Frequently Asked Questions

You get senior HR support for a set monthly fee instead of hiring someone full time. We handle the work an HR manager would, at a fraction of the cost.

You stay the employer of record. No co-employment. Our price is based on headcount bands, not a percentage of payroll, so it doesn’t go up when you give raises.

Someone else on our team who knows your account covers. That’s the advantage of a firm over a solo consultant.

Yes. Paylocity files in all 50 states and we build the policy differences into your handbook.

Yes. We have a resident bilingual team in San Juan.

Usually two to four weeks.

Twelve months to start, then month to month.

Yes. We implement, configure, and manage the platform for our clients.

Yes. Most clients add HR support because the combined price is close to what they paid for payroll alone.

Same platform either way. The difference is who sets it up and who answers when the question turns out to be about employment law.

Yes, all 50.

Yes. Paylocity handles Puerto Rico filings and we have a resident bilingual team in San Juan.

Four to eight weeks, depending on size and how clean your current data is.

Almost certainly. 350+ integrations plus open APIs.

Yes.

Bring us your last PEO invoice and we'll show you the comparison. Most companies at 60+ employees save money and get more direct support.

No. A PEO bill grows every time you give a raise. Our pricing is based on headcount bands, so the cost stays the same.

Your own EIN and tax registrations, your workers' comp policy, benefits placed with your broker, payroll history, a handbook and policies rebuilt as your own, and employee communication.

Most transitions take six to ten weeks. The cleanest time is a quarter boundary, but mid-year works.

We become the legal employer for tax and compliance purposes. Your hire works for you day-to-day. Same tasks, same manager, same culture, but Newland handles the employment infrastructure: payroll, benefits, tax filings, and regulatory compliance.

All 50 US states and Puerto Rico. Puerto Rico is our specialty. Our team is bilingual and deeply familiar with commonwealth-specific labor law, Act 60 implications, and local benefit requirements.

Typically two weeks from signed agreement to first payroll. We’ve done it faster when needed. The timeline depends on state registration requirements and benefits enrollment windows.

We charge a flat monthly fee per employee. No setup fees, no hidden costs. The fee varies by state and benefit tier. We’ll quote you on the scope call. Most clients find it cheaper than setting up their own entity.

Yes. Newland is also a recruitment firm. We can source, screen, and present candidates, then employ them under our EOR umbrella once you make a hire. One partner for search and employment.

When the complaint involves a senior leader, or your HR team is a witness, you need someone outside. Our investigators don't advise your HR team day to day. That's the point.

Our market benchmarking, salary structures, and internal equity reviews are built to hold up if challenged. We can work at the direction of your counsel where privilege matters.

Race and sex-based AAP requirements end October 26. Section 503 and VEVRAA requirements do not. We help contractors unwind the old program correctly and stay audit-ready.

Liability exposure, pay structure, retention risk, and integration planning.

Often, yes. But if HR reports to the person named, or was involved in the events, an internal investigation gives the complainant an argument before you've even started.

Yes, if it comes to that. We write reports expecting they may be read aloud in a deposition.

No. We find facts. You decide what to do, with your counsel. Keeping those separate is what makes the finding hold up.

We say so, in writing, with the reasoning. That's as useful as the other outcome and it protects the respondent.

We limit interviews to people with relevant knowledge, tell everyone the anti-retaliation rules, and store materials separately from personnel files.

For individuals with disabilities and protected veterans, yes. The race and sex-based plans required under EO 11246 end October 26, 2026.

You lose your Section 503 and VEVRAA compliance. Those obligations did not change.

Usually about two months, depending on how quickly we get clean data.

Yes. We respond to scheduling letters, prepare submissions, and work with your counsel through the review.

Yes. This is federal work and we do it nationwide.

Either. If you subscribe to survey data we'll use it. If not, we bring our own sources and document what we matched to.

Normal. We cost out the full move and then phase it, usually starting with employees below the range minimum.

Yes, and we price Puerto Rico on its own market. Applying mainland numbers to a Puerto Rico workforce produces a structure you can't afford or can't defend.

The equity review will show unexplained differences. Whether that's a legal problem is a question for your counsel, which is why we recommend running it under privilege.

A senior HR executive who works with your CEO and board part-time, for the length of a specific event, instead of as a full-time hire.

Robert Newland, founder and CEO of Newland HR Services, leads every fractional CHRO engagement.

The CEO or the board, when a funding round, an acquisition, a turnaround, or fast growth puts people decisions at the center of the business.

Each engagement is quoted on its own, based on the scope of the event. Request a scoping call and we'll tell you what it would take.

It's scoped to the event. A deal or a funding round has a natural end point, and so does the engagement.

Yes. The fractional CHRO leads the strategy with your leadership team, and your HR team keeps running day-to-day HR.

Yes. Fractional CHRO engagements are nationwide, remote and on-site when the work requires it.

Yes. Newland HR Services also runs executive searches for senior HR roles.

Executive search is a retained engagement where we work the search exclusively, best for VP and above or a role where a bad hire is expensive. With contingency recruiting, you pay only when we place someone, best for roles you are filling repeatedly or a hiring spike.

Send us the role and we will tell you which practice fits it, and why.

Executive search typically takes six to twelve weeks. Contingency recruiting typically takes two to five weeks.

Because they are different jobs with different economics. Most firms do one or the other and try to stretch it over both.

You get retained search services at a contingency search cost.

Our recruiters find executives and top talent across healthcare, non-profit, education, hospitality, government, entertainment, aerospace, banking, engineering, industrial, manufacturing, and tourism.

Leadership and non-technical roles such as human resources, marketing, and finance, in addition to top technical talent in R&D, operations, engineering, architecture, or construction.

Retained Executive Search, Contract Recruiting, Contract Confidential Search Projects, Strategic Search Advisory, Rapid Placement Services, and International Search.

Executive search is retained and exclusive, usually for senior roles where a bad hire is expensive. Contingency is pay-on-placement, built for volume and speed.

A percentage of first-year salary. Request a quote, it depends on the role and the volume.

Yes. Candidates are told before they begin, and the process is disclosed.

Yes. We build them with you during intake.

There is a guarantee period. We re-run the search at no additional fee.

Yes, including the AI interview.

No. Our programs are tailored to your specific needs for optimal relevance, impact, and sustainability.

Executive coaching, succession planning, Coach to Engage, team building and development, engagement, change management, and Coach Line.

Our Manager as Coach Learning Series (MACLS) transforms participants into coaches and provides practical knowledge and essential resources to improve individual and organizational performances.

Working with your leaders, our consultants identify the needs of each team and develop solutions that might include assessments and feedback, workshops, and group or individual coaching to guide the participants to become more effective.

Yes. Your first session is free, and no credit card is required.

Book a session in the calendar and the chatbot coach will reach out to you in Slack. Sessions take 30 minutes a week.

Pandatron can help employees develop their skill in multiple areas, including self-awareness, resilience, confidence, active listening, decision making, communication, collaboration, and leadership.

All in a text format, so you can easily come back to it. You get the benefits of reading, journaling, and conventional coaching all in one package.

Nothing. Fifteen minutes, and you get a straight read whether or not we work together.

Entirely. Most of our clients are employed and exploring quietly.

It varies by level and sector. We will give you a realistic range in the Market-Read rather than a number designed to make you feel good.

No, and be careful of anyone who does. We guarantee the work and the access.

About five minutes.

No. Personality assessments measure traits and preferences that shift with mood and context. Acumax measures innate wiring, which is stable.

It is harder than a personality questionnaire because there is no obviously correct answer. We would still never make a hiring decision on an assessment alone, and neither should you.

It should inform the decision, never make it. Any tool used in selection needs to be applied consistently across candidates for the same role, and it should sit alongside structured interviews and reference checks rather than replacing them. We will help you build that process.

We do not resell those. We deliver our own leadership development and coaching, and we use Acumax data inside it.

Assessment results are personal data. We will cover retention and access during setup, and the results belong to you.

Yes. Most clients start with a single role they cannot afford to get wrong.

Yes. Valitron produces a scored shortlist; your team and ours decide who moves forward. No hiring decision is made by the tool.

Yes, and they are offered an alternative. Nobody is excluded for declining.

Yes. Criteria are built with you during setup.

Yes, including the follow-up questions.

Valitron is an interview. Acumax is an assessment of how someone is wired to work. Different jobs, often used together.

Several jurisdictions require candidate disclosure and an independent bias audit when AI is used in screening. We work through what applies to your hiring footprint during setup, and the candidate-facing disclosure is built into the process.