Ownership
One specialist across all four lines.
The same person handles payroll setup, 401(k) match testing, workers comp renewal, and wellness enrollment. No handoffs between separate teams.
The Vantage Payroll practice
Payroll, 401(k), workers comp, and wellness. One specialist, one ledger.
For teams of 1 to 500 W-2 employees, with contractors on the same ledger. The specialist who sets up your first payroll is the one who tests your 401(k) match, audits your class codes, and runs your wellness enrollment.
Your year on one ledgerLive
Pay frequency
Payroll runs26
Tax filings21
Year-end forms30
Approximate count: Forms 941 and 940, state withholding and unemployment returns each quarter, W-2s and 1099-NECs. One specialist owns every one.
Who it's built for
Crews, practices, and operators.
Teams where pay is not one flat salary: hourly crews, piece-rate work, multi-state jobs, and contractors paid alongside employees.
Trades
Construction & specialty trades
HVAC, electrical, plumbing, roofing. Class codes that match the work, and certified-payroll-ready records.
Clinics
Healthcare practices
Mixed salaried and hourly staff, credentialed providers, and benefits that keep people from leaving.
Logistics
Distribution
Shift differentials, overtime-heavy weeks, and drivers across state lines.
Firms
Professional services
Salaried teams with 401(k) expectations and owners who want plan testing handled.
Hospitality
Not sure?Restaurants & hospitality
Tip reporting, high turnover, and onboarding that has to happen the same day.
Run the qualifier
Five questions on team size, current provider, retirement plan, workers comp, and cost pressure.
Start →Four service lines
Everything payroll touches. On one ledger.
Each line can run on its own, but they work better together because one person sees how a pay change ripples into your 401(k) test and your comp premium.
Payroll
Handles
Filings
Reviewed
Operating model
No call center. No PEO.
The way the practice is structured is the product. Here is what that means on your file.
Fees
Performance-based, quoted after a read of the file.
Not a per-payroll charge or a headcount fee baked into every cycle. Cancel anytime, with no long-term contract and no early-termination penalty.
Structure
No co-employment.
PEOs come with co-employment, a fixed percentage of payroll, and a carrier leash. You stay the employer of record and keep your own carrier choices.
| Factor | Vantage | Generic provider |
|---|---|---|
| Pricing | ✓Performance-based, quoted after a file read | ✕Per-payroll or percent of payroll |
| Class-code audit | ✓Audited at intake and every renewal | ✕Applied at default, reviewed only at claim |
| Multi-state setup | ✓Built into intake, reciprocal agreements handled | ✕Add-on or per-state surcharge |
| 401(k) testing | ✓Tested against actual payroll cycles | ✕Annual ADP/ACP test only |
| Workers comp renewal | ✓State fund and private carriers on loss history | ✕Rolled state rate or single carrier |
| Who you talk to | ✓One named specialist across all four lines | ✕Call-center handoffs, separate teams |
Implementation
Switch without a missed paycheck.
Your first payroll runs in parallel against your current provider, with no dual billing. Existing 401(k) balances move without a taxable event.
1
Read the file
Class-code audit, prior-provider transition plan, and state-by-state withholding mapped before anything moves.
Intake2
Run the operation
Parallel first payroll, then every cycle through year-end filings and the W-2 and 1099 packet.
Every pay period3
Quarterly review
Class-code refresh, 401(k) match testing, workers comp renewal prep, and wellness re-enrollment.
Every quarterDiagnostic
Payroll qualifier.
Five questions. A directional read on how much room there is to cut cost and admin time across your four lines, before you share a payroll register.
Direct line
Send the payroll file. Or pick a time.
A specialist reads every inquiry and responds within one business day with a directional read or a follow-up question.
FAQ
What operators ask first.
Answered by the specialist who would run your payroll.
What size business do you work with?
Teams of 1 to 500 W-2 employees, with 1099 contractors on the same ledger.
How do performance-based fees work for payroll?
Like the funding practice, fees are set against the operations that actually run. They are quoted after a read of the file, not charged per payroll or per head.
Are you a PEO?
No. PEOs come with co-employment, a fixed percentage of payroll, and a carrier leash. You remain the employer of record.
How do you handle workers comp renewals?
Class codes are audited at intake and at every renewal, and experience mods are reviewed annually. Renewals are shopped across state fund and private carriers on your actual loss history.
Can you take over our existing 401(k)?
Yes. The same specialist handles the transition and the new testing. Existing participant balances move without taxable events.
We have employees in several states. Is that extra?
Multi-state is part of intake. There is no per-state surcharge added after the fact, and reciprocal agreements are handled.
Can you handle W-2 employees and 1099 contractors together?
Yes. Both run on a single ledger, with W-2 and 1099-NEC packets produced at year-end.
What are the cancellation terms?
Cancel anytime. Performance-based fees mean no long-term contract and no early-termination penalty.
How does switching providers work?
Your first payroll runs in parallel against your existing provider, with no dual billing, so you can compare before you cut over.
Who owns tax filings?
The practice runs federal, state, and local filings, quarterly reconciliation against your bookkeeper, and the year-end W-2 packet.
Four lines. One ledger. One name to call.
Call or text 407-716-4914, or request a window and we'll call you.