Hiring & Payroll
“I’m hiring help, should this be a W-2 employee for my business?”
Whether hired help is treated as a W-2 employee often depends on how much control the business has over the work, how the person is paid, and whether the arrangement looks ongoing or project based. In many cases, the distinction also turns on who provides tools, sets the schedule, and handles the work process. Payroll reporting, withholding, and worker classification can affect tax filings and employment records, so the practical facts matter more than the job title alone. Businesses often review the role description, the working relationship, and any written agreement before making a classification decision. A short conversation with a CPA can sort out what applies to your specific numbers.
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 Arizona, what do I need to set up?”
“As a freelancer hiring my first employee in Arkansas, 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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