College Weekly's swipe-through on how a CU Boulder student turned a free sample into the LSC100 brand.

LSC's own founder-story reel, posted on @takelsc at launch in September 2026.

BroBible on how Chris ran into his old boss in Aspen, pitched the product, and ended up on the team.

Markerly on how creators went from sponsored posts to owning consumer brands, often with demand built in before launch.

HBR on why famous faces stopped endorsing brands and started building their own, and what it takes to last.

B&T on why a creator's own product lands like a friend's recommendation instead of an ad.

Fans shop the exact parts from each stock-vs-modded build; took eBay Motors from #6 to #1 parts channel on YouTube.

Three YouTube creators modded one 1979 Bronco with eBay parts, then fans shared their own builds; +19.4pt purchase intent.

Collectors played VR games inside the eBay Vault, then deposited 1,900+ cards worth $25M in five days.

Fans won one of 100 numbered sneaker stands by beating creator trivia; $30K raised for an art program.

A March Madness-style bracket drew 2.2M fan votes; the winning shoe dropped and sold out in under 60 seconds.

Followers hunted hidden sneakers inside a Mike Perry artwork; 1.4M engagements and a Shorty Award win.

Begin with the tasks and information your team handles every pay cycle, rather than a software feature list. Map how employee details, working hours, pay changes, benefits deductions, and reports move between people and systems. Identify duplicate entry, unclear approvals, and missing integrations before comparing platforms. Implementation support, data access, and ongoing service matter alongside the software itself. Explore the PEO Benefit Partners systems guide, then talk with us about the technology and support that would fit your workflow.

A payroll system should fit the way your workforce operates. Review pay schedules, timekeeping, employee locations, deductions, benefits connections, reporting, and access controls. Ask how information moves between systems, how errors are corrected, and what support is available when a deadline is close. Software features matter, but so do implementation and ongoing responsibilities. Explore this PEO Benefit Partners guide, then talk with us about whether your current payroll setup can support your business’s next stage.

Time tracking should help approved hours reach payroll accurately without repeated manual entry. Review how your system handles different schedules, overtime, paid leave, missed punches, and manager approvals. Check whether it connects with your PEO or payroll platform, what still needs manual correction, and whether integration or support carries additional fees. A system that works for one location may become harder to manage as your workforce grows. PEO Benefit Partners helps employers consider timekeeping alongside their wider payroll and HR needs. Explore what to check, then talk with us about where your process gets held up.

Payroll problems can start before a payment is calculated: incomplete employee records, incorrect hours, missed changes, or unclear handoffs can all create issues. Review how time, pay rates, deductions, employee changes, and filings are checked and approved. Identify who investigates discrepancies and how corrections are documented. Use the PEO Benefit Partners payroll risk checklist to organize the review, rather than treating it as a formal compliance determination. Open the checklist, then talk with us about the process gaps you find.

Frequent corrections, repeated data entry, difficult reporting, and manual benefits checks can signal that your payroll setup needs attention. Investigate whether the cause is software, configuration, unclear processes, or insufficient support before replacing the platform. A new system will not resolve every workflow problem on its own. Document the tasks taking the most time and the requirements your next stage will add. Explore the PEO Benefit Partners article, then talk with us about the payroll structure that would support your growth.

Managing employees across multiple states calls for a coordinated approach to payroll, HR policies, benefits, and workers’ comp. Start with an accurate record of where employees live and work, then review whether your current providers support those locations. Ask how state-specific requirements are identified, who manages registrations and updates, and how changes reach payroll and employee records. Clarify the responsibilities your business retains and where specialist advice may be needed. PEO Benefit Partners helps employers assess whether their payroll, PEO, or HR arrangement fits a geographically spread workforce. Explore the multi-state payroll guide, then talk with us about where your employees work and what is changing.

A PEO transition needs a coordinated plan for employee information, payroll setup, benefits enrollment, system access, and staff communications. Before agreeing to a start date, confirm who owns each task, what information is required, and how the first payroll and coverage dates will be checked. Timing varies with the provider and your business’s complexity, so a published timeline is a planning guide rather than a guarantee. Explore the PEO Benefit Partners onboarding guide, then talk with us about the dependencies and questions to resolve before making a change.

Payroll problems can start before a payment is calculated: incomplete employee records, incorrect hours, missed changes, or unclear handoffs can all create issues. Review how time, pay rates, deductions, employee changes, and filings are checked and approved. Identify who investigates discrepancies and how corrections are documented. Use the PEO Benefit Partners payroll risk checklist to organize the review, rather than treating it as a formal compliance determination. Open the checklist, then talk with us about the process gaps you find.

Even when HR tasks are shared or outsourced, someone inside the business needs clear responsibility for decisions and follow-through. Define who approves changes, supports managers, handles employee concerns, and coordinates with payroll, benefits, and outside advisors. Then assess whether your leadership needs dedicated HR expertise, additional administration, or both. Clear ownership makes it easier to identify the support that is missing. Explore the PEO Benefit Partners HR leadership guide, then talk with us about a structure that fits your business.