Hiring & Payroll
“As a freelancer hiring my first employee in Arizona, what do I need to set up?”
Whether a worker is treated as a W-2 employee or another type of contractor often depends on how much control the business has over the work, how the role is set up, and whether the person is integrated into day-to-day operations. The tax difference can affect payroll withholding, employer payroll taxes, benefit administration, and year-end reporting, while contractor treatment often shifts more responsibility to the worker. In many cases, the facts of the working relationship, the level of supervision, and the business’s recordkeeping practices are central to the analysis. Working through the specifics with a CPA is the cleanest way to land on the right move.
In your 60-minute session, the KGOB advisor handling it will:
- Read your exact situation and tell you, in plain English, what’s actually going on.
- Lay out your options and the trade-offs — no jargon, no judgment.
- Give you a clear next step you can act on, whether that’s with us or on your own.
“As a freelancer hiring my first employee in Alabama, what do I need to set up?”
“As a freelancer hiring my first employee in Alaska, what do I need to set up?”
“As a freelancer hiring my first employee in Arkansas, what do I need to set up?”
“As a freelancer hiring my first employee in California, what do I need to set up?”
“Should I pay someone as a 1099 contractor or an employee for tax purposes?”
“How do I know if I should hire someone as a contractor or employee for taxes?”
This page is a prompt to start a conversation, not tax or legal advice, and states no tax-law specifics as fact. A consult session does not by itself create an ongoing engagement. We do not promise specific outcomes or savings. Kohari Gonzalez Oneyear & Brown PLLC — Charlotte, NC.
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