Give plans to move to Justworks on January 1, with seven people in three states. Justworks handles payroll taxes, benefits and workers' comp. We do the HR work around it on a quick turnaround, and payroll stays with your accounting team.
Start with JustworksSee our two usual packagesEverything we can help with
Prepared for Lauren McLamb, TIFIN Give, by Caleb Sherrill and Lui Prieto. November 4, 2026. SMBHR is the fractional HR firm that works with Pillar PEO Advisors.
Justworks becomes the employer of record for payroll, taxes and benefits. It's a strong platform with self-serve support. The day-to-day HR work stays with Give.
To start January 1: the letter of intent is signed this week, plan choices are final by December 11, and employees finish enrolling by December 18.
A move to a PEO usually brings HR work with it.
Offer letters, a handbook, pay plans, visa timing and employee files are the usual list. The audit shows which of these Give actually needs before January 1.
Your accounting team runs payroll in Justworks on either package. We can take payroll on later as an add-on.
| The work | Justworks | Core HR | HR Partner |
|---|---|---|---|
| Payroll taxes, W-2s, benefit plans and workers' comp coverage | Included | Not included | Not included |
| Hires, exits and pay changes entered in the PEO | Not included | Not included | Included |
| A named HR lead, answering within a day | Not included | Included | Included |
| Handbook and policies for Give | Not included | Included | Included |
| Coaching on write-ups and terminations | Not included | Included | Included |
| Offer letters and onboarding, done for you | Not included | Not included | Included |
| Employees can come to us directly | Not included | Not included | Included |
| Employee files kept ready for a buyer | Not included | Not included | Included |
IncludedNot included
Built from our calls and what a move like this usually involves. The audit confirms what applies to Give.
Letters that name the right employer and terms, checked against the PEO setup.
Included setupPolicies with the North Carolina, New Jersey and Pennsylvania rules, ready when the PEO starts.
Included setupWritten down, current and signed for 2027.
Core HRAnything the PEO move changes for a visa, worked out with Envoy ahead of time.
Core HROffer letter, agreements, I-9 and pay history in one place, set up the way a buyer will ask for them.
Included setupLeave, pay rules, a hard conversation, a termination. Lauren asks, and we answer within one business day.
Core HRNew hires as Give grows: offers, onboarding and a check-in at 90 days.
HR PartnerHires, exits and pay changes entered in Justworks, so Lauren isn't the one running the PEO.
HR PartnerA buyer's HR questions, the data room files and letters for key people. Scoped when a sale starts.
LaterPriced for Give at up to 10 employees in three states, with payroll staying with your accounting team. What Pillar already does through Justworks stays at no cost.
Through Pillar
Every yearComes with placing Give on Justworks. Justworks pays Pillar for it, not Give.
No cost to GivePaid by Justworks
Smaller
Monthly check-inFor Lauren running HR herself, with a senior HR person a call or an email away.
$2,000a month, fixed
Fuller
Monthly, plus quarterly strategyFor handing HR off. We run the PEO side with Lauren, and employees come to us.
Everything in Core HR, plus:
$3,000a month, fixed
Of setup work, included with a 12-month agreement on either package. Employee handbook update for North Carolina, New Jersey and Pennsylvania ($2,250), onboarding process build with offer letters and employee files ($2,400), and Justworks setup and payroll integration coordination ($3,000). If you leave in the first 90 days, these are billed at those prices.
Add any time: payroll run for you each pay period, from $500 a month. Recruiting, investigations, layoffs, a buyer's due diligence or work for other TIFIN companies are priced before we start.
Both packages: Lui Prieto as your HR lead, Emily Snooks as backup, and Caleb on anything big. Everything we can help with
Give's timeline is tight, so the audit focuses on what has to be in place for January 1. The scope and a fixed monthly fee go in writing, with no hourly billing.
Offer letters, agreements, the commission plan and any HR policies you use today.
We review it, talk through the growth plan with you, and put one package and its fee in writing.
The handbook update, the onboarding process and the Justworks setup, plus anything the audit turns up.
With the HR basics in place from the first payroll.
Both packages run on a 12-month term, and you can leave without penalty in the first 90 days. Prices hold up to 10 employees; at 11, we review the package with you.
Questions about any of this? Reach either of us.
We're glad to walk Blake through it, or to adjust a package to fit what Give needs.