NTTA Tax Group
HIRING & PAYROLL STRATEGY

Hiring, payroll, and labor cost planning for trade contractors.

We model what a hire actually costs before you extend the offer, structure pay that keeps crews, and file the payroll taxes on time. Our tax strategists map the numbers; you decide who to bring on.

Get a free labor-cost review

Send us your current crew size and payroll structure. We will model one scenario at no charge and quote a flat fee if you want the full plan.

Free, no obligation · Your details stay private

Flat-fee engagements Payroll tax filing included Remote or in-office
$0First scenario modeled
Flat feeTo build the full plan
We filePayroll taxes quarterly
Why it matters

The cost of a hire is never just the wage

A new employee carries payroll taxes, workers comp, tools, and turnover risk. A new contractor carries re-hire delays and quality variance. The wrong classification or pay structure costs more than the hire itself.

Hire too fast
You extend an offer before modeling total cost, then discover the margin cannot support the burden.
Map it first
We build a loaded cost model for each role, compare W-2 against 1099 for the actual work, and stress-test
Wait too long
You bid jobs assuming you will crew them yourself, then turn down work because you never built a bench.

We run the model with your real numbers — not industry averages — so you know the loaded cost before you commit.

What we map and build

What we do
01
True cost of hire
Wage plus taxes, comp, benefits, tools, and admin time, modeled per role against your current job costing.
02
W-2 vs 1099 analysis
Behavioral and financial test for each position, with the tax and liability outcome of each classification.
03
Pay structure design
Hourly, performance, or commission frameworks that match the work and retain the people you trained.
04
Pay raise ladders
Crew-level progression with clear gates, so your best people see a path before they look elsewhere.
05
Family hire strategy
Legitimate wage deductions for children and spouses, with documentation that survives scrutiny.
06
Turnover cost tracking
Recruitment, training, and lost productivity loaded into your job bids so margins cover retention.
WHAT YOU LEAVE WITH

Concrete outputs from the engagement

Every plan is delivered in writing, ready for your payroll system and your accountant.

01
Loaded cost model per role
A spreadsheet showing hourly burdened rate, annual fully-loaded cost, and break-even billable hours for each position you are considering.
02
Classification memo
A one-page document for each worker category stating why W-2 or 1099 applies, with the behavioral checklist and tax filing requirements.
03
Pay ladder document
Title, rate range, skill gate, and review timing for each crew level, formatted for your employee handbook or job posting.
04
Honest no-go call
If the numbers show you cannot afford the hire or the structure adds no tax benefit, we say so and do not charge for work you do not need.
How it works

How the engagement works

1

You send your numbers

Current payroll report, recent job costing, workers comp policy, and one role you are considering. We sign an engagement letter and schedule the work.

2

We model and map

Our tax strategists build the loaded cost, run the classification test, and design the pay structure against your margin history. We deliver a written plan with alternatives.

3

You decide, we file

You choose the structure. We set up payroll, file quarterly taxes, and adjust as your crew grows. You execute hiring; we handle the tax mechanics.

How the fee works

A flat fee, quoted up front.

We quote a flat fee after the free review. The price depends on four factors:

01Your current crew size — solo operator versus multi-crew shop changes the model complexity
02Roles under review — one new hire or a full restructure of field, office, and family positions
03Payroll history — clean records or years of catch-up classification and filing
04Ongoing filing need — one-time plan only, or quarterly payroll tax filing included
✓After the free review, we quote you a flat number — before any work starts. No surprises.
IS THIS YOU?

Find the situation that matches yours

Each link below routes to the spoke that covers the mechanics. Read it, then book the free review to apply it to your numbers.

You lose good people and do not know what turnover is costing your→ You want to bring your children into the business and deduct the→ You need to choose how to pay new roles and cannot settle on the→ Your best crew members leave because they see no path forward→ You are deciding between W-2 employee and 1099 contractor for the→ Your workers comp premiums jumped and you need to factor them into→ You are solo and want to know the real threshold for adding your→

Not sure which fits? Book the free review and we will sort it in the first call. Bring it to the free review →

Common questions about the engagement

Do you run payroll or just advise on it?
We advise on structure and we file the payroll taxes. You run payroll through your chosen system; we handle the quarterly and annual tax filings, including federal and state deposits.
Can you do this remotely?
Yes. We work with contractors nationwide. Send your payroll reports, job costing, and policy documents through our secure portal. We deliver the plan by video call and written memo.
What do I need to bring to the free review?
Your most recent payroll report or 1099 summary, your workers comp policy declaration page, and one role you are considering or struggling to retain. That is enough for us to model one scenario.
Do you guarantee a tax savings?
No. We guarantee an honest model. Sometimes the numbers show that hiring now would break your margin, or that a proposed structure adds no net benefit. We will say so plainly.
How long does the full engagement take?
A single role model takes about one week after we have your documents. A full crew restructure with pay ladders and classification memos takes two to three weeks.
Do you handle the legal side of employment classification?
We do not. We are not attorneys. We analyze the tax and financial outcomes of W-2 versus 1099 and document the behavioral factors, but any employment law question goes to your attorney.

Ready to know the true cost before you hire?

Send us your current crew size and one role you are considering. We will model the loaded cost at no charge and quote a flat fee for the full plan.