Trusty talent is engaged as independent contractors. Which means no W2 payroll, no benefits load, no employer side tax withholding. You keep the money a US hire would have cost you in overhead, and you keep the flexibility.
A W2 employee is an obligation that lasts long after the work ends. A Trusty contractor is a partner you pay for output. Here's what that structurally changes for your business.
Trusty team members are engaged as independent contractors. Not US employees. You pay a single, predictable monthly invoice. No W2 setup, no state unemployment filings, no workers' comp carrier, no I9, no EVerify.
Health insurance, dental, vision, 401(k) match, life, disability, PTO accrual, parental leave. None of it is on you. The 20 to 35% benefits load that sits on top of every US salary disappears from your cost structure entirely.
No employer FICA, no Medicare match, no FUTA, no SUTA, no state level payroll tax. The 7.65% employer match on Social Security and Medicare alone is money that stays inside your business instead of flowing to the IRS on top of wages.
The numbers compound quickly. A $60,000 US salary costs closer to $78,000 once you add benefits and taxes. The equivalent Trusty hire runs $12,000 to $20,000 all in. That's six figure annual savings per head. Savings you can reinvest in growth, margin, or the next hire.
Most owners budget the salary and forget the load. Here's what a $60,000 base really costs by the time it leaves your account. Vs. The same role staffed through Trusty.
Illustrative example based on a mid market administrative / operations hire. Actual savings vary by role, geography, and benefits package. Trusty is not a law or tax firm. Consult your CPA on classification in your specific situation.
We don't play games with worker classification. Every Trusty engagement is structured so that independent contractor status holds up on both sides of the Atlantic.
Every engagement starts with a scoped SOW. Deliverables, hours, milestones, term. That paper trail is what separates a contractor from a misclassified employee in every jurisdiction we operate in.
Contractors invoice Trusty. Not your business. Trusty handles local registration, local tax residency, and cross border compliance. You get a clean US domiciled vendor relationship with one entity.
You tell your Trusty team member what the outcome is. They own the "how." This structural line between direction of output versus direction of method is the core of proper 1099 classification, and we coach owners on staying on the right side of it.
A single senior role swapped from W2 to Trusty frees up $50K to $70K a year in owner cash. That's the seed capital for a new marketing channel, a second product, a pricing test, or three more hires. This is how lean companies compound.
Put savings into paid acquisition, content, or sales headcount.
Simple vendor spend instead of payroll + benefits + tax complexity.
Labor as a variable, not a fixed liability. Stronger unit economics.
Lean operating cost structure is what acquirers pay a premium for.