. Tune in to hear: What a PEO is and how it differs from managing HR in-house The key factors to consider when choosing between a PEO and internal HR: cost, compliance, and control The business profiles that benefit most from using a PEO and those that are better off keeping HR in-house Real-world examples of how cost-benefit analyses can help guide this decision Resources mentioned: At Salt & Light Advisors, we use Beanstalk Benefits for our team—and I can tell you firsthand, it's been a game changer. Beanstalk makes it easy to offer personalized, high-impact benefits that keep employees happy and engaged. From comprehensive packages to creative wellness options, they help companies grow strong teams from the inside out. I personally find this to be a perfect option for my listeners that have less than 50 employees, because they offer non-traditional and far more cost-effective options for employee benefits that set you apart from your competition. Learn more at dontwastethechaos.com/beanstalk. Let's face it—terminating an employee is never easy. But with the right support, it doesn't have to be overwhelming. Salt & Light Advisors is your trusted partner in navigating difficult employee transitions with compassion, compliance, and confidence. Whether it's a layoff or a performance-related termination, our team will guide you every step of the way to ensure a smooth process. When it's time to make the tough calls or if you need help even deciding if you should, go to dontwastethechaos.com/termination for support. Join our weekly newsletter: HR and Operations insights for business professionals: https://www.saltandlightadvisors.com/contact Women looking to expand professionally and personally: https://www.saltandlightforwomen.com/contact Connect on IG: https://www.instagram.com/saltandlightadvisors https://www.instagram.com/saltandlightforwomen https://www.instagram.com/dontwastethechaos Check out Don't Waste the Chaos on YouTube: https://youtu.be/Ikyi0-jxcAI?si=7eR8I6YZll-lYI7i Visit our website: www.dontwastethechaos.com Don't Waste the Chaos, Embrace It!

Bradley Stroud, CEO of StroudLink, explains how Professional Employer Organizations (PEOs) help businesses streamline payroll, reduce HR burdens, and access cost-effective benefits, highlighting how his brokerage matches companies with the right PEO solutions to lower costs, manage risks, and improve employee support. Show Guest: Bradley Stroud StroudLink www.stroudlink.com (210) 887-2148 #SanAntonioBusinessPodcast #SanAntonioBusiness #SanAntonio ▶ Subscribe to our YouTube Channel: https://goo.gl/dzqVGV Host: ✅ Marc Ebinger

In this episode, discover how small businesses can compete with larger companies by offering impressive benefits packages without breaking the bank. Our guest expert reveals innovative strategies for providing comprehensive employee benefits - from health insurance and 401(k) plans to mental health support and professional development opportunities. Learn about the power of pooled resources, professional employer organizations (PEOs), and modern HR solutions that make premium benefits accessible to businesses of all sizes. Whether you're struggling to attract top talent or looking to retain your valuable team members, this episode provides practical insights into creating an attractive benefits package that rivals what the big companies offer, all while working within your budget constraints.

While fish oil supplements are widely promoted for brain health, the brain only needs 2-6mg of DHA per day, and the typical fish oil capsule provides 600mg - a massive 40-100x overdose that can deplete crucial antioxidants.EPISODE SUMMARYProfessor Brian Peskin, an MIT-trained engineer turned medical researcher, presents groundbreaking insights about essential fatty acids and cellular health. He explains that 25-33% of our cell membranes are made up of parent essential oils (PEOs) - primarily parent omega-6 and parent omega-3. When these essential building blocks are replaced with processed oils or excessive fish oil supplements, it impairs cellular oxygen absorption and energy production, leading to chronic inflammation. This cellular dysfunction underlies many modern diseases including heart disease, diabetes, and cognitive decline. Contrary to popular belief, properly sourced organic omega-6 oils are not inflammatory - rather, it's the processing of these oils that creates harmful compounds. Peskin details how getting the right balance of unprocessed parent omega-6 and omega-3 oils, while avoiding processed versions, can help reduce inflammation, improve blood pressure, and even reverse coronary calcium buildup. He emphasizes the importance of organic oils and supplements to counteract the ubiquitous processed oils in our food supply.NOTABLE QUOTE"87 percent of what clogs an artery is the adulterated omega-6, not saturated fat like we were told for 30 years... Saturated fat can't combine with anything. There's no binding space on it. It's saturated. There's nothing open. But we have been so misled."https://brianpeskin.comFor the Eztrek product, listeners can visit this website https://store.goodforhealth.org/ and use the code HEALTH1 for 10% off the entire order and free shipping.For general health supplements and EFA support, available at this website Send Dr. Ovadia a Text Message. (If you want a response, include your contact information.) Joburg MeatsKeto/Carnivore-friendly meat snacks. Tasty+Clean. 4 ingredients. Use code “iFixHearts” to save 15%. Chances are, you wouldn't be listening to this podcast if you didn't need to change your life and get healthier. So take action right now. Book a call with Dr. Ovadia's team. One small step in the right direction is all it takes to get started. --------------Stay Off My Operating Table on X: Dr. Ovadia: @iFixHearts Jack Heald: @JackHeald5 Learn more: Stay Off My Operating Table on Amazon. Take Dr. Ovadia's metabolic health quiz: iFixHearts Dr. Ovadia's website: Ovadia Heart Health Jack Heald's website: CultYourBrand.com Theme Song : Rage AgainstWritten & Performed by Logan Gritton & Colin Gailey(c) 2016 Mercury Retro RecordingsAny use of this intellectual property for text and data mining or computational analysis including as training material for artificial intelligence systems is strictly prohibited without express written consent from Dr. Philip Ovadia.

These oils, often marketed as "heart-healthy," are found in almost every processed food, but they may be silently contributing to a range of chronic health problems, including hormonal imbalances. We'll also explore a healthier alternative: Parent Essential Oils, or PEOs, and why they're vital for your cellular health.  Today, we're diving into a controversial yet crucial topic: seed oils and their impact on your health.   https://doctorronradio.wordpress.com/2024/12/31/ep-592-seed-oils-exposed-the-hidden-health-threat-and-how-to-combat-it/

Are fish oils really helping your health? What about the concerns over omega-6 seed oils? In this episode, Dr. Jannine Krause dives deep with Professor Brian Peskin to clear up misconceptions about essential fatty acids (EFAs) and their role in health. Drawing on his expertise as a scientist and educator, Professor Peskin explains the critical importance of parent EFAs (also called parent essential oils or PEOs) and how they differ from the derivatives commonly used in supplements like fish oil. His work builds on the groundbreaking research of Nobel Prize-winner Otto Warburg, focusing on cellular oxygenation and its role in preventing chronic diseases. What You'll Learn in This Episode: Why the real issue isn't more science but better understanding of existing science. The key differences between clinical journals and hard science journal findings. Why DHA acts like antifreeze for fish and what this means for humans. The truth about oxidized LDL, what it measures, and why it matters for your health. How poor metabolism of omega-6 fatty acids can make fish oil consumption inflammatory. Surprising links between elevated DHA levels and skin cancer. Key Resources from the Show: Professor Peskin's Website: brianpeskin.com White paper on Diseases, Disorders & Impairment of the Delta - 6 - Desaturase Pathway Causing Chronic Inflammation Contact Professor Peskin: Email at prof-peskin@peskinpharma.com EZTrek: Dr. Peskin's medical food formula designed to support impaired Delta-6-Desaturase (D6D) pathways. About the Guest: Professor Brian Peskin, an MIT-trained engineer and former Adjunct Professor at Texas Southern University, is on a mission to educate the public about the critical role of parent essential fatty acids. Through his research, Professor Peskin challenges common myths about cholesterol, fish oil, and omega-6 seed oils, emphasizing the importance of cellular oxygenation in disease prevention.

Professor Brian S. Peskin is a leading scientist globally recognized as the expert on essential fatty acids (EFAs) and has advanced the work of Nobel Prize-winner Otto Warburg in the area of cellular oxygenation. A graduate of MIT, Professor Peskin has combined his extensive knowledge of engineering, biochemistry, and physiology to create Life-Systems Engineering Science (L.S.E.). This innovative field, founded in 1995, leverages natural processes to achieve desired health outcomes, a principle that MIT has embraced to drive scientific breakthroughs. In 2002, he began extensive research on the relationship of PEOs to cardiovascular disease. For the last 14 years, Prof. Peskin's work has focused on cellular immunity to disease and anti-inflammatory pathways; in particular, the D-6 Desaturase Pathway. His groundbreaking research has uncovered the root cause of cardiovascular disease. Prof. Peskin holds three seminal patents. Prof. Brian Peskin's work has led to the development of EZtrek®, a revolutionary medical food designed to improve health by addressing impaired metabolic pathways. This patented, botanical-based lipids formulation is not duplicated by normal/typical dietary modification alone. Professor Peskin has authored four books, Radiant Health, The 24 Hour Diet, Hidden Story of Cancer, and PEO Solution, numerous journal articles, and has been featured in over 1,200 radio shows and podcasts. He advocates for dietary changes that support overall health and help manage chronic conditions.  Website: https://brianpeskin.com/about-professor-brian-peskin/ Timestamps: 00:00 Trailer. 00:56 Introduction. 06:40 Fish oil misinformation. 09:57 Diet and cellular membranes. 11:44 Warning about fish oil. 15:10 Flax as excellent source of omega-3. 18:52 Avoid soy for testosterone. 20:58 Questioning scientific validity in medical studies. 26:00 Organic EFAs. 32:40 Energy boost without intense training. 35:21 Prioritize organic. 37:05 Science reporting integrity. 39:55 Chronic inflammation. 45:15 Brain's fuel: fatty acids. 48:25 Cell membrane role in insulin resistance. 51:08 Natural triglyceride. 55:23 Medical food for diseases. 56:34 Where to find Prof. Peskin. See open positions at Revero: https://jobs.lever.co/Revero/ Join Carnivore Diet for a free 30 day trial: https://carnivore.diet/join/ Carnivore Shirts: https://merch.carnivore.diet Subscribe to our Newsletter: https://carnivore.diet/subscribe/ . ‪#revero #shawnbaker #Carnivorediet #MeatHeals #HealthCreation   #humanfood #AnimalBased #ZeroCarb #DietCoach  #FatAdapted #Carnivore #sugarfree  ‪

How do successful small businesses focus on growth while also juggling changing regulations, employee wellbeing, and all that HR paperwork? They enlist a professional employer organization (PEO). Join host Gene Marks as he sits down with Tami Tillery, Senior Manager, PEO Employee Benefits at Paychex, to discuss how PEOs can transform your HR operations, providing a one-stop solution for payroll, benefits, compliance, and more. Tami also answers burning questions from entrepreneurs like you and shares expert insights on creating a happier, healthier workplace. Plus, learn about the surprising perks of employee assistance programs, including everything from legal support to dinner party planning. Check out Tami's webinar, Proven Techniques for Building a Happier, Healthier Team, here: https://bit.ly/3N6U721   Topics include: 00:00 – Episode preview and welcome 00:56 – Introduction of guest, Tami Tillery 01:38 – Explaining what a PEO is 02:48 – Benefits of using a PEO 03:55 – Compliance and administrative support 05:41 – Overview of Tami's employee wellbeing webinar 06:11 – Addressing mental health issues 09:17 – Techniques for happier employees 10:54 – Monitoring employee wellbeing 13:51 – Communicating employee benefits 17:26 – Overview of EAPs 18:47 – Personal examples of EAP usage 21:04 – EAP services offered by Paychex 23:01 – Importance of EAP benefits 23:45 – Wrap up and thank you   DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

 "All seed oils are toxic."Welcome to another episode of the Pain and Performance Podcast. In this episode, I invited Brian Peskin. He discusses the controversy surrounding his views on essential fatty acids (EFAs) and the misconceptions about omega-6 plant seed oils and fish oil. He emphasizes the importance of distinguishing between processed and unprocessed seed oils, and highlights the role of parent EFAs in maintaining cell health and reducing inflammation. Peskin also challenges the conventional wisdom on fish oil and LDL cholesterol, and provides insights on the optimal ratio of omega-6 to omega-3 EFAs. He recommends consuming unadulterated, organic oils and introduces his medical food, EZTREC, for anti-inflammatory support. Brian Peskin discusses the importance of organic parent essential oils (PEOs) for overall health and wellness. He emphasizes that PEOs are essential for cellular function and can help prevent and treat various health conditions, including weight loss, cravings, and diseases. Peskin shares his personal experience with using PEOs to heal a genetic problem with his aorta. He also highlights the dangers of fish oil and the benefits of using PEOs for pain relief and inflammation reduction.Takeaways-- Distinguish between processed and unprocessed seed oils, as the former are toxic while the latter are essential for good health.-- Fish oil was a good first step in understanding EFAs, but the science has advanced significantly over the past 30 years.-- The body needs a balanced ratio of omega-6 to omega-3 EFAs, with a higher proportion of omega-6.-- Processed oils, such as canola and soybean oil, should be avoided due to their adverse health effects.-- Consuming unadulterated, organic oils and using the right supplements can help maintain optimal EFA ratios and reduce inflammation. Organic parent essential oils (PEOs) are essential for cellular function and overall health.-- PEOs can help with weight loss, cravings, and various diseases.-- Fish oil is not recommended and can have negative effects on health.-- PEOs can provide pain relief and reduce inflammation.-- Brian Peskin offers books and resources for further learning about PEOs and their benefits.Chapters00:00 Introduction and Controversy02:05 Processed vs. Unprocessed Seed Oils09:35 Misconceptions About Fish Oil and Omega-6 Oils19:37 The Importance of EFA Ratios and Inflammation33:50 The Dangers of Fish Oil and LDL Cholesterol38:40 Recommendations for Unadulterated, Organic Oils and EZTREC45:36 The Dangers of Fish Oil and the Benefits of PEOs for Pain Relief55:33 Using PEOs to Prevent and Treat Diseases59:32 Brian Peskin's Personal Experience with PEOs for Healing

In this episode of Nine to Thrive HR, host Cindi Koetzle speaks with Pragya Gupta, Chief Product Officer at isolved. They discuss the vital roles of ASOs (Administrative Service Organizations), PEOs (Professional Employer Organizations), and PSPs (Payroll Service Providers) in HR today. Pragya shares how isolved's HCM SaaS platform supports these organizations with scalable, AI-integrated HR solutions. She emphasizes prioritizing adaptability, seamless integration, and community support to harness a competitive advantage for HR success.

For over twenty years in the insurance industry, Erin Dey has dedicated her professional career to helping others. From insurance agents to agency owners, underwriters, and consumers, her love and passion for helping others have made her one of the top leaders in our industry. In this episode, you will get to learn all about Erin and her journey through the insurance industry. Her story is inspiring and her knowledge and expertise will make you want to work with her and her team. Erin is the owner and Agency Principal of Agency Insurance & Financial Services, an independent insurance agency that specializes in Errors & Omissions (E&O) insurance for independent agencies. Throughout her career, Erin has held various positions on both the retail side and broker side of the insurance world. What sets her apart is her unwavering commitment to creating an excellent customer experience, tailored specifically to meet the unique needs of each client. At her agency, they thrive on the challenge of adapting their approach for every agency they work with, always aiming to be one of their top resources.FUN FACT: Erin has an identical twin sister named Laura. Laura is her “person in life” and sounding board. Because they are really identical, it is hard for people to actually differentiate them which makes it lots of fun for them. Make sure you connect with Erin on LinkedIn here. This episode is brought to you by Cyber Made Simple:  Insurance companies, wholesalers, captives, MGAs, and PEOs, are you struggling to provide cyber liability coverage to your small business clients? We know cyber is a difficult peril to manage, and we understand it is a risk you don't want to carry on your paper. We get it! This is where we come in. We have made cyber liability insurance really simple. We help you add cyber liability insurance to your commercial portfolio as a bolt-on coverage. Not only we will help you grow your commercial portfolio, increase revenues, and maximize retention, but we will also help you protect your small business clients from this horrible peril. Through our Cyber Risk Purchasing Group, your insurance company or MGA can now include cyber liability insurance as a bolt-on coverage for your small business clients. It's simple, easy, cost-effective, and more importantly, you get to make tons of revenue. Think about this: no risk to your paper, no filings, no claims handling, no reinsurance, no applications, and available on an admitted basis in all 50 States, Puerto Rico, and Washington D.C. through an AM Best 'A-' rated carrier. Can it get better? Of course, it can! Carriers, Wholesalers, Captives, PEOs, and MGAs using our Cyber Risk Purchasing Group policy are making hundreds of thousands of dollars of additional revenue. Awesome! Right? So, contact us NOW so we can help you take your company to the next level. Visit https://cyberinsurance.services/ to contact us and learn more about the Cyber Program.Remember to subscribe to our podcast and download all our episodes on your iPhone, Android, Audible, or Spotify so you can listen to us anywhere in the world and in your own time. Remember to subscribe to our podcast and download all our episodes in your iPhone, Android, or Spotify.

 Welcome back to another episode of Key Factors Podcast, where we dive into the world of business and entrepreneurship. In this episode, we are joined by Blanca Abu, the Vice President at Engage PEO, who brings a wealth of knowledge about the PEO (Professional Employee Organization) industry and its impact on modern businesses. We discuss the critical roles of PEOs in enhancing cost efficiency, employee benefits, compliance, and technological advancements to help businesses thrive. Blanca also shares insights on the current economic landscape, workforce trends, and the strategic importance of returning to the office. Tune in to gain valuable insights that could transform the way you manage your business operations.Key Topics Discussed:Introduction of Blanca Abu and Engage PEO [0:07 - 1:36]Benefits of using PEO for businesses [1:37 - 5:35]Impact of technological advancements on businesses [5:36 - 6:45]The significance of returning to the office post-pandemic [6:46 - 10:03]Challenges in recruitment and maintaining company culture [10:04 - 12:59]Overview of the current economic climate and its impact on employment [13:00 - 18:50]Discussion on home affordability and the potential role of PEOs [18:51 - 20:00]Get in Touch with Them:Blanca AbbudVice President of Sales, Engage PEOEmail: blanca.abbud@engagepeo.comLinkedIn: Blanca AbbudWebsite: Engage PEOMark JonesHost, Key Factors PodcastEmail: info@ithinkmortgage.comWebsite: iThink Mortgage Key Factors Podcast is Powered by ReviewMyMortgage.com Host: Mark Jones | Sr. Loan Officer | NMLS# 513437 If you would like to work with Mark on your next home purchase or as a partner visit iThink Mortgage.

Listen in as Scott and Rick discuss the important topic of Professional Employer Organizations with Lori Wittmeyer! Lori shares the basics of what a PEO is and how they are structured and operate. She also shares the important facts to be aware of as a business owner as you share your employer status with PEOs. This is a can't miss episode! If you would like to reach out to Lori with any human resource inquires, please email Lori at Wittlori11@gmail.com. You can also reach out to us at info@acquiosalliance.com! 

From selling golf balls back to golfers on her lemonade stand to Independent Agency Owner to InsureTech CEO, the great Margeaux Giles is an inspiring serial entrepreneur. You will love every second of her story. Margo, as everyone calls her, is the CEO of IRYS InsurTech, an Agency Management System (AMS) platform that was “Built by Agents, for Agents”. She is an experienced industry leader in Insurtech with a proven track record of evaluating, creating, and implementing software for Insurance Agents, Carriers, Wholesalers, and Retail Insurtech vendors. She has over a decade of executive experience in building operations and go-to-market strategy in enterprise settings along with several years on the MGA/Wholesale submission and issuance processes as well as API creation and integrations in the Carrier/Reinsurance space.In this dynamic discussion, Ariel Rivera and Margo sat down to discuss her story and what inspired her to build the amazing IRYS AMS. She provides an insightful analysis of her experience in developing the AMS, pinpointing the gaps in current technologies that fail to capture crucial relationship data, that are vital for agency owners to scale their businesses and deepen their relationships with their clients. She loves advocating for a more integrated approach to data management, aiming for a broader understanding of clients that can significantly influence business outcomes. Margo's story will inspire you; her guidance and comprehensive understanding of the insurance industry are remarkable, and you will have lots of FUN listening to her story. FUN FACT: Margo loves reading romance novels. She calls it “her escape from reality” because it helps her disconnect and relax. This episode is brought to you by Cyber Made Simple:  Insurance companies, MGAs, and PEOs are you struggling to provide cyber liability coverage to your small business clients? We know cyber is a difficult peril to manage, and we understand it's a risk you don't want on your paper. We get it! This is where we come in. We have a great solution to help you grow your commercial portfolio, increase revenues, and maximize retention. Through our Cyber Risk Purchasing Group, your insurance company or MGA can now include cyber liability insurance as a bolt-on product to your commercial portfolio. It's simple, easy, cost-effective, and more importantly, you get to make tons of revenue. Think about this: no risk to your paper, no filings, no claims handling, no reinsurance, no applications, and available on an admitted basis in all 50 States and Washington D.C. through an AM Best 'A-' rated carrier. Can it get better? Of course, it can! Carriers and MGAs using our Cyber Risk Purchasing Group policy are making hundreds of thousands of dollars of additional revenue. Awesome! Right? So, contact us NOW so we can help you take your company to the next level. Visit https://cyberinsurance.services/ to contact us and learn more about the Cyber Program.Remember to subscribe to our podcast and download all our episodes on your iPhone, Android, Audible, or Spotify so you can listen to us anywhere in the world and in your own time. Remember to subscribe to our podcast and download all our episodes in your iPhone, Android, or Spotify.

“I love our business model. It's one where we can be truly honest with our clients.” Broc Buxton When cousins Jeffrey Wanner & Broc Buxton were growing up together, neither of them imagined that Broc would eventually join Jeff in building a company that would revolutionize the way other small businesses select professional employer organizations (PEOs). But as they matured, they recognized important qualities in each other that would fuel that endeavor: diligence, integrity, & a mutual love for solving problems that plague business owners. (If PEOs are unfamiliar to you, take heart. This episode will show you how you can outsource important HR functions, drive down costs, & how Jeff & Broc do it so differently.) Jeff & Broc turned their love for people & business into their passion for simplifying clients' lives. Their one-of-a-kind, free (yes, free!) service helps business owners just like you sift through the marketing noise & select the best option for their workforce. Family, friendship, passion. How often do those collide? Check out Pair PEO and try out their calculator.

“I love our business model. It's one where we can be truly honest with our clients.” Broc Buxton When cousins Jeffrey Wanner & Broc Buxton were growing up together, neither of them imagined that Broc would eventually join Jeff in building a company that would revolutionize the way other small businesses select professional employer organizations (PEOs). But as they matured, they recognized important qualities in each other that would fuel that endeavor: diligence, integrity, & a mutual love for solving problems that plague business owners. (If PEOs are unfamiliar to you, take heart. This episode will show you how you can outsource important HR functions, drive down costs, & how Jeff & Broc do it so differently.) Jeff & Broc turned their love for people & business into their passion for simplifying clients' lives. Their one-of-a-kind, free (yes, free!) service helps business owners just like you sift through the marketing noise & select the best option for their workforce. Family, friendship, passion. How often do those collide? Check out Pair PEO and try out their calculator.

Get ready to unpack the world of Professional Employer Organizations (PEOs) and their vital role in small business HR! We demystify PEOs and their superpowers, from cost savings to top-notch employee benefits and expert guidance. If you're looking for ways to supercharge your HR without breaking the bank, this episode is a must-listen.But, of course, there are challenges too. We dive into the potential drawbacks of PEOs, like giving up control over certain HR functions. We help you weigh the pros and cons to make informed decisions that fit your business. And it wouldn't be a complete episode without discussing timing, enrollment rates, and picking the right PEO. Timing is everything when it comes to maximizing a PEO partnership, and Molly shares some game-changing insights you won't want to miss!What you'll hear in this episode:[0:00] PEOs and their role in HR for small businesses. [3:35] PEOs, their benefits, and limitations. [9:30] PEO benefits and drawbacks with insights on software, enrollment rates, and timing. [12:55] PEOs, W-2s, and HR challenges for small businesses. Listen to Similar Episodes:HR Essentials for Small Business Owners: Navigating the Basics and BeyondToday's Startup Landscape and Remote Work Success Secrets with Peter BeneiOrganization Systems for your Business with Brittany Dixon* Connect with me on IG @jackie.koch_* Find more information on my website https://www.jackiekoch.com/

Hamesh Chawla is the co-founder of Mulberri, an AI-powered intelligent business insurance platform that PEOs, brokers, small-medium businesses, and carriers trust to help them be more efficient and productive when writing business together. Mulberri has now raised a total of $4 million from investors includes Hanover Technology Management, MS&AD Ventures, and Altamont Capital Partners. Where to find Hamesh Chawla:• Website: Home - Mulberri• LinkedIn (3) Hamesh Chawla | LinkedInWhere to find Hadi Radwan:• Newsletter: Principles Friday | Hadi Radwan | Substack• LinkedIn: Hadi Radwan | LinkedInIf you like our podcast, please don't forget to subscribe and support us on your favorite podcast players. We also would appreciate your feedback and rating to reach more people.We recently launched our new newsletter, Principles Friday, where I share one principle that can help you in your life or business, one thought-provoking question, and one call to action toward that principle. Please subscribe Here.It is Free and Short (2min).

Jackson Peos is back on the show and we did into his recovery and how to come back from a severe injury. Jackson shares his story and from that provides a lot of powerful lessons and take homes. Timestamps: (00:00) Intro (03:55) Update on injury and lessons learned (10:57) Importance of time (14:19) What has changed about long-term goals (20:04) Mental challenge being out of the gym and what to do (32:37) What is pump kitchen? (39:29) Identity and being an athlete (44:13) Documenting the comeback and negative comments (50:17) Should you use steroids or not? What to consider https://www.instagram.com/jacksonpeos/ https://jacksonpeosfitness.com/ https://www.youtube.com/channel/UC0O2QfDOGcylFxeJkhzkBOw Thanks, please comment, like and subscribe! COACHING: https://revivestronger.com/online-coaching/ WEBSITE: https://www.revivestronger.com/ MINI CUT MOVEMENT: https://revivestronger.com/mini-cut-movement/ DISCORD SERVER: https://discord.gg/WtDsYWAAgT MEMBERSITE: https://revivestronger.com/team-revive-stronger/ SHOP: https://www.revivestronger.com/shop FACEBOOK: http://www.facebook.com/revivestronger INSTAGRAM: http://www.instagram.com/revivestronger NEWSLETTER: https://bit.ly/2rRONG5 __________________________________________________________________ If you want to support us via a donation, that's highly appreciated! Patreon • https://www.patreon.com/revivestronger Don't like Patreon, go to Paypal! • https://bit.ly/2XZloJ4 __________________________________________________________________ Our Ebooks! Ultimate Guide To Contest Prep Ebook: • https://revivestronger.com/product/the-ultimate-guide-to-contest-prep/ Primer Phase Ebook: • https://revivestronger.com/product/the-primer-phase/ __________________________________________________________________ Stay up to date with the latest research and educate yourself! MASS (Research Review): • https://goo.gl/c7FSJD RP+ Membership: • https://ob262.isrefer.com/go/plus/Steve90/ JPS Mentorship • https://jpseducation.mykajabi.com/a/13324/esJ8AZwy __________________________________________________________________ Books we recommend! Muscle & Strength Pyramids • https://goo.gl/S8s6tG RP Books • http://bit.ly/2vREaH0 RP + Members site • https://ob262.isrefer.com/go/plus/Steve90/ For more • http://revivestronger.com/library/ __________________________________________________________________ Supplements: www.cnpprofessional.co.uk - STEVE15 for 15% off __________________________________________________________________ When you're interested in online coaching, please go visit our website and follow the application form: https://www.revivestronger.com/online-coaching/

This episode brings you a “debate” between Danny Lennon and Dr. Jackson Peos on the utility of intuitive eating. Specifcally, they make a case for and against, respectively, for the position: “Intuitive eating can be recommended eating approach for those with fitness and/or physique goals”. This episode is a Premium-exclusive episode, so you'll need to be a Premium subscriber to listen to the full discussion but you can hear a preview here. Links: Subscribe to Premium Live event: London, UK - March 2023 Buy UEBC 22 Replay