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Vensure Together: Igniting Your Quest to Success

General HR
November 14, 2023

About the Webinar

A fireside chat with Sarah Tourville, CEO and Founder of FRENZY, a valued VensureHR client. FRENZY’s journey is a testament to what can be achieved when the right partnership is formed, and more importantly — a dynamic example of how your business can ignite its potential and fuel your quest to success.

We understand that every business is unique, with its own set of challenges and aspirations. During the webinar, you’ll learn about VensureHR’s personalized approach, and how we empower companies, like FRENZY, to thrive. You’ll see firsthand how we collaborate with our clients to understand their specific needs and challenges and support them with solutions that are perfectly aligned with their goals.

Join us live for the interactive Q&A session to get your burning questions answered by our experts. Whether it’s a query about HR, PEO, or our customized services, we’re here to help.

What You Will Learn:

  • Hear a live case study on FRENZY’s transition from another PEO to VensureHR.
  • Meet VensureHR leaders and learn how our team is dedicated to making your implementation and experience smooth.
  • Get an exclusive sneak peek of the VensureHR platform.

Learn More About VensureHR

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About your Hosts


Sarah Tourville

CEO and Founder, FRENZY

A global citizen with roots in London England, Sarah Tourville is the CEO and Founder of FRENZY, and a 20-year brand, PR, and communications expert. Prior to running her own agency, Sarah started her career working on the communications launch of Expedia across Europe, the Middle East and Africa and then led Communications and PR for Motorola.

Since FRENZY’s 2006 launch in London, Sarah has expanded the agency to Atlanta. She’s led her team in developing results-driven communication campaigns for global brands including Comcast Business, Verizon, Philips, and Ryder as well as hundreds of small to medium-sized innovative brands.


Nick Smith

Executive Vice President, Client Experience, Vensure Employer Solutions

Prior to joining the Vensure family through the acquisition of National PEO in 2018, Mr. Smith held the role of President and CEO of HR Betty. Mr. Smith has been instrumental in bridging the gap between all Vensure service departments by putting client relationships on the front burner, turning everyday interactions into memorable experiences. At National PEO, beginning in 2014, Nick served in various leadership roles, both professionally and in his personal life. From 1989 to 1993, Nick played as a linebacker for Notre Dame under legendary Head Coach, Lou Holtz. Coach Holtz impressed upon Nick that leaders are built from hard work, determination, and by asking the right questions. These three elements are evident in Nick's leadership style today.

Mr. Smith joined the Fiesta Bowl Yellow Jacket Committee in 2012. Through his association with the Fiesta Bowl, along with other Committee members, he has positively impacted the lives of thousands of children and teachers, and hundreds of nonprofit organizations.

Michelle Lanter Smith

Michelle Lanter Smith

Chief Marketing Officer, Vensure Employer Solutions

Michelle began her marketing journey at IBM, spearheading several marketing teams for over a decade. She then transitioned to a successful entrepreneurial path, working with Fortune 500 and regional clients. Subsequently, she served as the Chief Marketing Officer (CMO) at EPAY Systems and later as the President of Corporate HCM at PrismHR, with both companies eventually merging with Vensure Employer Solutions. In October 2022, Michelle became the Chief Marketing Officer at Vensure Employer Solutions, leading all the marketing teams across its diverse brand portfolio, including VensureHR, Namely, PrismHR, and Solvo.

With her passion for education, Michelle extends her expertise by serving as a Trustee at Chicago’s Elmhurst University. She dedicates a significant portion of her time there as Chair of the Marketing Subcommittee and Vice Chair of the Enrollment and Communications Committee.

Michelle holds a master's degree in business administration from the Kellogg School of Management at Northwestern University and a bachelor's degree in business administration from Marquette University. In the off time, she enjoys cycling with her husband and boating with her family while at their lake home in Wisconsin.

Vensure Together Webinar Recording, November 14th, 2023


Nick Smith, VensureHR Well, good afternoon, everyone. Thank you for joining our Vensure Together. It’s a little bit of a webinar, maybe a little bit of a call conversation about who we are and what we do. But really what we want to do is ignite your quest to success. Super excited to be here today. Thank you for joining. As I said a little bit before, but what we’re here to do today is talk about Vensure Together to get a quick peek into our people and our processes and most importantly, how we can be successful together. I think it’s important that we kind of set the stage for who we are and what we’re going to do. So I want to say, just put your seatbelt on. Let’s have a little fun today. All questions are wanted at any time. But again, igniting your quest is really about you getting to know better, a little bit better. Super excited to have you. And thank you for joining. All right. Am I able to… Yes. Okay. I haven’t said it yet, but my name is Nick Smith. I am the executive executive vice president of Client Experience. You can kind of read through that. I don’t want to really talk about myself that way, but I used to be a serial entrepreneur. I used to own 12 stores. I used a PEO. And again, I learned a little bit at that time. And it just really kind of gave me just a perspective, right? As a young person, I was 23 years old. I needed help understanding unemployment. The first time somebody had told me I had to pay a work comp claim because somebody got hurt at work and they weren’t working anymore. I knew that was a problem for me. But again, those are the things that we do to try to help our clients understand exactly how we can be the right partner. Especially as a PEO. But again, I just wanted to talk about that just a little bit. As I move to the next screen, I just want to kind of talk just about a little thing here about who Vensure is. And I think it’s important that when we talk about Vensure, we’re service-first organization. I think it’s important for us to say that, and we really always want to know what matters to you, right? So if you want to do a quick definition we’re people and tech firm. Right. And what we are looking to do is always make sure we understand what’s important to you and we want to be a client centric company for you anyway. Asking questions is permissible. We love it to death. The Q&A button down at the bottom. Make sure you use that to put your questions in there. And then again, this recording will be shared. So if you have any questions or you need a refresher on anything that was talked about, it will be available to you. I love it. I love it. I love it. Okay, So let’s move to our next screen and we can actually talk about today’s agenda. We got a little bit of housekeeping right. We’ve got life with Vensure at FRENZY. Sarah Tourville, CEO and founder at Frenzy. She’s got a company there in Atlanta, does an amazing job. I think the conversation with Michelle Lanter Smith, that’s what I said. Three names, Michelle Lanter Smith, CMO, our chief marketing officer here at VensureHR. And i think this conversation is going to be very, very enlightening, fueling success. It’ll come back to me and i’m going to talk just a little bit about some of our processes that we have in place, how we affect your culture, your people, and put ourselves in a position to really define what a great implementation looks like. And then we’re going to have some fun with a sneak peek with Jeremy Fullmer he’s our senior sales engineer. He’s going to talk about our product. I think you’re going to love the way it looks, the way it feels. And then finally, we’ve got that Q&A where you put all those questions in there. And if anybody has a question, yes, I’m 6 ft 3, about 249 today. I haven’t had lunch. But again, the Q&A piece will be in there. And then the last thing I want to highlight at the bottom, you see it in blue. I need you to opt in for the solo stove mesa, at the end of the show, we really want your feedback. There’s a survey that’ll be there attached to it. And then actually we need your information. Yes. Your name? Yes, your address. So we can get that shipped out. Don’t wait, though. I want you to do it today. That way we get it out with no problems at all. So we’re going to move to our next screen. And I want to kind of build up just a little bit so you can kind of see this is Miss Sarah Tourville. I want to say something to you. One of the things that I asked when we were beginning the interview, because I was looking for some fun facts, sometimes people say, I can cross my fingers, I can cross my toes. But I want to tell you what Sarah said. Right now. I want to be very clear. This was her first answer. Her first answer was, and I’m going to give it to you straight. I help patch penguins. I just want to be clear. It threw me. I didn’t even know what to say to her. My interview was thrown completely off. I knew nothing else to say, but she was so committed to the answer. She sent me a picture. And then we have that picture for you to share. And there she is. Look at her. Excited about the penguins in her life? That’s all I want to say. Penguins in her life. But again, we’ll get back on script. So just to give you an idea of just how interesting she is. You know, just being a CEO isn’t really what defines her. It’s about her connectivity with people, the connectivity with Vensure. And most important, she’s here to share her story. And I’m super excited to have it. And then the lady on the right, Michelle Lanter Smith. Listen, our chief marketing officer had mentioned that earlier. I will tell you, make sure you say all three name. Not Mrs. Smith, not Michelle. It’s Michelle LANTER Smith. It’s really important that you do that. But I will tell you, her fun fact, just so you know why the conversation stopped. She says she likes the outdoors. So I went from hatching penguins to sharing the outdoors. But I can definitely tell you I’m a fan of Michelle. We work very, very closely together. I said it. Michelle LANTER Smith. I missed it myself. That’s why see I caught myself. I did it. She actually is an inspiration for me. She’s great here at the company. What she does with the marketing team is unbelievable. So you should expect you can actually have a great there’s going to be a great conversation today with Sarah and Ms.. Michelle Lanter Smith. And I just want to actually turn it over to them and then I’ll be back with you right after their conversation. Thank you very much, Michelle.


Michelle Lanter Smith, VensureHR Thanks, Nick. I don’t think I can beat penguins. That’s why I could not come up with anything better. But I love that picture.


Nick Smith, VensureHR I love it. I love it.


Michelle Lanter Smith, VensureHR All. Sarah, it’s great to have you. Just let me do a little intro about you. I’ve known Sarah now for over a year, and she is a great client of ours. She’s been with Vensure for six months. She started in London. You know, she’s talks, you’ll know where she’s from. And she’s had her business FRENZY for 20 years now. It’s a PR communications and brand specialist firm that has clients all over the country, both Fortune 500 and small and mid-sized clients. Prior to starting her agency, she launched Expedia across Europe in the Middle East, Africa, and then she came to the Chicagoland area and she led communications and PR for Motorola, which is right down the street from where I’m at right this very minute in 2006. She launched her her agency in London. Then she brought it to the states in Atlanta and has been running great ever since then. And again, as I said, it has some really great clients and has as a well-known expert in the PR and brand space. So welcome, Sarah. Thank you for spending this next hour with us. Really appreciate it.


Sarah Tourville, FRENZY You’re very welcome. I’m really delighted to be here today. Thank you for asking me.


Michelle Lanter Smith, VensureHR Yeah. Well, let’s just start out. Tell us a little bit more about your career. I’m sure I didn’t do it a lot of justice, but give people a little overview, but let’s dig in a little bit more.


Sarah Tourville, FRENZY Yeah. I mean, it just it started out very much in the corporate world, in place in the UK. But I always had an international role, so I used to look after Central and Eastern Europe for most of our life. This is when they started, like the the Internet business I’m going back 25 years is I think. And so that was very interesting cause I got to travel a lot. But to see how brands, you know, engage with their audiences in different markets. And so I was responsible very much for PR and communications. So that was really interesting. And then I moved into a corporate role in Motorola, and I absolutely loved it. I used to just going to work at Motorola was just as well. I learned everything I felt, but I had then my two daughters and decided I wasn’t going to do corporate life. And I felt I’d seen so many agencies over the years. And I ran you know, I’ve been responsible for leading, you know, many of those agencies for Motorola and Expedia. But I just I, I felt like I knew what the makeup needed to look like to create my own agency and and an agency that I knew would be really valuable to our clients. And so, yeah, I’ve been in really B2B technology for my entire career. So just I love communications, I love public relations, storytelling just in general. I mean, I, I feel like I am a good communicator and I, I just try and bring that to our clients.


Michelle Lanter Smith, VensureHR Right. Well, I’m sure a lot of folks on the phone here are entrepreneurs, owners themselves. Tell us a little bit more about your business. I know it’s in Atlanta and but it’s 20 years. You’ve done a lot with it. 20 years?


Sarah Tourville, FRENZY Yeah, just about 20 years. But yeah, it’s you know, it’s I’m running an agency. I mean, our core asset is our people. And we hire people with low expertise in global communications. And so, you know, we’re called friends for a reason. I think when you call this off and I like that, you better go and do it for your clients. And so, you know, we commit to our clients that we’re going to go and create a very compelling emotional idea, first of all, so that we have tools and how we do that and processes and then we go turn that into very into content that we believe will be shareable, that people will want to kind of pass to other people, that people will want to read and digest. And then we do that all with a lens of understanding what is happening within the the micro environment and the macro environment of where our clients live. So we think about, you know, the bigger picture. We don’t just think about, you know, the current situation. We’re thinking about what’s going on around them and then we take, you know, all that insight and knowledge and creativity and content and narrative. And then we are very much agnostic on the channels that we use. So whether that’s a public relations campaign, whether it’s a media buy, because it’s like online advertising, whether it’s even working with the influencers as well, we get to be influencers. So it’s all about getting the messages out there and creating a very, very engaging communication strategy that takes our clients to a level they they haven’t been able to get to before. So I love what I do. I’m very passionate about it and I have done it in three continents. So, you know, there are enough global learnings going on, of course, but we also work for us in that other companies which are based in Atlanta, or they’re national, it’s not all about working with global brands. It’s a real mix.


Michelle Lanter Smith, VensureHR Right. Well, running a business like that must keep you very, very busy and hectic. How has Vensure helped you in doing that. How are you leveraging Vensure today?


Sarah Tourville, FRENZY Yeah. I mean, Vensure has helped me in ways that I don’t think I really understood what could be taken off my plate until it got taken off my plate. And then you start to see how many hours you’re saving each week you know, they’ve taken. I mean, I suppose the biggest burden for any business owner is payroll, especially in the US, where payroll happens twice a month. In other countries it doesn’t happen twice a month. That happens once a month. So twice a month, you know, there is and you know, you’re going to know people are your assets, you going to pay them. So obviously handling that. But then there are many elements within payroll. There’s taxes, too. There’s benefits, too. There’s you know, there’s even looking at PTO and how many hours of people had it’s like tracking that in a spreadsheet is crazy. But that’s what I did actually for many years, especially for the first five years of running the company. So it really has taken the, you know, the really just the time it takes to really, you know, manage our people and manage their hours and their pay and just free up time for me to do other things. I think that’s obviously very important to any business owner.


Michelle Lanter Smith, VensureHR Yeah. Now that time is invaluable, but you also have to pick the right right, partner. Right. Otherwise, you don’t get that time. I know you’re with a PEO before you were with Vensure. What? What drew you to make the change and to switch to Vensure?


Sarah Tourville, FRENZY Yes. I think it was more about the fact that I knew that I was paying for more than I needed to my last provider. There were many good things about them. But at the end of the day, when you’re running a business and you’re thinking about, you know, cost and are you getting value for money, I just knew that I was paying for way more than I needed. I had ten people on staff and yeah, I knew it. I mean, I could feel I felt it every time I saw an invoice that I was paying for more than I needed to be paying for. And of course, that’s a driving factor for any business owner to make sure you’re not overpaying. So we just weren’t utilizing the everything that, you know, that was available. So I really knew that to be a responsible business owner, I needed to make a change. I felt like I’d signed up for something that I hadn’t realized how big the Beast was, I suppose, when I first signed up. And then when I signed up, I was a little bit overwhelmed that I really bought more than I needed. But there was no you couldn’t there was no customization that that was it. That’s what I bought. So.


Michelle Lanter Smith, VensureHR So it’s kind of like one one size fit, everybody. Yeah.


Sarah Tourville, FRENZY Yeah. Very much that. Yeah.


Michelle Lanter Smith, VensureHR Yeah. That’s definitely one thing we try to do. AdVensure is make sure we understand what people need. And it isn’t one size for everyone. We try to make it a perfect fit. The market we’ve been running, right? We wanted to be a perfect that it needs to be customized and that everybody needs everything.


Sarah Tourville, FRENZY Exactly.


Michelle Lanter Smith, VensureHR Yeah. So you’ve been with us for six months now. What’s it what’s it been like so far?


Sarah Tourville, FRENZY It’s been great. I feel like I’m you know, I feel like I’m getting what I’m paying for and I’m happy with it. But I’ve also been really impressed with, you know, genuinely impressed with just how proactive the team are. I mean, it really does feel like even though we’re ten employees, we also have a lot of contractors that we work with. But I feel like I have really extended like my support team because I now have an H.R. manager who helps me. You know, so we have this situation where we have to deal with, you know, letting people go. And so that’s been extremely valuable. And then, you know, we have the payroll team who remind me every two weeks that payroll is coming and timesheets and things like that, you know, and then we have a benefits person as well. And I think, you know, the benefit, especially in the in the market that we operate in where, you know, we are very much a people organization like we attract talent from many, many areas. But benefits matter. You know, people want to feel like they’re getting medical care or for one, whatever it is. And so we have to be very competitive. And so that has just been so helpful. So I feel like they say I got three or four extra people in my core kind of executive suite, but actually they’re not on staff, but they’re people. I mean, I can reach out and send an email and I get a response, I get a phone call, I get what I need. And I think for me, it gives me a lot of reassurance that I’m I’m doing things right by my team and by myself as a business. And, you know, I’m getting the right advice from an H.R. executive and getting the right advice from the payroll. When it comes to taxes. I’m not I’m not I’m not fumbling in the dark anymore. I’m doing it right. And that’s important to me.


Michelle Lanter Smith, VensureHR You had told me before that you quickly had to lean on the HRT and you had something happen in the business. Can you share a little bit more how you leverage that H.R. team, when then make sure you kind of stayed within compliance?


Sarah Tourville, FRENZY Yeah. So, you know, we were having to let go of somebody, but there was some intricacies into what that looked like. And I just basically wanted to make sure that I was doing it right by the Georgia. Again, you know, we’re based in Atlanta. This person was based in in Atlanta, too. And so, again, something I’ve had to realize, being a British person coming to the states is every state has different laws. So, again, that was a big eye opener to me. And also another reason why I knew I needed this type of support because I was never going to be able to figure out the different situation in different states. And we’ve worked with many employees in many different states, particularly during COVID. So on that particular situation, I mean, I just reached out. I just wanted reassurance in what I needed to be careful about because of potential, you know, come back on something. I just wanted to make sure I was just doing it in the most ethical way possible. I also wanted to make sure that that person got the right severance. You know, and again, there aren’t any kind of set standards, but I like to know that I’m doing things fairly. So I kind of I want to know what like what is best practice. And so I got all that advice as well as I mean, they sent me a typical kind of letter to use and some other things to look at, which was just extremely helpful. And just even just like an exit interview, like things to check off. Like we forget when we let people go, you know, there are things to check off, you know, passwords to think about and, you know, access to different material. You know, it just they just they had it all written down and it was extremely helpful.


Michelle Lanter Smith, VensureHR Yeah. Good. And it kind of gave you peace of mind. Yeah. That’s. Yeah. Yeah. So one thing I know from customers that I’ve had, obviously making a switch to different partners or vendors in that H.R. world is that is implementation. Switching over. Can you tell us a little bit about your implementation experience?


Sarah Tourville, FRENZY Yes. So, yeah, I think everyone gets I think I don’t again, I had remember I’d worked with a PEO before, so I kind of knew what this looked like. But I also knew I knew a lot more now, which is actually really good. So for anyone who hasn’t ever used a PEO, Yes, there is there’s an implementation phase and there’s some vocabulary you might not have heard of, but with Vensure it was I mean, it was so hands on and it’s exactly what I needed because my brain, you know, you turn up at these meetings, your brain is into thinking about something completely different and now you’re switching into gear and you’ve got to think about, you know, to implementation. And and I needed handholding. I mean, I probably needed handholding more than most. I mean, I would reach back and say, I’m just still not clear and da da da… But, I mean, really, reality is they help they really help you every step of the way, especially when it comes to the benefits. Again, I wanted to make sure, you know, I didn’t want to just go and I didn’t know what to expect, but I kind of thought maybe someone will just make a decision and there’s the benefits and my team go and choose them. But no Vensure took me through all these different cost base scenarios, options of different benefits to offer, and well out one outweighed the other. And I mean it was so comprehensive and and but not to the point where I felt I wasn’t doing the work. They were doing the work. I was just literally answering the questions. And so we moved through it, I think, fairly quickly. I mean, we I think we gave ourselves like a four week timeline and we we were just kicking it through and they were, you know, you’d have one meeting and then they already scheduled the next one. And so you just you know, you got to just think about the the you know, there’s a real value in doing it. You will save yourself all these hours and so much more, but just get through this kind of initial phase and then it’s extremely worthwhile.


Michelle Lanter Smith, VensureHR Wow. Four weeks. That’s good. Good. Yeah. And get it through. So good to hear that. And an implementation, a good implementation that I’ve seen at Vensure. It’s not just PEO, not all of our customers, our PEO. Some of them choose to not go with the PEO back to that perfect fit. Everybody has different needs, but the implementation team, I believe, uses the same methodologies that really help get customers through it quickly and efficiently. So whether you’re, you know, just some h.r. Services or the whole gamut. Well, this has been really great. I bet there’s a few things maybe that come to mind that you might want to share that we haven’t covered.


Sarah Tourville, FRENZY I think just. I mean, to me, I think I’ve said it, but just knowing that it’s very customizable, which I think is, you know, and I think there’s good and bad, you know, whether you’re growing or whether you are shrinking, I think that’s worth thinking about. Doesn’t you know, we know in businesses we’re not all just on a trajectory the entire time I mean we wish we were you know, you go from 10 to 20 to 30 to 40 employees. Unfortunately, it doesn’t always happen that way. And so there is a level also of like, actually, I now need a pullback. Maybe your business models changing, maybe you don’t need that many full time employees. And so, again, I know with Vensure that there is that flexibility to modify things. So to me that’s so great because you need to look at it as a partnership, that kind of they’re being agile with you based on what you need at the different stages of your journey as an entrepreneur and as a business owner. And so that to me was critical. And I think also I suppose the bit which made me so nervous, especially during COVID, I know that was a while ago now, but I think many companies still, you know, hire people in different states. It’s just knowing that from a tax point of view by that is all taken care of. It’s like, you know, and that’s it. That’s a massive burden. If you as a business owner, if you are paying people in different, different states and you’re not aware of that, some of the tax implications that you can it can be quite scary when that April 15th deadline comes by the following year. And so having that support, too, from a payroll tax perspective is invaluable. So so many like critical areas that I think it’s easy as business owners to kind of fall into a hole and not even know you’re in it. So this just I don’t I don’t worry about those things. Now. I know I’m on a good trajectory with everything.


Michelle Lanter Smith, VensureHR That’s good. You know, one question that I’ve seen coming in is about, again, a common thing that we all need as owners of businesses are leaders that run businesses reporting. How has the reporting been are getting what you need?


Sarah Tourville, FRENZY Yeah. I mean, I’m still digging into the reporting. There’s a lot of data and we’ve only been on six months. But I mean, I already had to go pull a report on someone’s PTO, you know, just to see where a few things were standing. And I didn’t have any issues at all. If anything, it’s just kind of just making you know, I think that our data is going to get even more valuable the more we use Vensure and as our business grows even more. But again, I mean, everything is there. And again, what what I do like about it is I mean, I am the person, unfortunately, which sends out emails and says, excuse me, I cannot find…. I don’t know how you know, I don’t know how to find this report and they’re very if you don’t know how to do it, it’s okay. Because you know, they come back with it’s like it’s here, you know, it’s like and they’ll share it. They don’t just give it to you. They, they they’re trying to help you learn going forward. They’ll say you’ll find it in this section, and then they point right to it with a link and it’s like, okay, great. Now I don’t need to ask that question again. So that again is, you know, you want especially, you know, there are times business owners wake up at like three in the morning and have a question on their mind. Well, now you can go straight into your Vensure platform and get the information you need, because believe me, I’ve done that. So it’s all there.


Michelle Lanter Smith, VensureHR Yeah. And actually effective. We announced it at the HR tech show Vensure now has 24-7 support. So now you can actually talk to someone at three in the morning to do that.


Sarah Tourville, FRENZY Yeah, exactly.


Michelle Lanter Smith, VensureHR Thank you so much. Really, really appreciate the time. And I think you really provided some great insights and we really are honored to have you as a client of ours. So thank you so much.


Sarah Tourville, FRENZY You’re welcome. I the support and thank you.


Michelle Lanter Smith, VensureHR Nick, it’s back to you.


Nick Smith, VensureHR Oh goodness. Let me tell you, Miss Sarah that was fantastic. I thought you did a wonderful job despite what Michelle was doing to you, asking you all those tough questions. I want to just say something to the group, all of you business owners. I hope as you were listening, see how relatable she is when she talks about her employees. That lifecycle from hire to fire hire to retire. Either way you look at it, there’s still compliance issues that need to be addressed. And she talked about our ability to come in when she had questions, concerns to make sure those i’s were dotted and the T’s were crossed. I think that the biggest thing that I gathered from it is the value proposition, right? Her value proposition in terms of her decision making was about time. She got time back in her day so she could actually focus and work on and in her business and let us be the extension of her business. So again, I just want to say and echo what Michelle Lanter Smith said is we really, really appreciate you taking the time. Thank you. Thank you so much. And I thought that was absolutely amazing. Okay. One of the things that I know Michelle just touched on was our implementation process. I think we’re going to move to the next screen and I’m going to just talk to you all just a little bit about what that actually looks like. I think that when we have a conversation about what does it look like and we talk about fueling success the way we do, that is a really, really simple, clear and concise process. We actually, when she talked about her four weeks to actually do it, it’s about her check date, right? So when we find the check date that we’re looking for, we then work backwards to make sure we were successful because it’s not about our timeline. It’s your timeline now in our world, right? Whether it’s a ASO, PEO, it could be just payroll only, whatever it may be. A lot of times people want to end at the quarter. That’s ideal. But sometimes you have a situation where you have a little bit of an emergency. So what we always want to do is say, Hey, listen, tell us what that date is, that you would like to run that first check. And then what we need to do is actually go into action. And the way we go into action is we talk about that planning phase one, Phase one in the planning stages, we say things like this, we’re going to do a little bit of a mini diagnostic. You’ve been working with your business consultant and I know that we’ve gathered this information, so we’ve got what I call the fundamental pieces of information. What if you wanted a timekeeping system? Do you have anything unique as it relates to your timekeeping? Right. We’re going to ask about benefits or she so so Miss Sarah talked about benefits. But again, that piece of it as it pertains to what’s your budget, how much does the company want to contribute? Let’s talk about what the minimum requirements are associated with a group of ten. We’re going to walk through all of that and in that planning stage. And, you know, again, payroll is like that. To me. Payroll is the widget. Right. But what we’re talking about is how do we impact a client’s ability to actually get onto our platform and be successful in the work that they are doing. So that Phase one piece is planning. And in that diagnostic, it really moves us to phase two where we go, okay, great. Is there any way we could talk to the person who actually does payroll? A lot of times as a business owner, you have what we call key people, your cabinet, if you will. And in that cabinet you have people that have different roles and responsibilities. And what we like to do is make sure that we’ve introduced ourself to those individuals. So guess what? They’re familiar. They know what we’re asking for. And what we can do is solve for a lot of the concerns and issues that potentially could be out there or what you’ve uncovered inside your organization. So guess what we get to do, come in and clean all of that up. It was really important that we do that. And when I say we, we actually bring additional people to the call. Typically, you’re with a business consultant. They don’t go anywhere. And then you’ve got your implementation manager, a person that may be assigned to the account. But we actually bring client relations in there. So when Sarah talked about that H.R. component and the PTO, what we’re going to do is say, hey, listen, what are your goals for PTO? How much would you like to to spend? Because again, this is this is money that we actually are talking about because in access and in the exchange between the time off and the actual money spent, again, they say those aren’t dollars, they are dollars, I promise you. And we want to make sure that we’re upfront about that. So once we’ve got everybody in the room now we’re going to talk about how they like to be supported. What’s the best way for you to run payroll? Are you biweekly? Are you semi-monthly? Are you weekly? Do you have bonus payrolls? Do you have commissions? Whatever you’re looking at from that point of view, We want to make sure that we’re assisting you, But that also includes work comp. Right. So any of your audits at the end of the year, we’re going to say, hey, we’ll take care of those because we use a program called PAYGO, which is pay as you go. That way there’s no troops at the end. The company will come to us directly. We’ll take care of it. And then that last piece, what we’re talking about is benefits. I believe I’ve covered all four of our major areas, but that support piece and then it comes to the transition. When we actually transition. I think it’s important that we’ve shown the client a lot of different pieces associated with their account. What does the onboarding look like? Do you have any supporting documentation that you need to the the employee to sign off on? Maybe you have an arbitration agreement, maybe you have, you know, just an expense report that their policy that you want to include in there. We allow you to do all of those things right inside of your onboarding. So we’ve got that digital signature of the date and time. I-9 compliance, of course, is something that we actually make sure that we take care of as well, because we actually in our system and you’ll see today with onboarding that we can actually give you the option to load that list date document or BNC. One thing for sure, we never want to over document any of our situations. So what I’m talking about is in our four stages is taking you from what’s the actual check date, having a mini diagnostic to make sure that we understand your business and what your goals are. And then actually taking a really big snapshot of saying, who do we need in the room from our side and your side to make sure we’ve got the right partnership? Because in order to be supported, you need to be heard. That way we understand exactly what you need and what you’re looking for. And then the last piece that we just have to deliver. I mean, that’s just it. There’s no there’s no there’s no easy way to do it if we don’t deliver. We weren’t successful because the things that we’re really looking for is to meet and exceed expectations. Provide a great experience for not only you, the business owner, but your team and your employees. And then the last thing, like I indicated, we just need to deliver. So that’s really our, you know, implementation process that we have is pretty simple, really easy, straightforward. I get excited about it. I may have thrown a lot at you, but we can actually follow up and I know we have some questions, will have time for that as well. I think something that we should do next is like, why don’t we take a quick peek at our technology? I think that when you see that technology, you’re going to really, really get excited. And as I mentioned earlier today, we’ve got Jeremy Fullmer. He is our Solutions Consultant here at VensureHR. But let me tell you something. He’s a jack of all trades. Got skills beyond the days. So again, all the hard questions go to him. I just want to be the guy that’s actually just running the call here, having a fun being your host. So what i’d like to do is welcome jeremy to the call. Jeremy, are you with me? Let’s get that camera on big guy.


Jeremy Fullmer, VensureHR Well. So I am. I’m with you in spirit. I need a little help on my camera side.


Nick Smith, VensureHR All right, my man. I love it. We got our. We got our clients out there, our business owners. We just want to show them a sneak peek at our technology, and we can just kind of go through and highlight a few areas.


Jeremy Fullmer, VensureHR There we go. All right.


Nick Smith, VensureHR Now, Jeremy, look at that smile. Look at that smile. Fun fact. Jeremy lives in Chicago.


Jeremy Fullmer, VensureHR There you go. That is a fun fact. I don’t know how fun it is, but it is fun. You know, I think out of a lot of the conversations that we’ve had up to this point, I kind of wrote some notes down on the side as I heard Sarah and Michelle speaking about engagement. I know we were talking about ignition, and I’d like to bring kind of think back to when you first were an employee at a company or when you the last time you actually joined the company. Right. That initial excitement that you had, which I would consider an ignition. Right. You’re igniting your passion to get into the business that you want to be into. You’re starting at that business and you’re really excited. The traditional path for people is go fill out a bunch of paperwork, be dragged down and have to get all these things done before you can really start doing what you want to do, right? So the other part of this, and Sarah really mentioned it was about the engagement aspect. So what we’re doing with our platform here is really handling both of those things. We’re letting your employees coming in continue that excitement, getting through this, this the drudgery paperwork that they have to get through and the easy way to to get into and really intuitive for them. But at the same time, we’re engaging them to the point we can embed certain documents. That way your team can get them all electronically instead of having them to go through paper documents or forms, Right? The great part about it is they can do this directly from their phone if they’d like to. Even so. So if somebody did want to do this from their phone and scroll through and, you know, go through each one of their forms digitally that way, absolutely fine. So there’s an adaptive UI model that we can allow people to kind of see things as they want to see them for themselves. Right now, I’m not going to stay in that mode because it’ll be hard to hard to follow me. But, you know, in in the scheme of trying to get people through things. The goal for us is to really have you go through a process for your employees that is step by step. I always say wizard driven, right? People love wizards. I don’t know what it is, but maybe Microsoft is the one who kind of got everybody onto that. But people love doing things one at a time. So in the example, Nick talked about going through the I-9, right? So if I step through this I-9, I’m stepping through it one thing at a time. I’m not being overwhelmed by all the questions that come through. Now, I’ll admit I cheated a little bit. I did fill this out before we got on the call. You all do not want to watch me type. It is very painful. I was not the typer in class, right? I was always on the back end of that. So, you know, as we walk through this, I just want you to kind of see how we’re asking these singular questions, as Nick did and as Nick did, talk about. We can have the ABC documents directly from here. The team can absolutely have this as an option. Again, we’re not we’re not shoving you into a box. If you all would rather collect these things manually, great. We can get this all together. So it really is up to you on how you want to go about doing this process. The other piece of that and a lot of people have this question is, well, what if my employees are, you know, Spanish speakers? Great. The nice part is they can go through this process in Spanish and it will still actually save an English version of the I-9. So that means you’re staying in compliance or helping you there. We’re also maintaining the ability to have multiple languages for your team. That way we’re covering more employee base again, allowing them to kind of do this on their own type of language if they’d like to. Doing some quick checks here and then walking through the end of the process. What’s important here, this is actually the new I-9. So the new I-9 just came out. And this is really just a proof point to tell you we’re keeping up with the compliance for you as well. So as new forms are coming out as tax things get a little crazy and hectic, we are making sure to keep up, keep compliance and launch those new best things out to your team. So you can see I have my updated I-9 here. Don’t have to put anything in every box anymore. Also, the I-9 section too is also embedded on that first page. So these are all the new things that were immediately coming out with you that we will make sure we’re keeping up with your tier. Okay. Now, outside of that, we can collect EEO type of data, disability, race, ethnicity, of course, direct deposit and tax. Again, that tax engine is all going to take us through one by one. Actually, let me go ahead and complete my personal information real quick. It’s it’s going to bark at me here. There we go. So the nice part is your employees can’t skip critical steps. So that’s exactly what that was. That’s a moment of me trying to skip over critical steps there. Right. But you can collect direct deposit again. You can absolutely collect your tax forms as needed through here. So if you do want an employee to go through step by step process as well, this is all wizard driven. The systems are also smart enough to give them whatever forms they need. They work in one state, living another. Perfect system already knows how to do that. Already knows them to give them a resident and nonresident state. And Nick did mention about setting up specific forms that may be custom forms for your team, Right. Things like a questionnaire. So if I want to fill out specific questions and those questions need to be dynamic. So someone to answer. Yes. Here, I want to actually get more information from them. Right. If someone says that their preferred preferred shirt size is something else, I want to gather what that is. So we have a lot of dynamic versions of these questionnaires. It also can be nice dynamic in the way that a manager can get a different form set than an employee. So you don’t have to. Again, no boxes here we are breaking all the boxes because you all can really do whatever you want to do, however you want to engage your employees in that fashion. All right. So we talked a little bit about how an employee initially will come into the system. So I’m going to go ahead and show you all really what Russell, I know that was our employee here, how his experience is as an employee. So Russell already filled out all his paperwork. We’re already set on that. Now he’s logged in. Maybe he’s been with the company for a few months now. He’s already started to get paid. He’s in benefits enrollment. He’s got his PTO going. Right. This screen is really meant to be an at-a-glance type of look and feel to the system. We want employees to feel engaged when they come in and also really not have to dive too deep to do the things that they want to do most. Right. In the case that they want to access their W-2s quickly, they can get electronically if they like to see where they’re at and benefits enrollment or just show what their latest paycheck looks like. Right. And if I want to go in further, I want to do a deeper dive to see what my deductions look like, that pay period or view and print that check if I’m getting a new mortgage or I’m getting a new apartment, I can easily do that very quickly on the fly. All right. Outside of that ability to look at what I have coming up on my paid time off, any new messages I have benefits I’m enrolled in. And then, of course, some of the marketplace partners that we do offer and any other fun pieces that we want to look at as employees, maybe our benefits selections and or our tax or. I mentioned earlier about pulling those year end documents like the W-2 and 1095. Of course, these are all one time of the year things, but absolutely, they can do that electronically if they would like to. Okay. Now, again, Russell’s already under his employment. You know, he’s been there for quite some time and it’s open enrollment season. Right. So, again, we want to engage Russell in a way that’s very easy for him, very simple to look through what options he has. Right. Easy enough to go ahead and add any dependents that he may have here. Right now, he’s got a full family that he’s looking after. So as far as choosing some of these benefits out, relatively simple for him to go in. Now, let’s just say Antoinette, his wife, does not want coverage. Great. We can collect the reason that she’s waiving that coverage or if Russell wants to cover or not have that coverage himself because he’s covered on his wife’s plan, he can also very much waive coverage for the entire family. This way we can do those 1095s. We can fill that information out and make sure that we are covered from a compliance angle. Okay. We can easily compare plans. I know this is one of the biggest things I’ve been in the industry for over a decade, and I still don’t know how to read summary benefit documents. Right. This actually allows us to compare plans 1 to 1 next to each other. That way, there’s really no confusion as far as how we do look at the information that is being given to us here. All right. Otherwise, if I do choose a plan, it will update my running total as I go. So again, no confusion about how much I owe, how much I’m going to pay for these benefits. Relatively simple to go through. Choose a plan and I will. Harry, y’all and my spouse in here. And as we’re choosing other dependents, it’s also updating our amounts per period. Right. So, again, relatively simple to walk through for me. We can have underwriting questions in here if you’d like. We can have dental coverage based on medical coverage. So if I choose a certain medical plan and I need to choose a certain dental plan because of that, the system is smart enough to give us those options as we’re walking through. So, again, we do have a lot of capabilities. I know I’m only showing some of the very basic things, but we can do things like pet insurance or other fun insurance plans, ancillaries out there. We really do cover the whole gamut. We’ve been around for quite a bit of time. And this system and technology has also been around with us to grow in the industry. So there’s a lot of different things that we can do and accomplish from here. All right. So, Nick, I think that’s about my time now. I know, Nick. I always forget something, So I’m going to let you down. I did not cover.


Nick Smith, VensureHR No doubt. No doubt. Well, I’m going to say this to you, Jeremy. You did an amazing job. I love how, you know, the system allowed you to really look at the onboarding piece, the compensation PTO, as well as enroll in benefits. So, again, hopefully all of you business owners can see what we’re trying to do is provide technology that helps you manage your team members when it’s applicable, but allow them to have some self-service self-service options. Jeremy mentioned about going to get a mortgage verification of income. All of those things are important. And then one of the things that I love is when we go to the request PTO, just so we’re on the same page, we can estimate what it’s going to be in the future. And those are things that are really great because if you’re going to take that trip all the way out to the to Europe, because I know Miss Sarah would expect that from us and we would not bring penguins, by the way, but she would expect us to be there. We can actually look in the future and see what they would have for PTO to make sure that they can be it would be affordable and then they can actually keep getting their paycheck. So those are little things that are in a system that well thought out. And I think it lays out extremely well and I think is absolutely awesome. Unbelievable. Jeremy, like I said, great, great job


Nick Smith, VensureHR Okay. Well, let me say this, guys. We’re 48 minutes in. I do have some couple of housekeeping items that I want to go over. I just want to start off by thanking Sarah, Michelle and Jeremy. Clearly taking the time, being the people that you are doing the job that you’ve done and working together. Right. Again, to make sure that all of our new business partners or potential business partners are going to see it that way, actually understand kind of who we are. It’s this journey that we’re on together and really how we can support our clients even better for Ms.. Audrey. How about that? I just want to make sure that you guys know that we are honored to have you. I think the opportunity to have something like excuse me, have something like this, be transparent and put ourselves in a position where, guess what? Sometimes we are vulnerable. Audrey, I really love the fact that you asked those questions because this isn’t this isn’t meant to be just a feel good story is meant to be what really happens in the world. So again, thank you. Thank you. And thank you so much. But I will tell you, you see that on the left over there to the left. So we’ve got that post survey I talked about earlier. That Post survey is really, really important. And any questions. Right. Just kind of reach out to your business consultant. But we have got something I think is super cool, a solo stove, right? If you’re out there on the deck, you want to roast some marshmallows, I’m going to call it a dual solo stove, because again, you may want somebody out there with you so it can handle two people as well. But again, I think it’s super cool and it’s just a gift for us to say thank you. So I’d love for you to scan the QR code there in at bottom left so you can get access to the survey and then put your information in so we can actually ship this out to you. But I got to tell you, you have to put your information in there to actually get the solo stuff. Okay. All right. Awesome. I love our participants. I thank everybody for the time that they’ve taken. I will tell you, it’s been an honor for me. And I know it’s been an honor for the team to be here. Ventura is here to stay. And we really want to make sure that we make the right connections, understand what matters to you, and be excellent in terms of what we’re what we’re doing. I want to say thank you again to Miss Sarah. I see her come back on the screen. Made me smile just a tad bit. Michelle, you did an amazing job. Lanter Smith. That’s what I did. I paused all the time. And then Mr. Jeremy Fulmer, I want to tell you, there’s nobody better than you. I think we’ve got an A-Team here. And I think that when we actually ask ourselves, who do we want to be in the future? We want to be your partner, we want to earn your business, and we want to be the right thing, right? The right thing, right Doing the right thing. It’s hard sometimes, but doing the right thing is expected. And we’re going to do both. All right. Thank you very much for your time. Enjoy your day. Look forward to seeing you on our next one. That’s what I said. The next one. Yeah. All right. Great job, guys.

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