Intro: [00:00:15] Broadcasting live from the Business RadioX Studios in Atlanta, Georgia. It’s time for Excel Radio, brought to you by Buckshot, photography and video. It’s your story. Make it awesome. For more information, go to buckshot.com. Now here’s your host.

Randell Beck: [00:00:43] Hi, everybody. The Three Musketeers of Marketing back again. Robert Mason from EXP Realty. I’m Randy Beck from Buckshot and Stone is here from Business RadioX. He’s our producer and he is the sharp end of the spear at Business RadioX. Our guest today is Denise Jutze and she is a PEO. Now PEO in my world stood for program executive officer and that’s a guy at the Pentagon who writes big fat monster checks to build fancy speedboats and explosives and stuff like that. So Denise, what does PEO mean in your world?

Denise Jutze: [00:01:18] PEO in our world means a professional employment agency a lot less.

Randell Beck: [00:01:23] That’s different.

Denise Jutze: [00:01:24] Yeah.

Randell Beck: [00:01:24] And your company is.

Denise Jutze: [00:01:26] SBRUS2 Payroll Services.

Randell Beck: [00:01:28] SBRUS2. Okay. So tell us about being a PEO. What is that? What does that involve? Right. We’ve got a lot of business people out there and they’re, they want to avoid pitfalls like you guys deal with. So tell us how all that works.

Denise Jutze: [00:01:43] Well, one of our tech phrases is small business owners don’t know what they don’t know, but what they don’t know will hurt them. And so for CBS to payroll services, what differentiates us from a payroll service is that we become a bundled service for them, which means we do bottom level HR onboarding of employees, offloading dealing with the Department of Labor for unemployment claims. We do offer worker’s comp for non high risk means. We don’t get on roofs, we don’t cut trees down, we don’t do those kinds of things. So worker’s compensation and then also running the payroll and dealing with the taxes on a quarterly and annual basis. So it basically is a bundled payroll service.

Randell Beck: [00:02:25] Okay. And for who? Like, who’s a prime or a target client for you, what kind of companies do you work with?

Denise Jutze: [00:02:30] I would say prime targets for us are small business owners. And what I mean by small is we can start with the owner, especially if they’re going to be growing, which is ideal because you get your EIN number and then as you start to onboard, you don’t have any of that back office administration that you weren’t expecting when you started your business. The next ones are, especially in the summers or seasonal, is high turnover because most payroll companies will charge you to onboard an employee, to onboard an employee, and they also charge you for every W-2 that you do at the end of the year. So those are really ideal clients for us who don’t want to have to deal with the administration.

Randell Beck: [00:03:08] It doesn’t matter the industry and that sort of thing.

Denise Jutze: [00:03:11] Mine is high risk. That’s the only thing we don’t do.

Randell Beck: [00:03:13] So what is high risk? Define it. You said roofs.

Denise Jutze: [00:03:15] Yeah, Roofing. We don’t do anything with mold remediation. We don’t do anything with near the water. So high risk would be something that you would end up paying a ton of money for worker’s compensation for. That’s a great indicator.

Randell Beck: [00:03:29] So would you or would you not do like construction contractors?

Denise Jutze: [00:03:33] Plumbers, builders? Yes, we can do all those things we don’t do. Like I said, any kind of remediation where a house has been put underwater and now they’re having to rip out drywall and they find black mold. That’s not a company that we. So the.

Randell Beck: [00:03:44] Disaster recovery companies, not so.

Denise Jutze: [00:03:46] Much. Exactly. And we preface it by we go research their information on their website. We try to see kind of what they do because especially people that are trying to get around having to pay worker’s compensation, they will they will undercut kind of their explanation of their business because they know what’s going to be expensive.

Robert Mason: [00:04:06] Are there any states that you won’t work.

Denise Jutze: [00:04:08] In right now? We do have a few, but it’s only based on the worker’s compensation. And so what we would do especially that would be more in a franchise environment where they might have multiple locations. And so what we do is we do a preliminary sit down where we determine where they are and we’d be able to give them that indication at that time.

Robert Mason: [00:04:27] Any size parameters?

Denise Jutze: [00:04:29] No, not really. It’s more, I would say, people who are not going to love the fit of Cyprus, especially as people who are very high tech, who want 401 seconds, they want high enrollment benefit. Yes, we do have benefit packages, which are because it’s a group, it gives us an option for a discount and at least access for some of their employers, but not if they’re sea level V level. They’re not going to love us.

Randell Beck: [00:04:59] So you’ve mentioned already worker’s comp employment packages, benefit packages. So it sounds like you guys do a lot of things. Let’s talk a little bit about the mix of service that you provide. Okay.

Denise Jutze: [00:05:12] So what I like to say and I do this in visual where I use a four piece puzzle. And so the first piece is payroll, which is the main piece that we do. And payroll means that we offer the employees their payroll services, we take care of their taxes, and then we also can offer direct deposit pay cards, which is a benefit for people that don’t have bank accounts and checks which we ask them to avoid. So payroll is the is the most minimal thing we do. Now, payroll is the cornerstone of what we do. You can’t get the worker’s comp. You can’t get everything else if you don’t take payroll. So payroll is the first piece. Then the HR services is an automatic domino because that means that when they’re onboarding employees, we send them a link. They say, okay, we’re getting ready to hire this person. We send them a link. The employee gets into the system, they onboard themselves, they send us their IDs. That’s another benefit for us is that we do E-Verify. So especially if they have government contracts, that’s a critical factor. They’re going to make sure that that’s in place. And then again, for the offloading, if they’re like, No, this isn’t a good fit, then they can release them back to us without penalty of Department of Labor. That’s a huge deal because another place where we separate ourselves is we don’t have any onboarding costs, no setup fees and no early contract terminations. That is huge. Usually you get charged every time you send an employee, every time you take them off payroll. All of those things are additional line items. Whereas we have like one line, no little black writing.

Robert Mason: [00:06:43] So you said no checks. So automatic deposits, we.

Denise Jutze: [00:06:47] Can do checks. And some people that struggle to not have a bank account, especially for some of our customers, meaning their employees may just be out of high school, may just be getting their legs back underneath them. We do have several customers that work with employees who are in like halfway houses or recovery places. And so when they come to us, they don’t have bank accounts. And so it does help that we have that pay card that they can swipe like a debit card and that way they don’t have to have anywhere to deposit the money.

Randell Beck: [00:07:19] Now, you also said, like when you’re onboarding or or releasing somebody, you’re not charging fees and all that. So is that because the employees are on your end and not on mine? Yes. And so now it’s like I’m just basically I’m paying you my fees for the service, but essentially I’m just like renting the employees from you and you’re handling all the administration.

Denise Jutze: [00:07:36] That’s exactly right. And so what I like to say is basically it’s a test drive for your employee. So even if we have companies that ultimately want to hire them full time on their payroll, on their end, this is an awesome way to test drive the employee, to let them work out their probationary period and then hire them full time if they feel like it’s not going to work. It’s over $5,000 to find and do the early training and onboarding for an employee more than $5,000. That’s a lot of money when you figure out that one, especially in this current climate, people aren’t going to stay, not because you fire them because they’re like, Oh yeah, that wasn’t what I thought. Or you bring them on and they’re not a good fit for you. So what we tell people is run the honeymoon phase through us. And if you decide you love them and you want to take them on, then take them. And if you don’t, there is no penalty. Now, even when you’re working with a standard payroll company like an ADP or a Paychex, they’re going to charge you every time you do that, even if they are your employee, because that’s one of the back office administration. They want to pay their staff. We have a smaller staff and a smaller overhead. And so it’s really a customer service thing.

Robert Mason: [00:08:45] So being in the real estate business, would a real estate brokerage firm be a candidate for you guys?

Denise Jutze: [00:08:51] They are a candidate one, especially the brokers who are hiring an in-house admin. That’s actually a great fit because you don’t want to have to deal with the IRS to run payroll, run your 940 ones, run your nine 40s, which are quarterly and annual filings if you’re running them through us. The IRS is we become a line item for payroll, but they become compliant. The gift of that for the employee is that as a 1099, anybody that’s been a 1099 is going to know this. The the IRS and banks financial institution make you jump through hoops like two years worth of tax returns and all this stuff. Whereas when you’re paying them as an employee, they have a check stub and that’s hugely beneficial. We actually have a few owners who have put themselves on payroll for that very reason. We have a few owners who have put themselves on just because it helps them make their tax money and they’re not having to pay so much out of pocket at the end of the year. Right.

Randell Beck: [00:09:47] That’s really interesting. To get off the hundred and 99 status, right. You get that check stub and now now you’re an employee of yourself, right? Or something like that. And so. So your financing is cleaner. Yes. And going in for a mortgage to buy one of Robert’s Airbnbs. Yeah, exactly. So you’re easier to underwrite now, right?

Denise Jutze: [00:10:05] Yes. And the other thing too, is that it gives you a worker’s comp certificate because sometimes you may not feel like you’re in an industry that’s risk. You know, like it’s going to be a big deal. Well, still, if you’re a office administrator trips and smacks her face and you have to pay for that, it’s coming out of pocket. If you don’t have worker’s comp.

Randell Beck: [00:10:23] Now, the first time we talked about this, you talked about the 1099 pitfall with the Internal Revenue Service. So and it struck me you did there. It struck me that, yeah, I’m good. I sneak those things in. I got that. Mr.. Anarchy Yeah. So it struck me that you have a good strategy to stay out of trouble with the with the revenuers. That’s right.

Denise Jutze: [00:10:46] And I’ll explain some of the red flags that the IRS is looking for. So one of the things that I did. Hold on.

Robert Mason: [00:10:51] Let me take notes.

Denise Jutze: [00:10:52] Okay. In the networking meeting and this is helpful for anybody that’s listening to this is there is actually a 20 question survey on the IRS website, on the government website that you can download, and it will let you ask the questions, those 20 questions. And if you answer a certain amount of questions above a minimum, then they’re your employee. They’re not a 1099. And things that are really going to create red flags are for you to do your checklist. Is are you paying a Social Security number or are you paying an EIN number? That’s the first thing if they truly are. Second, if they truly are a contractor, do you have a contract? And does that contract list out their responsibilities? Does it list out your expectations? Because as a 1099, you can’t tell them where to go, what to use, when to be there. You can’t tell them any of that. They get to show up when they feel like it. They get to finish the job and do it on their terms. Unless you have a contract that outlines that.

Randell Beck: [00:11:56] Sounds like the people that run those programs are all bureaucrats.

Denise Jutze: [00:12:00] I know their dig, just.

Randell Beck: [00:12:01] Saying, but that’s what we have to do deal with. Right? So. So how do you how does your service help somebody stay out of trouble on on that?

Denise Jutze: [00:12:08] 1099 So we scenario ideally on the front end, we just really kind of do a risk assessment to figure out are they really employees? And if they are, then we give them an option that is not going to give them a huge overhead to turn them into the employees, because if they’re not, then ideally great referral partners for me will be business attorneys who will help them write those contracts. I am all about getting it the right fit. When I did networking and when I do the risk assessment, there are people that I’ve said what you’re doing is a 1099 truly a 1099 format, but you don’t have a contract in the IRS is still coming. And so for me, it would just be sitting down with that client and figuring out if they really do have an appropriate 1099 format or get the pieces in place that are going to protect them. Because I feel like I’m not trying to sell everybody. I’m trying to figure out if we’re the best fit. And if we are, then awesome. And if we’re not, I’m going to refer them.

Randell Beck: [00:13:06] And so if you do that with somebody, is that does that account for hourly employees or is this more like for a steady amount, like a salary type?

Denise Jutze: [00:13:14] Both. And so especially for like we serve as Kenny’s discount doors and Kenny is the owner and so he takes a salary, which is a draw that helps him backstock his taxes. So he’s ready when it comes at the end of the year then.

Randell Beck: [00:13:27] Guys, I didn’t set that up. Kenny’s discount doors is a back client. I did not know she worked with him. Yeah, this is full disclosure. Yeah. See, we’re everywhere. Yeah.

Robert Mason: [00:13:36] It’s true.

Denise Jutze: [00:13:38] And, Kenny, it’s awesome.

Randell Beck: [00:13:39] Me and Denise, our plans for world domination.

Denise Jutze: [00:13:43] But with that, then, he has brought on employees that that truly were an employee format. And so that’s really helped them. And so to your point, we can do salary we can do but if their salary again where somebody gets dinged is they’re going, oh, their salary. Well, to the IRS, if you’re not a manager and you’re not a sales person, you’re not salary, you don’t get to do that because people do that as an underground to not have to pay overtime.

Randell Beck: [00:14:09] So there’s a bunch of pitfalls that people get into.

Denise Jutze: [00:14:11] They don’t know what they don’t know. Right.

Robert Mason: [00:14:14] We’ll be hearing that a lot.

Randell Beck: [00:14:15] I got a feeling we’re going to hear that a lot. Yeah, but you know, it’s really true. You get into business to do what you do, right? Because it’s what you like. It’s the thing you’re good at. It’s, you know, you feel like you can make money at it and you haven’t become an HR expert or an employment law expert or a tax expert that those are entirely different businesses.

Robert Mason: [00:14:33] Yeah. A prime example of that is the medical community. You know, you’ve got these guys who go to med school, guys go to med school, they get out. Now they’re you know, they’re certified to be a doctor. They got to create a business and now they’ve got to create all that back office stuff, right? And they don’t know anything about it. And so they get in trouble. You know, pretty quickly that way.

Denise Jutze: [00:14:52] And most businesses, it’s a proven fact that a business start ups this is even not post COVID. This was pre COVID closed within two years. And it’s not because they weren’t awesome at what they did. It’s because they didn’t understand all the other stuff that came with being a business owner.

Robert Mason: [00:15:09] They didn’t build the pyramid correctly with the base.

Denise Jutze: [00:15:13] And they didn’t have the correct advice or the people they needed around them to give them that information. I. What I love about networking is I get to stay awesome at what I do, which I am, but I get to give them the other pieces or help them identify the pieces to build the base of the pyramid because they don’t know what that is. Right?

Randell Beck: [00:15:31] So what are some other pitfalls? Like we just talked about the 1099 thing and you mentioned worker’s comp a little bit earlier. What else? Where else can you step into a bear trap without knowing it?

Denise Jutze: [00:15:41] So a lot of people that are referred to us came because they didn’t realize that the IRS required quarterly filing or that they have to withhold employee taxes and match them. You know, and so a real tendency is either one you didn’t know and so you didn’t hold it, withhold it. The second thing is that you held it, but you weren’t disciplined not to spend it. And the IRS is still coming. They still want that money. They’re still going to ask you for your quarterly payroll return. They’re still going to expect you to write that check. And if you haven’t withheld that money, if you’ve spent it because rent came up or something, a piece of your equipment broke down, the benefit of using a service like ours is that that money is already set aside. You’re not tempted to spend it.

Robert Mason: [00:16:27] Well, you probably can’t even touch it.

Denise Jutze: [00:16:28] You can’t because it’s gone. And that’s the gift, Is that it? You know what I like about it is that it’s pulled out on on the cycle that you would give us. And so if it’s weekly, it would be weekly. If it’s bi weekly, it allows you to budget your payroll so you know what you’re going to pay. Because again, the way we build our contracts, it’s a percentage of the contract. And so you never have to guess, you know, this plus this is going to equal this number. And so there’s no little black writing. There’s no Oh, yeah, by the way, we filed your taxes quarterly and that was an extra fee. There’s none of that. You pretty much can gauge it. And so mine is that the hours go up and down. The rest is going to stay the same.

Randell Beck: [00:17:10] Seems like it’s a bit of a hidden field. You know, you don’t get people in college going, Oh, what are you going to do after you graduate? Well, I’m going to work for a P.O., Right. So how’d you get into this?

Denise Jutze: [00:17:19] So I am I am really great at coming in at foundation level and.

Randell Beck: [00:17:25] Remind people, what does PTO stand.

Denise Jutze: [00:17:27] For? Professional employment agency. And so I, I am really good at coming in at ground level and help creating structure and then implement it, create the model and do it. And so in 2006, I had been working for another agency and somebody said, I saw what you did here. I want you to come in and do it at another company and that company in our world, ADP is really or Paychex is a is a big fish. And so they eat up little fish. And so the company I was working for got ate up by ADP and in a good way, they bought it out because it was taking their business. And so with that, I came in and they were like, I need a model. And so that’s what I did. I came in and strategic partners for us are CPAs because they hate unless they have an in-house payroll person. Cpas do not love doing payroll. They don’t. I actually had one tell me they wanted to smash their thumb with a hammer and another one smash their head to separate occasions like, I hate payroll. And it’s like, okay, well that’s okay. So with that, that’s how I got engaged in that world.

Robert Mason: [00:18:31] And then so I would say I like getting paid. I just don’t want to deal with the payroll. Right.

Denise Jutze: [00:18:36] Right. Exactly. And people don’t, like I said, understand all the backup. You know, they want their W-2. But when you’ve been paying them out of pocket or you’ve been not doing it right, it’s not coming.

Randell Beck: [00:18:47] So now, I do remember a few years back there was a big debate about real estate. Right. Are these guys really 1099 or are they really employees? So what Robert, what is that? Are they still 1099.

Robert Mason: [00:18:57] 1099 independent agents, you sign a contract upfront, which is critical, you know, and you’ve got to look that over and you’ve got to understand that thing, right? And then there’s the on rolling part, onboarding part, which is the back office part of that. But yeah, real estate agents, we are soul providers, we are independent contractors, we are 1099.

Randell Beck: [00:19:18] And so as an agent that’s successful and gets started and grows and you’re starting to make some real money, it might be an actually a good strategy to get on board with somebody like you.

Denise Jutze: [00:19:27] It would be not from the 1099 paradigm. It would be when they start to build their back office, their support team, those people would be the people that we would do payroll for. Because he’s right, we the 1099 are straight, 1090 nines and that usually comes through your CPA.

Randell Beck: [00:19:41] We see a lot of people building teams nowadays. It seems to be a growing trend.

Robert Mason: [00:19:46] But a lot of those teams are not building the back office, right? No, not correctly.

Randell Beck: [00:19:51] Right. But but the brokerage. It wouldn’t just be a big agent that’s being successful that would need you. If you’re talking about self might to a.

Robert Mason: [00:19:59] Company like NXP or Keller Williams or something like that. Yeah, they’re going to have that back office piece already, right? But for the team building stuff that’s different.

Randell Beck: [00:20:08] But vibe over here off the square, won’t they have to build that or buy it?

Robert Mason: [00:20:12] They’ll probably have to buy it.

Randell Beck: [00:20:15] And that’s where you come in.

Denise Jutze: [00:20:16] Outsource it. Yeah, for sure. I mean, we. We wouldn’t come in our other, you know, one hour staffing side of it. That’s where that would become valuable resource to, you know, head hunt. But the payroll is really just for the employees, the W-2s.

Randell Beck: [00:20:33] And Robert mentioned medical. So are those good people?

Denise Jutze: [00:20:37] Yeah, I would say medical offices, ideally because they’re going to all the support staff, the people who draw the blood, all those things. Yes. Legal offices, you know, where they have the the attorney and then the people that do the support. So those are great. Any kind of small office environment is ideal that doesn’t already have the infrastructure of administration set in place because again, then we become that arm for them. Yeah.

Randell Beck: [00:21:04] The 1099 people also have to have their own workers comp.

Denise Jutze: [00:21:07] They do, but that’s also listed in the contract. It would state if they had to have that in place. And again, without payroll, they can’t have our work comp pay. So I, through networking, have found some really reasonable workers comp companies that we would refer them to. But ideally, you’re right, they do have to have worker’s comp, but they don’t have to have payroll.

Randell Beck: [00:21:27] Or we set set them up through payroll with you where they’re covered on that already. Yeah. Okay.

Denise Jutze: [00:21:32] Yeah. If they take payroll.

Robert Mason: [00:21:33] So what we’re trying to do is kind of build a an idea of who to refer to you, right? So that’s why we’re asking some of these questions.

Denise Jutze: [00:21:42] No, it’s great questions. And like I said, I think just to make it clear, the differentiation is 1099 is not a good client. If it’s 1099 exclusive 1099 with administration is absolutely a great fit because the 1099 is not wanting to focus on any of that stuff. Yeah.

Robert Mason: [00:21:59] It’s the last thing they think about.

Denise Jutze: [00:22:00] It is the last thing they think about. Yeah. Until the IRS calls or they get that letter and.

Robert Mason: [00:22:05] Then they get serious.

Randell Beck: [00:22:05] Then they get then they start thinking about, Oh.

Robert Mason: [00:22:08] What’s her number.

Randell Beck: [00:22:09] Right?

Speaker5: [00:22:09] Yes.

Randell Beck: [00:22:10] So a business. Let’s, let’s use me let’s say that shot. I said, gee, time time to do this because I have all these 1099 guys running around. What’s onboarding like with you? What does somebody have to do to get started?

Denise Jutze: [00:22:24] So we sit down and I do that risk analysis and then we have some questions that we go through and ask to figure out how many employees, what the payroll cycle is going to look like, those types of things. And then we complete that paperwork. I send that in, they build the contract, we send it back to our corporate office, they build it. I sit down with the customer, we review it, they sign off on it. That’s the customer onboarding. Employee onboarding is Hey, Denise, I have a new guy that I need you to onboard. Send him an email. And I did have that happen. We have a company called Instant Imprints, which is just they do all kinds of paraphernalia for companies that are trying to market themselves. And so she has an intern that’s coming from Kennesaw State and she’s like, I would like him to start Monday. And so I was like, okay, well, then you need to give him my information so that we can capture critical data, send it in. And then he did. He filled it out within a day, sent us his IDs, and he started today.

Randell Beck: [00:23:24] Okay. And so it strikes me that a lot of the people that might be calling you might already have a problem.

Denise Jutze: [00:23:31] Most of the people that are calling us are flying by the seat of their pants. They are like, not, you know, CPAs refer problem children to us, right? Because they already knew that they were not disciplined not to spend that money or they’ve already had an issue. And again, the benefit is that we can use our eyes and they don’t even have to change employees. They get to keep all the same people. And so with that, they just we get the contract in place and then we start to handle it. And the CPA loves that because the next tax season, they’re not dealing with that. A perfect example is we had one repeat offender for the IRS that got a letter that was pretty standard to them from the state of Georgia, and they forwarded it to us and said, what do we do with this? And I was like, okay, I’m going to reply, I’m going to CC you in on it. And because it was like, Hey, you didn’t pay it for this quarter or this quarter or this quarter. Well, we had already taken it in. We had been doing their payroll. It’s just they were used to them not turning them in on time. And so I was able to reply to that email CC the owner and say we took it as of this day, here was the letter that we sent to you to let them know it changed from the sin to the sin and they don’t owe you anything. And they were like, Oh, sorry.

Speaker5: [00:24:47] That’s helpful. Very so.

Randell Beck: [00:24:49] So to to prevent that scenario, let’s say somebody out there, they’re getting started in their business. You know, obviously they don’t want to make mistakes. What kind of advice do you have for somebody that’s out there building business but not very far along yet?

Denise Jutze: [00:25:02] I would say get your eye on, you know, just don’t start flying by the seat of your pants. It’s interesting. I was in a networking meeting and they had these little lights in their hands and they were like, okay, turn on the light when you think that’s the next thing they need. And everything was like overhead website video, like, we need all this stuff. Nobody said payroll, CPA like stuff. So I would say first step is you need to find a CPA that’s going to be a good source to get the foundation laid correctly, like you said, And then to get somebody that’s going to help them get the steps in place, their EIN number, all those things. And then if you’re going to have an employee, you want a payroll service. If you have an EIN, that means employer identification number. So you’re probably going to have an employee so that I would say get a payroll service.

Randell Beck: [00:25:51] Okay. And for bigger companies that are already going, they may have some of this in place already, but may not have done a very good job. So what do you say to them? What’s your advice there?

Denise Jutze: [00:26:03] Call me. You need to get in touch with me.

Randell Beck: [00:26:06] Who who? The HR person.

Denise Jutze: [00:26:08] Know. So a lot of the people that are calling us are not they don’t have the HR person, you know, their sister, their mom, you know, a friend is doing their stuff and they’re not. It’s their second job. It’s, oh, I’m helping, you know, it’s their spouse. And so a lot of them have been pulling their hair out for a while anyway, saying please get help because they don’t know. And so with that, those are great referral resources. If it is a smaller company with an HR director, we’re a great fit for them too, just because it becomes one invoice versus three. Not very helpful.

Robert Mason: [00:26:44] This could be like a referral poster all over town you need.

Denise Jutze: [00:26:49] It’s true. Yeah.

Randell Beck: [00:26:51] All of those back office type functions. Yeah. All interconnected here. Yeah. All of a sudden. Right.

Robert Mason: [00:26:56] It’s not like the Marine Corps. We want you.

Robert Mason: [00:26:58] You know, like I should point at.

Robert Mason: [00:26:59] You know, you need her.

Randell Beck: [00:27:00] We need them, and we need him.

Denise Jutze: [00:27:01] Yeah, her. And what I love about it is, you know, you may not need me, but I do know what you need. You know, that’s the benefit of having been around small business for so long, is when I do that risk evaluation, I’m able to tell them the people that they need. And so again, we run the payroll, we do that piece of it, we do low bar HR, but I have a great referral resource. Who does the handbooks, Who does what bathroom sign should I hang? Like, that’s all stuff people do not think about, but people sue them over.

Robert Mason: [00:27:33] So how about restaurants? Restaurants seems because they’re going to have some 1099, they’re going to have some W-2s. Right? So that’s kind of complicated. It is.

Denise Jutze: [00:27:39] And we do have a restaurant that was complicated. One, it was a referral because they had stayed in trouble because it’s a lot to keep up with, especially when you’re onboarding and offloading so many employees that close together, you know, high schoolers, people like that. And so with that, that’s a great resource for them because it’s just like, this is who we use. Here’s her card and and we take it from there and then we call the employer back when they’re onboarded and we say, okay, you know, they just need their schedule. So basically they get to vet, they get to figure out who they like and who they want, and then they send them to us. And if they figure out they don’t like them, they send them back.

Randell Beck: [00:28:19] We talked about how you got into this. We didn’t talk about why. You know, that’s a big question for me is why. So tell me about like, what is it about this that flips the light switch on for you?

Denise Jutze: [00:28:29] I think what I said in the beginning, they don’t know what they don’t know. And it’s it is disheartening to watch people take their whole life investment and put it in something that they’re so passionate about and then not have the resources in place to help them to stay in that position because those penalties have closed businesses down. One worker’s comp claim has closed businesses down because that money comes out of your pocket. And so I think for me, my thrill is always education. Like I don’t get to pick what you do with it, but you can’t say that you didn’t know after you leave a meeting with me.

Speaker5: [00:29:04] Yeah.

Randell Beck: [00:29:04] So you like you like being the resource that helps them solve that, solve that problem.

Denise Jutze: [00:29:08] Yeah. And just avoid the things, you know, the pitfalls that they don’t know are ahead, which are ahead.

Robert Mason: [00:29:15] So after hearing this radio program, millions of people will have no excuse.

Randell Beck: [00:29:23] To change the name from.

Randell Beck: [00:29:24] Excel to no excuses.

Robert Mason: [00:29:26] No excuses to use. It’s true.

Randell Beck: [00:29:30] Okay. And let’s say, for instance, I was out there and I kind of maybe I had a problem, maybe I didn’t. Or I could see it on the horizon. And I was, you know, considering working with somebody like you. And I made a call to ADP and, you know, oh, my God, it’s such a gigantic system and so expensive and all that stuff. Right. What’s the one thing you would want to say to me about working with you guys?

Denise Jutze: [00:29:55] So I would say working with me specifically, one, we have some awesome reference letters from our customers, but I am a professional hand holder legitimately. I can sit down and make something big and scary, palatable and understandable so that you feel like you have the resources that you need in place to make a good decision. I mean, even with my customers, because we are a small business, I’m very intentional. One of our customers had a baby and one of them got married. And I literally was able to like, go over and deliver a gift. The thing with corporate payroll is not that it’s bad, especially for the right customer, but the thing is, it’s impersonal and it’s very much like the pharmaceutical industry. People start in at this level to get to the next level, whereas I’ve been with CBS two since 2019 now, I guess it started in 2012. I left the company, I came back, but since 2019. And so our customers have had the same payroll processor, which is my office manager. We have they’ve had me as their current person. And so that’s going to be a big thing that you’re going to hear with people who have dealt with a lot of payroll companies that their sales person kept changing and that their processor kept changing. And that’s a big deal when it’s something as intimate as your money.

Randell Beck: [00:31:14] And so as a professional hand holder, you can smooth all that out. It’s personal environment. So that makes it easier for me.

Denise Jutze: [00:31:21] Well, it makes it easier because especially when you’re like, okay, this is such a great example. So during COVID, the IRS said that the normally what happens is if somebody is going to file unemployment, the employee goes and files. But because of COVID, literally, they reached out to every company and said, okay, you have to be the one that puts in the unemployment for your employees. Every company had to do that. Our customers called us and said, Oh my gosh, I have to lay all my people off. We had to administrate the unemployment for the rest of COVID until they hired them back versus which, again, that’s the personal piece. They’re already trying to figure out what they’re going to do when their doors are closed and nobody’s doing business. That was the last thing they needed to worry about. And that was such a perfect example of what we were able to offer them, was to say, You focus on you and we’ll focus on this.

Robert Mason: [00:32:12] That seems very important that you wore that part for them. It was that because that was difficult, it was critical. A lot of people, restaurants, businesses closing down for a variety of reasons, you know, government shutting companies down, telling people who could work, who didn’t work. Right. And you took that control and that ownership of that.

Denise Jutze: [00:32:30] Yeah. Yeah. And we were able to, you know, soothe their employees concerns When they had any questions about that, we were able to walk them through that process. And so they the customer wasn’t getting those calls. We got them.

Randell Beck: [00:32:42] Yeah, well, there’s a lot of there’s a lot of requirements and a lot of detail in all of our businesses that we don’t necessarily think of when we start them. We’re concerned about what we’re there to do, not about all the back office functions and the legalities and all that. So all that planning up front, it’s hard to do. It seems like there’s a real advantage here that you can short shorten that process. Yes. It’s just like hiring a consultant, just like it’s exactly like hiring.

Speaker5: [00:33:09] An Excel or an expert. Yes.

Denise Jutze: [00:33:11] Yeah. Without paying the fee. That’s exactly what it is. It’s like hiring a small business consultant at the beginning to say, These are the pieces, and here are some people I would recommend. But the benefit with me too, is that, you know, corporation business, a lot of times what they’ll do is they’ll have departments that are all consolidated into one. Well, I do that. I just do it through networking and so they can pick them or they don’t have to versus corporate where they would. Now that thing with COVID too, that’s also something when people are saying, okay, I don’t understand the difference between payroll and PEO. If you were with a standard payroll company during COVID, you were the one filing unemployment every week. You were the one that had to do everything a peo which is what we are it because they were our employees on our end then that’s why we had to handle that. And so that’s a big differentiator is the difference between payroll and PEO. Is there years versus hours? You maintain direction and control? We maintain all the background noise.

Robert Mason: [00:34:11] So it’s critical. It’s not unlike somebody buying an investment property like a short term rental. And you’ve got all these ideas, I’m going to do this, I’m going to go, I’m going to do this business and you get into this business and then you leave a lot of things out. We’ve had that conversation before. So one of the parts that I guess that you’re going to have to discuss early on is you have to give us the control of this aspect of it, because here are the reasons why.

Denise Jutze: [00:34:37] Right. And for people that are control freaks, it’s not that we’re we don’t have to vet them. They can be people you like. They can be people that you send. We don’t have to micromanage them. We’re just going to take this part so that when it gets uncomfortable or cloudy, we can take it off your plate. Yeah.

Randell Beck: [00:34:56] Denise Eutsey. Everybody making your money and your time. Go farther. Much farther as you pursue your entrepreneurial dreams. Thank you for coming in.

Speaker5: [00:35:06] No, thank you for having me.

Randell Beck: [00:35:07] Very interesting and educational. Thank you.