Gone are the days of payroll questions and stress. We accommodate all employee types and payment frequencies so you can refocus on the ideas that drive growth and profitability.
It’s tough competing for top talent these days. Finding and retaining the best people in your market means being able to offer premium benefits.
We keep clients protected and up to date on all existing and potential employment regulations and reporting practices. By keeping you ahead of the game, you can be on top of your market.
We help to ensure you have the right team through our employee management system, which focuses on every stage of the employment life cycle – Find, Develop, Direct, Motivate and Retain.
From new hire onboarding, handbook creation and compensation design to policies and procedures – let us be administrators so you can be an innovator.
If it's a one to 10 on satisfaction, Tilson is a 12.
Tony Alderson, President and Founder of Alderson Commercial Group
Employees
20+
Industry
Commercial Construction & Development
Problem
President and Founder of Alderson Commercial Group, Tony Alderson, wanted to optimize time spent on payroll and all other human resource issues and focus on his core business.
Solution
Alderson Commercial Group hired Tilson in 2007.
"Genius is the ability to crystallize complicated concepts into simple action. Go Slow to Grow Fast delivers this in spades."
Professor Philip T. Powell, Associate Dean of Academic Programs, Daniel C. Smith Faculty Fellow, Indiana University Kelley School of Business
In his acclaimed book, Go Slow to Grow Fast, Tilson CEO and Author Brent R. Tilson brings to life the classic challenge that all business leaders face as they push their businesses through the conflict of growth and business capability, often referred to as the S-curve life cycle.
Through a fable drawn from his work with hundreds of businesses over twenty-five years of experience, Brent creates a case study that will take you, along with the characters Frank and Susan, on a journey of self-discovery.
The practical tools, methodologies, and advice are thought provoking yet simple. Brent’s innovative use of a business’s “Lifeline,” combined with his “Quad 4” methodology, helps leaders gain an understanding of how their business is performing today, and creates a road map for the future.
As somewhat of an “accidental entrepreneur”, I knew what I was good at, I knew what I loved doing, I knew the value I created — but as we grew, I was less confident in how to support a small team in a small business who wanted (and deserved) big company benefits and HR support. I hired Tilson early on. They freed me to focus on my zone of genius (which has undoubtedly led to more dollars in my business) but they also made me a stronger leader and a less stressed, more competitive employer. As a small business owner you quickly learn the value of ROI. No question of the value and leverage they offer. This investment is a non-negotiable in our business.
As a new organization whose mission is to lead the effort to develop solutions to the substance abuse crisis in our community, it is critical that we focus our time and energy where we can have the greatest impact. Partnering with Tilson allows us to move forward with confidence, knowing that our HR and payroll needs are in the hands of experts.
Tilson has been an invaluable partner in navigating through the uncertainty of COVID-19. Our Tilson representative has been easy to contact, quick to reply, and instrumental in all our responses related to the pandemic. Tilson has been essential in guiding us through establishing precautions, changing to work-from-home procedures, and discussing how to phase employees back into the office environment when able. Tilson has brought us comfort in knowing that we are making the correct decisions for our employees.
Operating nationwide, Tilson provides a workforce management solution that offers services related to payroll, benefits, compliance, training and consulting, helping companies control costs with increased efficiencies and reduced risk, allowing them to focus on their core business.
Once they outsource, 97% of companies don’t bring HR back in-house.
