Real payroll for a company of one.
Headcount runs biweekly payroll from your checking account to your checking account, withholds the taxes, files them, and mails you a stub. You are the founder, the only employee, and as of today, the HR department.
Everything a real company runs, pointed at you.
Payroll that pays you
On the 1st and the 15th, Headcount pulls your pay from your account, withholds federal and state tax, files it, and deposits the rest back two business days later with a stub attached. Net pay, year-to-date totals, the works. The money makes a round trip. You have never been this employed.
Benefits for a workforce of one
Enroll yourself in a 401(k), then administer it. Set your own match and approve it. Open enrollment is a calendar event you scheduled, attended alone, and ran to completion. We file the paperwork with an agency that assumes there are more of you.
The org chart resolves to you
Request time off and approve it as your own manager. Submit three expenses and reject one to stay disciplined. Your annual review is written by your entire team, which is you, working late, being honest about you.
A staff of one, on the record.
I requested two weeks off and my manager approved it by end of day. My manager is me. I have never felt this supported at a job.
My first pay stub arrived in March and I cried at the kitchen table. The money left my account and came back smaller. That is what being employed feels like, and I had been missing it.
My annual review flagged me as a retention risk. I wrote the review. I approved the counteroffer. I stayed for the culture, which is also me.
Priced per company. Every company has one of you.
- One employee on file, which is the maximum
- Biweekly payroll to and from yourself
- A pay stub mailed to your own address
- Self-approved time off and expenses
- A 401(k) you administer and match
- An org chart with one node, reporting to itself
- A year-end W-2 you mail to your own address
- Unlimited departments, every seat filled by you
- A performance-improvement plan you may accept or contest
- A dedicated HR liaison contractually obligated to be you
- Succession planning, also you
You have been doing HR in your head. We added a ledger.
Four-minute onboarding. One employee. Payroll runs while you do the actual work.
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