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Should You Hire W-2 or 1099?
Compare the true cost of hiring an employee versus a contractor. See the employer cost burden, worker take-home difference, and tax implications for your decision.
Employer Cost Analysis
Cost & Tax Details
W-2 Employee Cost
—
True annual burden to employer
1099 Contractor Cost
—
Base compensation only
Potential Savings
—
Going with contractor
Save Your Comparison Report
A controller-signed payroll audit ensures your employment classifications are defensible. That documentation is worth more than the difference between W-2 and 1099 costs when an audit happens.
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Key Considerations: W-2 vs 1099
Misclassification Risk is Real
The IRS penalizes employers who incorrectly classify employees as contractors. A growth operator needs to understand behavioral control, financial control, and relationship type before deciding to go 1099.
W-2 Costs More Than Salary
Budget 30-40% above the base salary for a W-2 employee when accounting for payroll taxes, benefits, workers comp, and processing. Most growth leaders underestimate true employment costs.
Controller-Led Compliance Saves Penalties
A dedicated controller ensures proper classification, accurate tax filings, and timely payments. Misclassification penalties cost far more than controller-led oversight would have saved.
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Compliance Matters More Than Cost Savings
A controller-signed payroll audit ensures your employment classifications are defensible. That documentation is worth more than the difference between W-2 and 1099 costs when an audit happens.