Give has seven people in three states and a move to a PEO planned for January 1. The PEO handles payroll taxes, benefits and workers' comp, and Give's director of accounting runs payroll. We do the HR work around it, on a quick turnaround.
Prepared for Lauren McLamb and the TIFIN Give leadership team by Caleb Sherrill and Lui Prieto. November 4, 2026. SMBHR is the fractional HR firm that works with Pillar PEO Advisors.
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. A quick audit at the start shows which of these Give needs before January 1.
This holds with Justworks or LBMC. Give's director of accounting runs payroll on either package. On HR Partner, we also handle the PEO for Lauren.
| The work | PEO | 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.
Start-upPolicies with the North Carolina, New Jersey and Pennsylvania rules, ready when the PEO starts.
Start-upWritten down, current and signed for 2027.
Start-upAnything the PEO move changes for a visa, worked out with Envoy ahead of time.
Start-upOffer letter, agreements, I-9 and pay history in one place, set up the way a buyer will ask for them.
Start-upLeave, 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, pay changes and benefit questions handled in the PEO, ready for your accounting team to run payroll.
HR PartnerA buyer's HR questions, the data room files and letters for key people. Scoped when a sale starts.
LaterFixed monthly fees for up to 10 employees in North Carolina, New Jersey and Pennsylvania. What Pillar already does through the PEO stays at no cost.
Through Pillar
Every yearComes with placing Give on the PEO. The PEO pays Pillar for it, not Give.
No cost to GivePaid by the PEO
Smaller
Monthly check-inFor Lauren running HR herself, with a senior HR person a call or an email away.
$1,650a month, $19,800 a year
Fuller
Check-in every two weeksFor handing HR off. We handle the PEO with Lauren, and employees and managers come to us.
Everything in Core HR, plus:
$2,750a month, $33,000 a year
Getting started, one time, with either package. A quick audit, then items 01 to 05 above: offer letters, the handbook, the commission plan, visa timing and a file for each person. We also do Give's PEO setup for you, so Lauren isn't doing it alone.
A month to add payroll, any time. If Give's accounting team wants to hand it off, we run payroll each pay period and they approve it. The money goes from Give's bank to the PEO, never through us.
Our suggestion for Give: start on Core HR. Choosing Justworks over LBMC saves Give about $15,000 a year on the same plans, which covers most of it. Move up to HR Partner if HR should come off Lauren's plate, or when a sale gets going.
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. Fees are fixed and in writing, with no hourly billing.
We send a short service agreement. Then send us offer letters, agreements, the commission plan and any HR policies you use today.
We review what you sent and confirm with you what has to be in place for January 1.
Whatever the audit shows has to be in place before January 1.
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. Fees cover up to 10 employees in up to three states. If Give adds a state or grows past 10, we agree any change with you first. A buyer's due diligence, recruiting, investigations and work for other TIFIN companies are separate projects.
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.