One new hire, narrated
A new hire at Ridgeline Outdoor Supply Co. goes from an offer letter to a fully compliant first payroll — I-9, W-4, benefits eligibility, and the filings nobody remembers to make — walked through out loud, stage by stage, in under two minutes.
Devon Cole · Warehouse Associate · Fort Worth, TX
Adding Devon to the roster — one form, or a CSV row — is what starts onboarding. It's the same door a whole team walks through when a client's census, leave balances, and pay register come over from a prior provider at once, and every record is graded the same way: clean data passes, a real problem gets flagged instead of silently dropped. From there, payroll, benefits, and workers' comp all pick up their piece automatically.
Before day one
Devon completes I-9 Section 1, a W-4, direct deposit, and a policy acknowledgment — self-serve, from their own login, before their first shift.
I-9 §2 + E-Verify
The PEO completes Section 2 and runs E-Verify. From there, a daily sweep watches every employee's work-authorization documents and opens a case before one expires — not after.
No PEO opens a window
Devon's benefits election window opens automatically off their hire date, timed to the waiting-period policy Ridgeline already has on file — nobody schedules it by hand.
Filed the moment the hire is entered
Devon's state new-hire report goes out the moment they're added to the roster — a filing most companies still track by hand. Their workers' comp classification is set in the same pass.
The payoff
By the time Devon's first payroll runs, there's no separate "new hire" path to fall through — same calculation engine, same compliance checks, same run as an employee who's been there for years.
Six stages, one new hire, and nothing that waited on a PEO staffer remembering to do it by hand — the same rigor as running payroll or benefits, just the day it all begins.
RIDGELINE OUTDOOR SUPPLY CO. · NEW HIRE ONBOARDING · PEO CO-EMPLOYMENT