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  • As a business leader or as the owner of your own business, I’m sure you already know about the changes to the I-9 form that have come around in time for its 30th anniversary. Unfortunately, in my travels as a sales representative for GMS, I often run into business owners who don’t know what an I-9 form is, let alone if they’re filed properly.

    Image of a business going through I-9 compliance. Contact GMS today about business compliance.

    Explaining the I-9 Form

    According to the Website of the Department of Homeland Security, “Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens.” This is also a form that causes a lot of unnecessary regulatory and financial headaches to businesses.

    According to a newsletter recently put out by HR Specialist and its LEAP (Labor and Employment Law Advanced Practices) Letter, “Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens.” A big reason for this was a new audit initiative put out by the Obama Administration in 2009, to crack down on employers who violate immigration laws.

    Maintaining I-9 Form Compliance

    Those fines can be steep and violations can be simple. According to that same newsletter, “The U.S. Immigration and Customs Enforcement agency (ICE) recently slapped a California-based production company with the single largest fine ever for Form I-9 paperwork violations. The $605,250 fine was for violations on more than 800 different I-9 forms. The company’s biggest mistake: a repeated failure to sign Section 2 of the form.”

    If you’re concerned where you stand with compliancy on your I-9 forms or just need help to get your business compliant with all government regulations, known and unknown, there are steps you can take. You can talk with your attorney or you can do what more and more small businesses are doing and speak with a Professional Employer Organization like GMS about I-9 compliance. Contact GMS today about how we can help you stay compliant and make your business simpler, safer, and stronger.

  • According to Career Builder, 43 percent of businesses check out the social media profiles of potential job candidates to learn more about them. Job interviews can tell you a lot about a candidate, but social media can provide some more information that you may not have been able to find out in a meeting.

    Watching for Social Media Red Flags

    When you’re planning on adding someone to your team, you want to know just what type of person you’re hiring. Social media can show off a whole new side of a person – and it’s not always good. Some red flags that you can find on social media include:

    • Inappropriate photos or messages
    • Bad mouthing their current or past employer
    • Discriminatory messages or comments
    • Evidence of potential illegal activity

    In this day and age, candidates should know that potential employers might be looking through their social media profiles. If they can’t stop themselves from posting those embarrassing photos or that offensive status from a personal account, what’s to stop them from making the same bad decision at work?

    Signs of a Good Candidate

    Warning signs aren’t the only things you can find on social media. A job candidate’s social media profiles can help you get a sense of their personality and what they’re like outside of an office setting.

    If they run a professional, updated profile on LinkedIn, it’s a sign that they are serious about their career. Facebook and Twitter can also serve as a means of information outside of looking for red flags. Social profiles can help you verify some information that the candidate may have given you. Even better, social media helps you figure out a candidate’s personality, allowing you to get a sense of if he or she might be a good fit for your company’s culture. 

    Hire the Right People for Your Company

    You need more than just the right resume for your team; you need the right person. GMS has experts that can help your company with employee recruiting and training services, letting you find the right candidate for your open position. Contact us today to learn more about how GMS can benefit your business.

  • Hiring the right person is a crucial step toward building a successful team. However, hiring the wrong candidate, what we call a “bad hire,” can be costly, both financially and culturally. A poor hiring decision can impact morale, productivity, and even your company’s bottom line.

    Let’s explore the real cost of a bad hire and what effective strategies you can utilize to minimize the risk.

    What Does A Bad Hire Cost?

    The financial impact of a bad hire is more significant than you might think. Research shows that the average cost of a bad hire is about 30% of the employee’s first-year earnings, a figure that can rise depending on the role’s seniority and the onboarding resources involved. CareerBuilder’s data found that a single bad hire can cost a business around $17,000, while higher-level hires can cost even more.

    Hidden Costs Of A Bad Hire

    A bad hire can create additional costs beyond direct financial impact. These hidden costs include:

    • Decreased team morale: Working with a disengaged or underperforming colleague can reduce team morale and lead to dissatisfaction among other employees.
    • Lost productivity: Time and resources spent on correcting mistakes or managing performance issues can pull focus away from core business objectives.
    • Reputational damage: Customer-facing errors or delays due to a poor hire can damage the company’s reputation, impacting customer retention.

    How To Avoid The Cost Of A Bad Hire

    Understanding the high stakes, companies need a clear strategy to mitigate hiring risks. Here are several best practices to improve hiring success rates:

    1. Clearly define role requirements

    Clearly defining job expectations and qualifications is essential. Vague job descriptions often lead to a mismatch between candidate skills and role requirements. A well-defined job description should differentiate between “prerequisite” skills (those the candidate must have) and “trainable” skills (those that can be developed on the job).

    1. Implement objective assessment tools

    Reducing subjectivity in hiring decisions can help avoid costly mistakes. Objective assessment tools, including AI and machine learning, allow companies to evaluate candidates based on data-driven insights rather than gut feelings. This approach not only increases accuracy but also helps eliminate unconscious bias from the hiring process.

    1. Conduct thorough reference checks

    Reference checks are essential to verify the candidate’s work history, skills, and cultural fit. Speaking with past employers provides valuable insights that may not come up in interviews, helping to avoid last-minute surprises.

    1. Focus on objective interview techniques

    Rather than relying on open-ended questions that may yield little insight, tailor your interview questions to require candidates to demonstrate essential skills. For instance, “What experience do you have with [specific skill]?” is more effective than broad questions about handling workplace challenges. Keeping interviews skill-focused helps identify candidates who meet the role’s technical requirements.

    1. Prioritize cultural fit in a measurable way

    While cultural fit is essential, it’s equally important to define what that means within your organization. Break down qualities like “team player” or “cultural fit” into specific, measurable traits. This clarity helps prevent misunderstandings about what you’re seeking in a candidate and allows you to evaluate them objectively.

    1. Don’t rush the hiring process

    While urgent hiring needs can make it tempting to fill a role quickly, a rushed process often leads to mistakes. By taking the time to vet candidates properly, you can avoid repeating the process when a hasty hire doesn’t work out. Remember, a poor hire is costly, so it’s worth investing in a thoughtful and deliberate selection process.

    1. Utilize professional employer organizations (PEOs) for hiring support

    A trusted PEO can help you streamline the hiring process by managing essential functions like job postings, candidate screenings, and background checks. This support allows your team to focus on core responsibilities while the PEO’s expertise ensures you’re connected with high-quality candidates.

    Handling A Bad Hire

    Despite best efforts, sometimes a bad hire still happens. In such cases, it’s essential to act quickly and strategically. First, identify the issue, whether it’s performance, attitude, or cultural fit, and address it directly with the employee. Implement a performance improvement plan, if applicable, or adjust the employee’s role to better align with their strengths. For more insights, explore our comprehensive guide to simplifying performance management.

    If the employee still isn’t improving, it may be necessary to terminate the employment. Make sure to follow legal guidelines to avoid wrongful termination claims. Many companies implement a probationary period to evaluate an employee’s fit before committing to long-term employment. This period allows you to ensure new hires align with your organization’s goals and standards.

    Partner With GMS To Reduce Hiring Risks

    Hiring is both an art and a science, and the consequences of a bad hire are too costly to ignore. At Group Management Services (GMS), we specialize in helping businesses strengthen their hiring practices to attract and retain the right talent. From writing accurate job descriptions to conducting comprehensive screenings, our services allow you to avoid the pitfalls of bad hiring decisions.

    Contact GMS today to learn how our experts can support your business in recruiting effectively and efficiently.

     

  • Having a good employee leave can come as a shock. However, some workers show signs when they are thinking of moving on to a new company. Here are six signs that a good employee might be on his or her way out.

    Employee departure signs

    They’re Overwhelmed

    It’s no fun feeling like there’s no end in sight. Employees who are overwhelmed with work thanks to having too many responsibilities might see a new job as their best opportunity to get out of the situation.

    Decline in Quality

    Good employees typically have good work habits. When good employees start to get sloppy, it can be concerning. Occasional mistakes happen, but a downward trend can be a sign of an employee who doesn’t care anymore. Even if it’s just an employee going through a tough time, a bad stretch might mean that an employee could be looking for a change of scenery.

    Change of Schedule

    People take time off for any number of reasons. If an employee starts using a lot of personal time out of nowhere, it may be a sign that they’re looking to leave. Some employees maintain odd schedules for completely valid reasons like dropping their kids off at school or regular doctor’s appointments, but a worker who starts leaving early or coming in late for no explainable reason may be meeting with another company.

    They Dress to Impress

    Depending on your company’s dress code, you may be able to get an idea of whether an employee might leave by his or her attire. If you notice an employee start to dress up more than usual – such as frequently wearing a tie when they never used to – they may be trying to impress at interviews. Combine this with the scheduling habits mentioned above and you might have an employee who is looking elsewhere.

    Distancing Themselves

    Once again, this sign can depend on the employee. However, if you notice that a formerly social employee stops engaging with his or her coworkers, you could have a problem. An apathetic or disinterested employee isn’t one that will be interested in the future of a company.

    Big Life Changes

    Events like marriage, the birth of a new child, or long-term illnesses can change a person’s priorities. They might start looking for jobs closer to home or with different hours. 

    GMS Solutions

    You never want to see a good employee leave, but it can happen. If you see the signs, you might be able to talk with the employee about what they need to succeed at your company or prepare for their departure. 

    One way to help keep your employees happy is by partnering with GMS. GMS can help strengthen your human resource environment and give you access to better benefits all while increasing the bottom line. Contact us today to see how working with a Professional Employer Organization can benefit you and your business.

  • In the recruiting world we have heard it all before… 

    • “I don’t want to post a compensation range because everyone will expect the high end.” 
    • “I don’t want my current employees to know what others are paid.”
    • “I don’t want my competitors to know our salaries.”
    • “Other postings online do not include a compensation range, so why should I?”

    Although these are common thoughts for all business owners, it can be directly affecting your candidate pool numbers. In fact, SMART Recruit Online found that job advertisements with a compensation listed increased the total number of candidates by 30 percent. Small and mid-sized companies are at a disadvantage by not posting a wage since larger companies have known salary and hourly rates.

    Image of a job interview. Listing compensations ranges can help businesses with employee recruitment.

    The Benefits of Listing a Compensation Range

    If you post a compensation range, then you are more likely to attract candidates not yet earning your listed range. When it comes time for an interview and compensation negotiations, you will have more opportunity to agree upon a reasonable pay based on the candidate’s experience. When posting a pay range, adding text like “commensurate with experience” will give applicants a realistic idea of what pay relates to them.  

    In fact, wide pay ranges can lead to more applicants in different stages of their career. If you have an open position in a field with a struggling work force, then a range with a low and high end will allow more room for trainable new hires. You will be able to weigh your options when deciding if you want to hire based on experience and commit time and effort into training.   

    According to a study by Ongig, the average candidate spends approximately 55 seconds viewing text ads. Only seconds determine if you will grab a candidate’s attention. Having the most important information in your ad can make or break your chances of receiving applicants. Not to mention, you will waste less time getting your applicants all the way to the interview stage to learn that they are out of your pay range.

    Score Top Talent at the Right Price

    Group Management Services offers national and local compensation studies for businesses looking to hire. We also provide interview and compensation negotiation coaching so that you score the top talent at the right price. Our recruitment staff is able to create custom job ads based on your needs and other effective recruiting strategies. Contact GMS today for more information about how our employee training and recruiting services can help you find the right employees. 

  • Update: Federal judge blocks overtime rules a week before they take effect. Learn more in our new post.

    As a small business owner, it is crucial that you stay current on the latest government regulations affecting your business and employees. Effective Dec. 1, 2016, the salary threshold for overtime eligibility will increase from $23,660 to $47,476. This means that anyone earning a salary under the new threshold will now be eligible for overtime pay for any time worked beyond 40 hours in a week. 

    The Department of Labor estimates there will be approximately 4.2 million workers affected who will now be eligible for overtime. Business owners must reevaluate their current workforce to meet the new requirements. The Department of Labor will automatically update the salary threshold every 3 years moving forward to match the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region. 

    Image of an employer worried about the new overtime rules.

    Options for Employers Affected by the New Overtime Rules

    Employers will be faced with difficult decisions moving forward. Simply limiting employees to 40 hours or paying newly eligible employees time-and-a-half for overtime is not feasible for most business owners. 

    One option would be to raise the wage of workers who are close to the threshold to avoid having to pay overtime. For example, if Frank works a manufacturing job at a salary of $45,000, his employer may give him a raise over the threshold knowing that Frank consistently works over 40 hours every week. 

    Another alternative is to lower the salary of newly eligible overtime employees to account for the overtime you will now be required to pay. The problem is that employees will obviously not respond well to a decrease in pay. Furthermore, employers may see decreased productivity in employees now seeking an increase in overtime hours in order to compensate for their lower pay. Beyond that, this employee will now be required to punch a clock, losing the sense of accomplishment as a salaried employee. 

    According to a survey of HR professionals by the Society for Human Resource Management (SHRM), “67 percent said that, if the proposed regulation lead to an increase in eligibility for overtime pay, it was likely that employees would have decreased flexibility and autonomy.” 

    Employers who once provided employees the freedom to leave early and complete tasks from home, will now be forced to strictly monitor any work activity to conform to the new regulations. According to the Department of Labor, employers who do not comply will face steep consequences, with penalties of up to $1,100 per violation.

    Keep Track of Overtime with a PEO

    This new law is just one in a line of ever-evolving labor regulations that small business owners face every day. Contact GMS today and let us show you how our integrated HR system uses your payroll data to track hours and wages in order to keep your company compliant. That way we can take on the liability while you focus on growing your business!

  • Whether your company is growing or you are simply filling an open position, the hiring process can be painstaking for any business owner. Where do you start? Should you post a listing to online job sites? Should you place ads around the local university? Do you set up a booth at a job fair?

    Hiring the right people is not an easy task. It can be a lengthy process that takes away from other priorities, like growing your business. It takes an average of 52 days to fill an open position, according to a recruitment study from Bersin by Deloitte.

    Image of an employee interview. GMS helps businesses with employee retention and hiring decisions.

    The Right Candidate

    Let’s imagine that you have a new opening. The job has been posted and now it’s time for an interview. The candidate shows up early. They look sharp. Their resume shows experience where you need it. They have all the right answers. You make the offer and they accept.

    A month later, you now see an entirely different person showing up at the office. They come in late. They miss deadlines. Your business is now struggling because you’re not getting the work you expected. The U.S. Department of Labor and Statistics notes that the average cost of a bad hire can equal 30 percent of that employee’s first year potential earnings.

    Whether it’s an employee that develops a bad attitude affecting the general morale, or a person that simply doesn’t meet and exceed the expectations of their position, the effects of a bad hire can be devastating to a small business.

    Employer Liability

    In the end, the person you choose now represents you and your business. As an employer, if you fail to exercise due diligence and someone is harmed by a person you employ, you can expect a lawsuit.

    Accusations of negligent hiring can have lasting consequences. Employers have lost more than 79 percent of negligent hiring cases with settlements of $1 million on average. That is why it is so important to do a thorough background check on job candidates, making the hiring process that much more laborious.

    Employee Retention

    Once you hire the right person, you want to keep them to avoid having to start the never ending hiring process all over again. A study performed by The Society for Human Resource Management, showed that it costs 6 to 9 months’ salary on average to replace an employee over retaining that person. Between interviewing, screening, onboarding, training cost, errors, and loss of productivity, the process can take a financial toll on small business.

    GMS is a professional employer organization that offers consultation on techniques to aid in employee retention. We can help you retain an engaged and enthusiastic workforce through the use of team building activities, rewards programs, incentives, survey tools, and more.

    We are here to help manage the administrative burdens associated with all aspects of the employee life cycle. You retain full control over hiring decisions – we just make it easier.

    Contact GMS today to learn more about our services and how we can make your business simpler, safer, and stronger.

  • Whether you’re an employer who runs a pretty safe workplace or you’re one with more than its fair share of worker’s comp claims, the Department of Labor has some new rules for you to “nudge” you in the proper direction.

    Under a new rule from the Occupational Safety and Health Administration (OSHA), there is an effort to modernize its data collection and create a new database for investors and workers alike to learn about how safe a company is. Not a bad idea, but one that leans heavily on small business’ HR departments. 

    Image of a hard hat. Learn how OSHA’s new fasety datatbase rule can affect businesses.

    How OSHA’s New Rule Will Impact HR Departments

    Small businesses with more than 10 employees already are required to track injuries at work for OSHA purposes, but it has now gotten a little more transparent. According to Insurance Business America, the data gathered from this will be posted on OSHA’s website for the world to see.

    The purpose for this is to shine the public eye on businesses without a particularly clean record. “‘Since high injury rates are a sign of poor management, no employer wants to be seen publicly as operating a dangerous workplace,’ said Assistant Secretary of Labor for Occupational Safety and Health Dr. David Michaels. ‘Our new reporting requirements will ‘nudge’ employers to prevent worker injuries and illnesses to demonstrate to investors, job seekers, customers, and the public that they operate safe and well-managed facilities. Access to injury data will also help OSHA better target our compliance assistance and enforcement resources at establishments where workers are at greatest risk, and enable ‘big data’ researchers to apply their skills to making workplaces safer.’”

    In larger companies, these things are typically handled by the HR department in conjunction with the company’s safety manager or risk department. Small employers, of course, rely on the business owner to navigate the insurance world with the help of their brokers or third party administrators, giving them access to a lot of info about their company. At best, that’s all you need. At worst, there may be an additional cost to bring in outside consultants to do safety inspections and audits.

    Working with a Professional Employer Organization

    If this new rule is something that concerns you, you have options. One of which is to of course reach out to a Professional Employer Organization (PEO) like GMS about making your company’s HR simpler, safer, and stronger.  Contact us today to learn more about how we can help your business.

  • An unexpected departure from an employee can leave owners in a tight bind. Recruiting and hiring a new employee is a big undertaking for any company. Just like employee separation, the replacement process can cost your company a lot of time and money.

    Image of a job interview. Learn about the costs of employee replacement.

    The Costs of Employee Replacement

    Employees leave companies for any number of reasons. No matter the situation, their replacement won’t be cheap. In fact, it can cost up to 50 percent of an entry-level employee’s annual salary to find a replacement. That percentage goes even higher for employees with more experience.

    Replacing one employee can be costly enough. Hitting a period where you have multiple employees leave around the same time can really hurt the company coffers. Just a few departing employees can potentially mean hundreds of thousands of dollars in replacement costs.

    Why Replacement Takes Time

    Even if you’re looking to replace someone quickly, it’s important to try and find the right person for the job. That means spending time to go through the hiring process. Necessary but time-consuming replacement costs during this time include:

    • Recruiting applicants
    • Entrance interviews
    • Employment Testing
    • Pre-employment administrative expenses
    • Medical exams, drug testing, background checks
    • Training costs

    Making a rushed hiring decision can end up hurting you in the long run. Think of the time you spend during the replacement process as an investment in your future. Sure, a person might be able to fill a role right away, but unless you take the time to make sure that they have the right skills and are a good cultural fit for your office, you might end up having to replace them sooner than you’d like.

    Employee Management

    Recruiting and replacement takes time, and sometimes you just don’t have much time to give. Teaming up with a Professional Employer Organization like Group Management Services can allow your company to spend the time necessary to recruit, train, and retain new employees.

    At GMS, we’re in the business of making your business simpler, safer, and stronger. Contact us today to see how we can help with your recruiting needs.

  • Creating a startup venture is no easy task. Startups come in all shapes, sizes, and industries. Neil Blumenthal, cofounder and co-CEO of Warby Parker summarizes it best, saying, “A startup is a company working to solve a problem where the solution is not obvious and success is not guaranteed.”

    According to Small Business Trends, almost half of small businesses don’t make it past the fourth year. These companies still aren’t in the clear, as Forbes estimates that the overall failure rate for startups falls between 80 and 90 percent.

    Image of a startup company in need of help from a Professional Employer Organization.

    Why Startups Fail

    There is a myriad of reasons as to why these companies fail. Whether it’s due to putting out a product too early, not having enough capital, or simply being unable to keep up with the status quo, the statistics show that the odds are against these entrepreneurs. One of the often overlooked aspects of running a startup business is the human resources function, which can present many challenges, such as hiring and retention, employee training, safety, payroll, and benefits.

    How Startups Can Succeed

    There are many factors that contribute to the success of a startup. In his TED Talk, Bill Gross, founder of startup studio Idea Lab, attributes it largely to timing. Whether the world isn’t ready for it, the timing is just right, or you’re too late to the game, Gross says, “Timing accounted for 42 percent of the difference between success and failure.” Additionally, solid finances and great execution (which could be anything from product marketing to internal processes) can contribute to a businesses’ success and longevity.

    A Professional Employer Organization (PEO) can help startups develop critical hiring and retention practices, offload the burden of administrative tasks like payroll, and offer benefits in a cost-effective manner. The National Association of Professional Employer Organizations (NAPEO) found that businesses working with a PEO:

    • Grow 7 to 9 percent faster.
    • Are 50 percent less likely to go out of business.

    PEOs provide a number of services to help manage payroll, taxes, human resources, employee benefits, and more. Here’s how startups can benefit by working with a PEO:

    Recruitment

    As your startup grows, it can be hard to find the right people. According to CareerBuilder, the average cost of a bad hire can be as high as $15,000. Bad hires are typically made from rushing the interview process, lacking adequate talent acquisition tools, and failing to conduct background checks. 

    A PEO can offer guidance and resources for hiring, from creating and posting job ads to reviewing resumes. PEOs can do all the legwork to streamline the recruiting process and attract quality candidates.

    Retention

    Working for a startup can often mean long hours, which can lead to increased burnout and turnover. Especially when benefits packages are lacking or paychecks aren’t delivered on time, good employees may look elsewhere for better work/life balance, benefits, or job security. The aforementioned CareerBuilder survey found that the average cost of losing a quality employee is nearly $30,000. 

    Providing attractive benefits, building rewards programs, and implementing employee feedback tools are just a couple ways PEOs can help startups retain top talent. In fact, NAPEO found that those that do work with a PEO, experience a 10 to 14 percent lower employee turnover.

    Standards

    It’s often challenging for business owners to develop HR policies from scratch. In the early stages, many startups will even employ a “too small to matter” mindset, believing they can handle issues as they arise. The problem, though, is that when problems do—and they will—arise, employees and managers have no place to turn when they need a standard for business conduct.

    A PEO can help startups create employee handbooks and set employee expectations. Having good policies in place can help establish a positive company culture where employees understand expectations and feel comfortable addressing any problems they may be facing. In fact, a study by the University of Warwick found that happy employees are 12 percent more productive.

    Payroll

    For startups, managing payroll and filing taxes can be a time-consuming and challenging task. Between income types, deductions, contributions, and of course taxes, payroll can be tricky to comprehend.

    That’s where working with a PEO can provide value to both startup founders and their employees. PEOs can provide access to payroll software to streamline the payroll process, ensure payroll is delivered on time, simplify time tracking, and eliminate payroll mistakes. Payroll tax management also helps reduce tax liabilities and responsibilities.

    Compliance

    From misclassifying employees as contractors to offering workers shares in lieu of pay, it’s not uncommon for startups to violate federal regulations, even without intent. According to the IRS, 40 percent of small businesses incur an average of $845 in penalties each year.

    To minimize liability and keep up with extensive governmental regulations, a PEO can help startups stay compliant. PEOs offer assistance with payroll taxes by managing records, filing state and federal taxes, and issuing forms like 940, 941, W-2, and W-3s.

    Benefits

    Good employee benefits are essential to attracting and retaining top talent, yet the cost of providing benefits can be extremely costly to startup businesses. A survey by the Society for Human Resources Management (SHRM) found that 92 percent of employees find benefits important to their overall job satisfaction, with nearly a third citing employee benefits as a reason to stay or leave their current positions.

    A PEO can offer startups more cost-effective benefits packages by leveraging the power of group health coverage. Not to mention, PEOs can offer more comprehensive coverage, including supplemental insurance, retirement savings plans, wellness programs, and more.

    Work With a PEO

    Outsourcing your company’s HR responsibilities to a PEO like Group Management Services can save time and money, while allowing you to focus on growing your business. After all, you likely didn’t venture out to become an HR expert.

    GMS offers payroll, human resources, employee benefits, and risk management services to help your startup succeed. With our proven history, easy-to-use online payroll portal, and dedicated team of experts, GMS is proud to take on your administrative burdens. When you work with us, you can put your focus back on client relationships, building an effective team, and growing your profits, while we help you reduce costs, limit risk, and save time and money.

    Ready to work with a best-in class PEO? Contact GMS today to talk with one of our experts to see how we can make your startup business simpler, safer, and stronger.