Resource Center · Comparisons
Honest Comparisons: Payroll and Legal Recruiting
Side-by-side breakdowns of software, services, and recruiting models -- written for buyers who want straight answers, not vendor marketing.
Industry Payroll Comparisons
Managed payroll vs. hiring in-house, by industry. Real cost breakdowns, compliance specifics, and what changes when you outsource -- for your exact business type.
Managed Payroll for Trucking Companies: In-House vs. Outsourced
Driver classification, per diem, multi-state DOT compliance. What a managed service costs vs. a qualified in-house hire for fleets of 10–200 drivers.
8 min read →Managed Payroll for Veterinary Practices: In-House vs. Outsourced
DVM production bonuses, technician shift differentials, ACA FTE tracking, and multi-location expansion. Real numbers for practices of 10–100 staff.
8 min read →Managed Payroll for Auto Dealerships: In-House vs. Outsourced
Draw-plus-commission reconciliation, F&I chargebacks, flat-rate minimum wage floors. Full cost comparison for dealerships with 20–200 employees.
8 min read →Managed Payroll for Cannabis Businesses: In-House vs. Outsourced
280E-aware payroll, banking constraints, and state licensing compliance. What managed payroll costs for dispensaries, cultivators, and processors.
7 min read →Managed Payroll for Childcare Centers: In-House vs. Outsourced
FLSA overtime for aides, state subsidy documentation, high-turnover onboarding. Real numbers for centers with 10–80 staff.
7 min read →Managed Payroll for Home Health Agencies: In-House vs. Outsourced
Travel time between clients, EVV reconciliation, and multi-state operations. Full cost comparison for agencies with 15–150 staff.
8 min read →Managed Payroll for Churches: In-House vs. Outsourced
Minister housing allowance, dual tax status, Form 4361 opt-out, and FICA for non-ministerial staff. Full comparison for church and ministry payroll.
7 min read →Managed Payroll for Marketing Agencies: In-House vs. Outsourced
Multi-state remote teams, S-corp owner salary, and contractor classification risk. Real cost comparison for agencies with 10–80 employees.
7 min read →Managed Payroll for Fitness Studios: In-House vs. Outsourced
Trainer W-2 vs. 1099 classification, per-class pay floors, and ACA FTE tracking. Full cost comparison for studios with 10–80 staff.
7 min read →Managed Payroll for Franchise Owners: In-House vs. Outsourced
Multi-location cost centers, state minimum wage auto-updates, employee transfers, and multi-brand management. Full comparison for franchise operators.
8 min read →Managed Payroll Comparisons
Comparing managed payroll against self-service platforms and other HR service models -- for companies with 20–200 employees.
Hiring a Payroll Manager vs. Outsourcing
What does an in-house payroll manager actually cost -- salary, benefits, errors, and replacement -- vs. $25–$45 PEPM managed payroll?
8 min read →Managed Payroll vs. Gusto
Gusto is software you run. BEG is a service that runs it for you. Here's the real cost comparison and when each makes sense.
7 min read →ADP vs. Managed Payroll
ADP is powerful -- and priced accordingly. Is it still worth it for companies with 20–200 employees, or is there a better fit?
7 min read →Paychex vs. Managed Payroll
Already on Paychex? BEG can operate within your existing account -- or transition you to isolved. Full comparison inside.
6 min read →Rippling vs. Managed Payroll
Rippling's all-in-one platform is impressive. But if you only need payroll handled, you may be buying far more than you need.
7 min read →Managed Payroll vs. Deel
Deel is built for global contractors. If your workforce is domestic W-2 employees, you're solving the wrong problem with Deel.
6 min read →PEO vs. Managed Payroll
PEOs co-employ your staff. Managed payroll handles operations without touching your employment relationships. Major difference.
8 min read →Legal Recruiting Comparisons
Comparing attorney recruiting models for law firms with 11–200 attorneys -- contingency, retained, and milestone-based placement.
Contingency vs. Retained vs. Milestone Recruiting
Three ways to hire attorneys. One changes the cost equation entirely. Full breakdown of each model -- fees, fill rates, and timelines.
9 min read →How Long Should an Attorney Search Take?
If your search has been open 60+ days, you're not unlucky. You're using a model that's structurally slow. Here's what fills in 23–35 days.
7 min read →Legal Staffing Agency vs. Attorney Placement Service
These terms get used interchangeably -- but they describe fundamentally different models. Know which you need before you engage.
7 min read →Legal Recruiter vs. Placement Service
What separates a traditional legal recruiter from a milestone placement service, and which one actually fills your open attorney role faster.
7 min read →BEG vs. Major, Lindsey & Africa
MLA runs a retained legal search at premium fees. BEG places attorneys in 23 to 35 days at roughly 50% less, billed by milestone with a 45-day guarantee.
7 min read →BEG vs. Michael Page
Michael Page bills contingency as a percentage of salary. See how milestone placement fills the same roles at roughly 50% less, with an 86% fill rate.
7 min read →BEG vs. Kforce
Kforce is a contingency and contract staffing firm. Milestone placement fills the same permanent roles in 23 to 35 days at roughly 50% less.
7 min read →BEG vs. Vaco
Vaco staffs contract and contingency roles. BEG places permanent legal and professional hires by milestone at roughly 50% less, with a 45-day guarantee.
7 min read →BEG vs. Insight Global
Insight Global focuses on contract staffing volume. BEG places permanent professional and legal hires on a milestone model with a 45-day replacement guarantee.
7 min read →Not sure what you actually need?
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