Hiring & Payroll
“I am hiring my first worker, should they be 1099 or W-2 for tax reasons?”
Choosing between a 1099 contractor and a W-2 employee often depends on the level of control, the nature of the work, and how integrated the person will be into the business. For a first hire, the distinction can affect payroll setup, withholding, reporting, and how labor costs are documented for tax purposes. In many cases, the worker’s schedule, tools, supervision, and whether the work is part of your core operations all factor into the classification. The answer can also vary by state rules and by whether the arrangement is ongoing or project-based. A targeted review with a CPA can turn the uncertainty into a clear next step.
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.
“What changes on my taxes if I hire someone as a 1099 contractor?”
“What should I know about hiring a 1099 contractor for my business taxes?”
“Should I put my worker on 1099 or W-2, and what's the tax difference?”
“How does hiring a 1099 contractor affect my business taxes?”
“I want to offer my employees a massive year-end bonus but I am worried about the tax hit, what is the most tax-efficient way to pay out bonuses?”
“I officially hired my teenage children to work in my family business, are their specific wages legally exempt from FICA and unemployment 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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