HR Audit · any state · firms of 10–150
Nine areas. Every state. One fixed price.
For law, CPA, engineering, and medical firms of 10 to 150. Nine areas checked, in every state you employ in.
Free. 20 minutes. No pitch deck. You leave with a scope, a price, and a date.
Subject: 42-person CPA firm · Charlotte HQ · Fort Mill, SC office · 2 remote in GA. Sample, anonymized.
+4 more areas · leave, records, safety, offboarding3 fail · 3 watch · 3 pass
Pricing
One fixed fee, by headcount.
Quoted on the scope call and never changed mid-engagement. Every state you employ in is priced into the band.
10–25 employees
$2,500
fixed fee · report in 2 weeks
- Nine areas, 41 checks
- 3 interviews
- Load Report + 90-day plan
- Every state you employ in
26–75 employees
$4,000
fixed fee · report in 2–3 weeks
- Nine areas, 41 checks
- 4 interviews + manager survey
- ACA and ALE modelling
- Load Report + 90-day plan
76–150 employees
$6,000
fixed fee · report in 3 weeks
- Nine areas, 41 checks
- 6 interviews + department sampling
- Comp band review
- Load Report + 90-day plan
Every state you employ in is included. No per-state add-on. Over 150 employees, we quote it on the call. The fee is agreed on the scope call and never changed mid-engagement.
Who it's for
Book the audit, or don't. We'll say which.
Book the audit if
- You have 10 to 150 employees, in one state or twenty.
- Nobody on staff has "HR" in their title, or one person has all of it.
- You're about to hire fast, hire remote in a new state, or leave a PEO.
- A partner, board, or buyer asked "are we compliant?" and nobody could answer with a document.
Don't book it if
- You have under 10 employees. Call (704) 787-1261 and we'll send the multi-state checklist instead of selling you an audit.
- You need a workplace investigation or litigation support. We refer to employment counsel; ask on the call and we'll make the introduction.
- You want a PEO quote and nothing else. That's free either way, and it doesn't start with an audit.
Sample · anonymized
What a Load Report looks like.
A 42-person CPA firm: Charlotte HQ, a Fort Mill, SC office, and two remote staff in Georgia. Three fails, three watches, three passes. Open any line to see the finding, the rule, the fix, who owns it, and how big it is.
Free · 20 minutes · no pitch deck. The report itself lands 2–3 weeks after that call.
Subject: 42-person CPA firm · Charlotte HQ · Fort Mill, SC · 2 remote GA. Nine areas, 41 checks.
01 Hiring, I-9 and E-VerifySC office not enrolled in E-Verify Fail
- Finding
- Six hires made from the Fort Mill office with no E-Verify case; three I-9s missing a Section 2 date.
- Rule
- SC Code §41-8-20 (all SC employers, within 3 business days) · 8 USC 1324a
- Fix
- Enrol the SC location, run an internal I-9 audit, correct and memo every error found.
- Owner
- Office manager, with Pillar
- Size
- Project · week 1
- Exposure
- Priced in your report from the current federal per-form penalty table.
02 Classification and wage-hour2 paralegals exempt without a duties test Fail
- Finding
- Two paralegals treated as exempt on title alone. No duties test on file; timekeeping stopped at salary.
- Rule
- 29 CFR 541 (salary and duties) · NCGS 95-25
- Fix
- Run the duties test, reclassify, reconstruct hours, pay the back overtime, brief the managers.
- Owner
- Managing partner + payroll
- Size
- Project · week 2
- Exposure
- Back overtime for two staff, calculated in the report.
03 Handbook and policies2019 handbook, no REDA or SC wage-notice language Watch
- Finding
- Handbook last revised 2019. No NC REDA language, no SC seven-day pay-change notice, no remote-work or AI-use policy.
- Rule
- NCGS 95-241 (REDA) · SC §41-10-30
- Fix
- One handbook, two state addenda, acknowledgments re-signed by everyone.
- Owner
- Pillar drafts, partners approve
- Size
- Project · week 4
04 Payroll and tax registrationsBoth states registered, withholding current Pass
- Finding
- NC and SC withholding and unemployment accounts active. New-hire reporting filed in both states. Georgia registered for the two remote staff.
- Rule
- NC-BR · SC WH-1605 · state new-hire reporting
- Fix
- None. Re-check at the next out-of-state hire.
- Owner
- Controller
- Size
- DIY · ongoing
05 Benefits, ACA and COBRA48 FTEs · ALE status within one hire Watch
- Finding
- 48 full-time equivalents. One more hire makes the firm an applicable large employer, with offer, affordability and 1095 duties nobody has scoped.
- Rule
- IRC 4980H · ERISA notice requirements
- Fix
- Monthly FTE count, affordability test, 1095 process ready before the 50th hire.
- Owner
- CFO, with the benefits broker
- Size
- Project · week 6
06 Leave and accommodationsLactation space documented Pass
- Finding
- Under 50 employees, so no FMLA duty yet. PWFA and SC accommodation practice documented; lactation space named and private.
- Rule
- FMLA at 50+ · PWFA · SC Pregnancy Accommodations Act · Lactation Support Act
- Fix
- None. FMLA policy drafts at 50 employees.
- Owner
- Office manager
- Size
- DIY · ongoing
07 Records, retention and privacyMedical files mixed into personnel files Fail
- Finding
- Health forms, accommodation notes and one FMLA certificate filed in the general personnel folders. No retention schedule.
- Rule
- ADA confidential file rule · 29 CFR 1602
- Fix
- Split the files, restrict access, apply a written retention schedule to applications, payroll and terminated files.
- Owner
- Office manager
- Size
- DIY · week 3
08 Safety and workers' compPolicy current in both states Pass
- Finding
- Coverage in force above both state thresholds. Posters current at both offices; no recordable injuries in the period.
- Rule
- NCGS 97 (3+ employees) · SC §42 (4+) · OSHA 300
- Fix
- None. Add the GA remote staff at renewal.
- Owner
- Controller
- Size
- DIY · ongoing
09 Offboarding and final paySC 48-hour final pay not in the checklist Watch
- Finding
- One separation checklist for both states. It follows the NC next-payday rule, which is late in South Carolina.
- Rule
- SC §41-10-50 (48 hours or next payday) · NC next regular payday
- Fix
- Two-state separation checklist: final pay timing, device return, access removal, waiver language reviewed.
- Owner
- Office manager
- Size
- DIY · week 5
90-day plan attached · every finding has an owner and a weekReviewed with your counsel
Free · 20 minutes. Your report is scoped to your states and your headcount, at a fixed fee.
What we inspect
Nine areas, 41 checks, one score each.
Compliance, worker classification, handbook, payroll and benefits, I-9s, leave, records, safety, and state filings. Every area gets a pass, a watch, or a fail, and every finding cites the federal or state rule behind it.
Free · 20 minutes. Tell us your states and we price the audit on the call.
Twenty-six of the 41 checks are listed below. The rest are state addenda, one set for every state you employ in. Pillar is not a law firm; findings are written to be reviewed with your counsel.
01Hiring, I-9 and E-Verify3 checks
- I-9 on file for every active employee, and E-Verify enrollment against each state's threshold (mandatory in 20+ states for some or all employers).
- New-hire reporting filed within 20 days in each state.
- Background-check consent and adverse-action letters (FCRA).
02Classification and wage-hour6 checks
- Exempt roles pass both the salary and the duties test.
- Overtime, comp time, and on-call practices for non-exempt staff.
- Independent contractors tested against IRS and state standards.
- Written wage notice at hire and on change, per state (SC 7 days; NY, CA and others have their own forms).
- Pay frequency, paystub content, and paid-sick-leave rules per state.
- Compensation bands exist and pay equity was checked in the last 2 years.
03Handbook and policies4 checks
- Handbook: at-will, anti-harassment, complaint path, state addenda, leave, remote work, AI use.
- Acknowledgment signatures on file for the current handbook.
- Job descriptions exist and match what people actually do.
- Performance and discipline documentation is consistent across managers.
04Payroll and tax setup2 checks
- Withholding and unemployment registrations active in every state with an employee.
- PEO or payroll vendor contract: renewal date, fees, exit terms.
05Benefits, ACA and COBRA3 checks
- ACA applicable-large-employer count and 1095 filings.
- COBRA or state continuation notices issued on every qualifying event.
- Section 125 plan document exists and is current.
06Leave and accommodations2 checks
- FMLA eligibility (50+) and posted notices.
- Pregnancy and lactation accommodation practice, and the space itself.
07Records, retention and privacy2 checks
- Personnel, medical, and I-9 files kept separately.
- Retention schedule applied to applications, payroll, and terminated files.
08Safety and workers' comp2 checks
- Workers' comp policy in force per state threshold (NC 3+, SC 4+, most states 1+).
- OSHA 300 log and required posters, in every state.
09Offboarding and separation2 checks
- Termination checklist: final pay timing, device return, access removal.
- Separation agreements reviewed for age-discrimination waiver language.
Free · 20 minutes. The state addenda for your states are priced into the same fee.
The process
Scope call to Load Report in three weeks.
Kick-off is the day of the scope call. The report lands on day 21. About four hours of your team’s time in between, and we tell you which four people we need.
Scope call
Twenty minutes. Headcount, states, systems, and what keeps you up. You get the fixed price on the call.
Document pull
Secure upload: handbook, payroll registers, I-9s, benefit plans, job descriptions, separation files. We send the list; you assign one person.
Review and interviews
Nine-area review against federal rules and every state you employ in, plus four 30-minute interviews with the people who run HR day to day.
Load Report
Ninety-minute walkthrough with the owners. Every finding has a rule, a fix, an owner, and a week. Free PEO comparison if that turns out to be the fix.
Day 1 starts when you book. Free · 20 minutes · nothing to prepare.
Who does the work
Three people, and you meet all of them.
Pillar is founder-led. The person who scopes your audit is the person who writes your report.
“I ran a company and paid the payroll fines myself. Pillar is the firm I needed then: someone independent who checks the whole structure and tells you what it costs to fix, before you sign anything.”
Caleb Sherrill · Founder & CEO · Charlotte, NC
- Firms served: law, CPA, engineering and architecture, medical and dental, RIAs, and nonprofits, from 10 to 150 employees.
- Where: Charlotte, NC headquarters; the audit covers every state you employ in, with no per-state add-on.
- Not a law firm. Findings cite the rule so your counsel can verify them, and we refer investigations and litigation out.
Free · 20 minutes · no pitch deck. Caleb takes the call himself.
What we put in writing
Three promises you can hold us to.
Each one is in the engagement letter, and each one is checkable against the report you receive.
Process guarantee
Fixed fee quoted on the scope call, never changed mid-engagement.
- $2,500, $4,000, or $6,000 by headcount band
- Every state you employ in, no per-state add-on
- Written Load Report and a 90-minute findings call, both included
Emily SnooksChief Operating Officer · owns deliveryWhat the document does
Every finding cites the rule, so your counsel can verify it in minutes.
- Nine areas, 41 checks, each scored pass, watch, or fail
- Rules named: 29 CFR 541, 8 USC 1324a, IRC 4980H, plus each state’s code
- Every finding carries a fix, an owner, and a week
Caleb SherrillFounder & CEO · runs the auditWho you deal with
You talk to the founders, not a rep.
- Independent: not a PEO, no software licence to sell you
- PEO comparison is free to you and paid by the provider, disclosed in writing
- If we are not the right fit we say so on the call and point you elsewhere
Josiah SherrillFounding Account Executive · your first callClient quotes are being collected now. Each one replaces a card above, in place, with a name, a role, a firm, and a number.
Free · 20 minutes. You get the fixed price on the call, not in a proposal next week.
Money, in plain terms
How we get paid on this one.
No hourly rate, no line items added later, and one place where somebody else pays us.
After the report
Three things can happen, and one of them is nothing.
The audit is a finished product. It does not roll into anything unless you ask it to.
You run the plan
The 90-day plan names an owner and a week for every finding, so an office manager can work it without us. Plenty of firms do exactly that, and we hear from them at the next out-of-state hire.
Cost after the audit$0
You hand us the projects
Handbook and state addenda, an FLSA classification review, I-9 remediation, comp benchmarking. Each is quoted as a fixed-scope project off the findings, and you pick which ones.
Per project$1,500–$7,500
You keep us monthly
Fractional HR: a senior lead for 8, 20, or 40 hours a month. Month to month, and it does not start automatically at the end of an audit.
Per month$2,000–$6,000
The audit fee is the same in all three cases. Nothing renews unless you sign for it.
FAQ
Questions before booking.
How much does an HR audit cost?
A fixed fee: $2,500 for 10 to 25 employees, $4,000 for 26 to 75, $6,000 for 76 to 150. Quoted on the scope call, never changed mid-engagement. Every state you employ in is priced into the band. Firms over 150 employees get a custom quote.
Is the audit privileged?
No. If you want privileged findings, we run the audit under your employment counsel's engagement, at the same fee. Ask on the scope call and we'll set it up that way.
How long does it take?
Two to three weeks from document upload to the Load Report walkthrough. Your team's total time is about four hours.
Is this a pitch for a retainer?
No. The audit is a fixed-fee product and it ends with the report and the 90-minute findings call. Some firms hand us the projects afterwards, some keep us on as fractional HR, and some run the 90-day plan themselves. The audit fee is identical in all three cases, and nothing renews automatically.
What if you find nothing?
You get the same report, with nine areas marked pass and the rule each one was checked against, which is the document a partner, a board, or a buyer actually wants to see. The fee does not change. If the scope call suggests you are already in good shape, we will say so before you book.
Do you work outside North Carolina?
Yes. Charlotte is the headquarters and the one place we routinely meet in person. The audit runs remotely and covers every state where you have an employee, including remote hires, priced into the same fee with no per-state add-on.
Will you tell us to buy a PEO?
Only when it's the cheapest fix for what we found, and we'll show the math. The PEO comparison is free and provider-paid; the audit fee doesn't change either way. Our commission disclosure is in every engagement letter.
What if we already use a PEO?
The audit still applies. A PEO handles payroll and benefits; classification, handbook practice, manager behaviour, and records are still yours. We also audit the PEO relationship itself: fees, renewal terms, and service gaps.
Book
Caleb SherrillFounder & CEO · takes the call himself
Get your fixed quote on a 20-minute call.
Pick a time below. The calendar lives on this site, so nothing gets lost between here and your inbox.
Free. 20 minutes. No pitch deck. Nothing to prepare.
Or call (704) 787-1261Mon–Fri 8:00–6:00 ET · info@pillarpeo.com
title attribute, a skeleton loading state, and a mobile height rule.
Headcount, states, and trigger post into the booking as hidden fields, so the calendar does not fill with 8-person firms.
The confirmation screen shows Josiah’s photo and name, so the buyer knows who is joining the call. GA4 meeting_booked fires on the HubSpot postMessage callback. No off-site redirect.
- Fixed fee quoted on the call, never changed mid-engagement.
- Written Load Report and a 90-minute findings call, both included.
- PEO comparison: you pay us nothing; the PEO does, disclosed in writing.