Same Partner.
Now on Payroll.
Talentology is now your Employer of Record across all 50 states. We don’t just source and manage your talent — we legally employ them on your behalf.
One contract. One invoice. One partner accountable for the entire engagement — from the booking to the W-2, from the first rehearsal to the final paycheck.
Booking talent is one thing. Employing them is another. The moment a talent walks on stage — or onto a multi-day shoot, a brand ambassador program, or a tour — your organization is exposed to three categories of risk that don’t go away when the event does.
Misclassification is the single largest contingent-workforce liability procurement teams face right now. The IRS, the Department of Labor, and the states are all enforcing harder. Every misclassified worker is a back-tax bill, a benefits claim, and a lawsuit waiting to happen.
The moment your talent crosses a state line — and they almost always do — you've triggered registration requirements, withholding obligations, and unemployment insurance contributions in a state your finance team probably isn't set up in.
Misclassification is the single largest contingent-workforce liability procurement teams face right now. The IRS, the Department of Labor, and the states are all enforcing harder. Every misclassified worker is a back-tax bill, a benefits claim, and a lawsuit waiting to happen.
“The exposure starts the moment your talent does.”
— Nikki O'Dell, Founder & President, Talentology
We Become the Legal Employer
The W-2 has our name on it, not yours. We absorb the legal employer relationship so your organization is never the employer of record for contingent talent.
We Become the Legal Employer
The W-2 has our name on it, not yours. We absorb the legal employer relationship so your organization is never the employer of record for contingent talent.
We Become the Legal Employer
The W-2 has our name on it, not yours. We absorb the legal employer relationship so your organization is never the employer of record for contingent talent.
We Become the Legal Employer
The W-2 has our name on it, not yours. We absorb the legal employer relationship so your organization is never the employer of record for contingent talent.
One contract. One invoice. One partner accountable for the entire engagement.
For procurement, this is two services consolidated under a single MSA. For HR and Finance, it's risk off your books. For your event and marketing teams, it's the same Talentology service they already love.
The model is simple. Four steps. You stay in the decision seat. We do the heavy lifting.
Your talent is identified and vetted through our Agency of Record service — the same partner, the same process.
We onboard the talent as W-2 employees under our entity. The engagement is governed by our employment infrastructure.
You retain full direction over the talent's work product and deliverables. We handle the employment relationship.
Payroll, taxes, withholdings, state filings, workers' comp, benefits, and compliance — all managed by Talentology.
Our Agency of Record (AOR) service is how you source and manage talent across all categories — speakers, entertainers, models, voiceover artists, and more — under one MSA. Pair it with EOR and you have the complete talent lifecycle covered: booking, vetting, execution, and employment.
An Employer of Record is a third-party organization that legally employs workers on behalf of a client company. Talentology becomes the legal employer — handling payroll, taxes, benefits, and compliance — while you retain full direction over the talent’s work.
A PEO co-employs workers alongside your company, meaning your organization retains employer liability. An EOR like Talentology is the sole legal employer — your organization has no employer relationship with the talent, which fully transfers the employment risk.
All 50 US states. We hold the registrations, the unemployment accounts, and the multi-state tax infrastructure so you don’t have to. If your talent crosses a state line — and they almost always do — we’re already set up.
Burdened rate. We mark up the talent’s gross compensation to cover employer taxes, workers’ comp, benefits administration, and our service fee. Predictable, line-item billable, no surprise true-ups at year-end.
Our standard MSA includes mutual indemnification with carve-outs for employment-related claims falling on our side as legal employer. We can review your existing MSA and align language accordingly.
Your next talent engagement is coming. The question is whether you’ll carry the employment risk — or transfer it to the partner who’s already set up to handle it across all 50 states.
Not a sales call — a working session where we map your current contingent workforce spend and show you exactly what risk transfer under Talentology looks like for your organization.
Your full-service operations partner. Talentology helps you deepen your access, engagement, and opportunities across local and global markets.
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