Ascen

Thank you Elliott Manning and the Hunted team for allowing us to be a part of the Hunted platform! There is a need, especially in the US, for a tech-driven recruitment network and platform like Hunted and we're proud to be a part of it and support the network.

ASCEN ARE NOW ON HUNTED 📣 Ascen is a modern back office platform and employer of record for staffing agencies. Several types of staffing companies use Ascen, including new staffing firms getting off the ground, UK-based recruitment firms expanding into the US, established staffing firms, and more! Ascen's all-in-one platform is fully white-labelled and handles onboarding, payroll, invoicing, insurance, benefits, and optional embedded payroll funding. https://lnkd.in/ePQhYhZV 🔗 Join other top industry #suppliers on #Hunted TODAY and take advantage of our EXCLUSIVE offer - 50% off with a 1-month free trial ⬇️ https://lnkd.in/ev3va7jS Elliott Manning

In the US, it's the staffing agency's responsibility to classify workers as either employees ("W-2") or independent contractors ("IC", also known as “1099”, “corp-to-corp”, or “C2C”) - not the client’s or the candidate’s. However, if you're using an Employer of Record (EOR) or Agent of Record (AOR) like Ascen, the classification responsibility (and the risk) shifts to the EOR/AOR. Unlike other countries, the US has no clear-cut rule for classifying independent contractors. Federal agencies like the IRS and Department of Labor have different criteria, and each state has its own rules as well. For instance, states like California have very strict standards and often default to classifying workers as W-2 employees unless it's clearly proven they're independent contractors. By using an experienced EOR/AOR like Ascen, your agency can rely on our expertise in worker classification, navigating the complexity of federal and state laws. But it’s still essential for your team to understand the basics so that you can manage expectations for both clients and candidates. Find out more here in our full article: https://lnkd.in/emQmrYdm #StaffingAgency #EOR #WorkerClassification #Compliance

Do you fully understand IC/C2C Compliance in the US staffing market? IC/C2C Compliance is laden with myths that could lead to costly errors. Our latest video clears up these common misconceptions, empowering you to steer clear of potential pitfalls. Discover in our video: > The real factors behind candidate classification and working relationships. > The impact of having an LLC on IC status (and when it doesn't matter). > Why past IC roles don't ensure future IC classification. > The truth about remote work and client control in IC classification. > Insights on the 1099-NEC tax form and its requirements. > Hidden risks associated with workers' compensation and client liability. Don't leave your compliance to guesswork. Watch the full video for essential insights that safeguard your business and clients. For a deeper dive, read our full article: https://lnkd.in/eev2E9V2 #EmploymentLaw #Staffing #USRecruitment

Running a staffing agency requires more than just finding the right candidates - it demands a strategic approach to financial management. From securing enough capital to managing payroll gaps, financial resilience is key to your agency's success in the US market. In this guide, we break down essential steps to strengthen your agency's financial health, including: 1. Securing sufficient capital for startup costs 2. Managing payroll with extended client payment terms 3. Understanding and balancing profit margins 4. Preparing for legal risks 5. Tracking state-specific costs and regulations across the US Whether you're just starting out or scaling across state lines, this guide will help ensure your agency is prepared for financial challenges. Read the full guide to learn how tools like Ascen can streamline your back-office operations and help keep your business financially resilient. https://lnkd.in/ePFVbFkT #StaffingAgency #FinancialResilience #BusinessGrowth #StaffingIndustry

It's easy to focus on the front-end success of your staffing agency - securing placements, winning clients, and expanding your market. But when your agency crosses state borders, things get a lot more complex. Each state is like its own country when it comes to employment laws, licenses, and worker expectations. Wage and hour laws can vary significantly, for example: 1. California has strict pay transparency rules, while Texas has none. 2. California and Nevada have daily overtime, but not in other states. 3. Some states use the federal minimum wage, while others have much higher local rates. Make sure you understand the laws of each state where your agency operates to ensure smooth operations and legal compliance. Gain a better understanding of the risks and top tips on how to stay compliant in our full article here: https://lnkd.in/eh8pPYu6 #StaffingAgency #EmploymentLaw #BusinessGrowth #StaffingIndustry

Understanding state-specific laws is crucial for staffing agencies expanding quickly across state borders for several reasons: 1. Compliance with Employment Laws - each state has its own set of employment laws regarding wages, benefits, working hours, and employee rights. Failing to comply can result in significant penalties, fines, or legal action against the agency. 2. Tax Regulations - different states have varying tax structures, including income taxes, payroll taxes, and unemployment insurance. Understanding these regulations is essential for accurate tax reporting and to avoid unexpected tax liabilities that could arise from operating in multiple states. 3. Licensing and Permits - some states require specific licenses or permits for staffing agencies to operate. Knowing the requirements for each state is vital to avoid interruptions in business operations and ensure your agency can legally provide staffing services. 4. Employee Classification - misclassifying employees (e.g., as independent contractors instead of employees) can lead to serious legal consequences. Each state has its own criteria for classification, so knowing these distinctions is essential to avoid legal pitfalls. 5. Building a Positive Reputation - operating within the legal framework of each state fosters trust and credibility with clients, candidates, and employees. A reputation for compliance can differentiate your agency from competitors and contribute to long-term success. In summary, being aware of the laws in each state is vital for staffing agencies expanding across borders to ensure compliance, reduce risks, and ultimately drive successful operations in diverse markets. #StaffingAgency #AgencyCompliance #USEmploymentMarket #BusinessGrowth

That's a wrap on American Staffing Association's Staffing World Nashville 2024 -- the Ascen team had a great time at the event. Here are some of my takeaways from the event: 1. AI permeated everything Peter H. Diamandis gave the best keynote I've ever heard, with some heavy content on the growth of AI. This was a staffing conference, but Peter got down to details on tokens and the speed of new AI model development. AI is growing substantially faster than Moore's law; it's advancing at an amazing pace. AI showed up in other talks we attended on regulation. Pretty much all hiring will soon be done through AI, and regulators are waking up to this reality. 2. The industry is still down Even with the rapid rise of AI tools that can help sales and recruitment, the industry is still down, and the mood is subdued. Nonetheless, there are certain types of players growing quickly: labor marketplaces and niche firms. We know this, too, because many of these types of firms are customers. 3. EOR is the default option for newer agencies Big, legacy staffing agencies try to do a lot in-house. It makes for a lot of wasted time and effort. Newer staffing agencies are outsourcing payroll and HR on day 0 to EORs like Ascen. As the market is still challenging, there's enough to worry about just growing and recruiting; why make things complicated by worrying about compliance? A big driver of this is agencies are effectively national right away with remote internal employees, let alone their staffing external workforce. See you in Orlando next year!

The right Employer of Record (EOR) can be a game changer, helping you tap into new talent pools and scale your organization internationally with ease. But choose the wrong EOR, and you could face hidden costs, compliance risks, and reputational damage. In this blog post, we explore the pitfalls of selecting the wrong EOR, and give top tips on deciding which EOR could be the perfect fit for your business.  Equip yourself with the knowledge to make the right partnership decision for seamless, compliant global hiring and payroll. Here's how to navigate the EOR landscape as a staffing firm: https://lnkd.in/eZEZwctM #StaffingFirm #EOR #USExpansion

Healthcare staffing agencies have become the cornerstone of the US healthcare system, providing hospitals with qualified and professional nurses to meet the growing demand. However, with increased reliance comes stricter regulations. While many regulations will be familiar - like ensuring fair wages and proper credentialing - healthcare staffing regulations are much more complex. Now, many states require staffing agencies (or "nurse pools") to obtain specific licenses, carry certain insurance types, and comply with unique reporting and auditing requirements. Each state’s regulations differ, making compliance essential to avoid fines and penalties. Knowing the specific licensing and requirements for each state is critical, and regulations are constantly being updated. One option for healthcare staffing agencies to ensure compliance is to work with an Employer of Record (EOR). Essentially, an EOR becomes the legal employer of record for your healthcare staffing workers and holds the healthcare staffing licenses. This means a healthcare staffing firm can operate within a state and rely on the EOR's healthcare staffing license instead of going through the effort yourself. This can be especially useful for operating a staffing agency across multiple states.  We developed Ascen with this in mind; our EOR platform is purpose-built for staffing agencies and provides coverage for all healthcare requirements across each US state. Contact us for a free demo and to find out more. https://lnkd.in/eygpRgAY #HealthcareStaffing #Compliance #HealthcareRegulations #HealthcareIndustry #Staffing