Team & Human Resources

It depends on your needs and how involved the role will be. We’ll help you determine which roles qualify as W-2 employees vs. 1099 contractors and guide you through the legal and financial considerations.

We recommend all-in-one platforms like Gusto or Justworks. These services automate tax filings, pay runs, and benefits enrollment—and we’ll set it up for you.

Yes. From virtual interview processes to remote onboarding tools and digital welcome kits, we’ll tailor everything to work in-office, hybrid, or fully remote.

Employees (W-2) are subject to more regulation, including payroll taxes, benefits eligibility, and hourly or salaried pay structures. Contractors (1099) operate independently, usually on project-based or part-time terms, and are responsible for their own taxes. We help you determine the correct classification for each role to stay compliant and efficient.

Without documented policies, you increase your legal risk and miscommunication with your team. We provide templated policies and compliance documents to help you start strong.

No, but offering even basic perks can help attract and retain top talent. Many brokerages start with flexible hours, performance bonuses, or wellness stipends before introducing formal benefits like health insurance. We can help you roll these out over time through platforms like Gusto or Justworks.

At a minimum, you’ll want a shared goal tracker, feedback system, and CRM usage reports. We set up dashboards using your existing tools (or recommend new ones) so you can monitor KPIs, coaching needs, and commission tracking in real time.

We recommend digital storage using encrypted, access-controlled systems like Dropbox Business or Google Workspace. Password managers and access logs are also crucial. We build a centralized HR hub to store contracts, I-9s, performance notes, and more.

At a minimum, you'll need a signed independent contractor agreement or employment offer, a W-9 or W-4, and a completed I-9. Depending on your jurisdiction, you may also need disclosures, policy acknowledgments, or licensing documentation. We provide a full checklist.

Absolutely. Our service is designed to take the guesswork out of hiring. We offer templates, compliant workflows, onboarding automation, and support for interviews, job postings, and performance reviews—so you can build your team without stress.

Yes. We provide remote-friendly job descriptions, onboarding procedures, and compliance checklists for multi-state hiring. We also guide you on whether to use an Employer of Record (EOR) or HR platform for multi-jurisdiction payroll and tax handling.

We build offboarding workflows to ensure all access is revoked, hardware is returned, clients are reassigned, and legal documents (e.g., W-2s, COBRA) are properly processed. We also provide exit survey templates and communication plans for internal and external stakeholders.

We recommend formal check-ins at 30/60/90 days for new hires and then every 6 or 12 months thereafter. Informal weekly or monthly check-ins help maintain culture and improve retention. We'll help you build a structure that fits your management style.

Yes, even a small team benefits from a handbook. It sets clear expectations, documents your policies, and helps protect you legally if issues arise. We provide editable templates so you can launch quickly and customize as you grow.

Whether it’s flat-fee bonuses, tiered incentives, or GCI splits, your system should be transparent and tied to KPIs. We help you build a compensation plan that motivates performance and fits your financial model.

It depends on your volume and budget. We help you evaluate which roles are mission-critical to keep in-house vs. which can be delegated to trusted freelancers or vendors. Many brokerages start with hybrid models.

We provide city-specific compliance checklists, including required posters, paid leave laws, and tax registration steps. For multi-state hiring, we guide you through platforms that automatically adjust for local compliance.

Use payroll platforms like Gusto or HR tools like BambooHR or Rippling that include time-off tracking, calendars, and approvals. We help you configure them to match your internal policies.

Use clearly written contracts, document all performance reviews, and follow structured onboarding and offboarding processes. We provide legal templates and support policies that reduce liability and reinforce professionalism.

Start with virtual team check-ins, recognition programs, or quarterly retreats. We provide calendars, activity ideas, and internal surveys to help you foster a connected and engaged company culture.

If you have W-2 employees, you’re legally required to carry workers' comp and register for unemployment insurance in most states. We help you get these accounts set up during your payroll and HR onboarding.

A 1099 contractor works independently and controls how they complete tasks, while a W-2 employee is subject to your direction and may receive benefits. Misclassification can lead to fines, so we guide you through choosing the right structure for each role.

Yes. We recommend verifying real estate licenses through your state’s licensing board and conducting basic background checks, especially for roles involving client interaction or financial data. We can help you set up compliant workflows.

Yes, but you may need to register as an employer in that state or country and comply with local labor laws. For international hires, tools like Deel or Remote.com can handle compliance, payments, and contracts.

We typically recommend Gusto, Justworks, or Rippling for payroll and HR management. For hiring, Workable or WizeHire are great options. We can help you choose tools that integrate well with your CRM, email, and accounting systems.

Offer a clear career path, frequent recognition, mentorship programs, flexible work options, and production-based incentives. We’ll help you build a retention strategy that supports long-term team satisfaction and growth.

Create a documented policy and reporting process that protects confidentiality and ensures fair treatment. We provide compliant templates and can recommend third-party hotlines or HR partners to assist with sensitive situations.

Part-time and seasonal workers are generally eligible for fewer benefits, but must still be classified correctly and paid in accordance with wage laws. We help you define roles clearly and ensure part-time schedules and pay structures are compliant.

Offering benefits is optional for many small brokerages unless you meet ACA size thresholds. However, it can be a key competitive advantage. We help you explore affordable group plan options, SEP IRAs, and alternative perks.

Culture doesn’t have to depend on location. Use consistent communication (Slack, video calls), virtual team-building events, shared calendars, and public recognition channels. We provide remote culture playbooks tailored for small teams.