How does AllWork's management software work?

AllWork equips your team with mobile-friendly tools for scheduling, attendance, timesheets, budgeting, and reporting. Managers use the mobile app to send shift requests, approve timesheets, and share information with field teams. The talent app uses GPS verification to confirm attendance. The budgeting platform replaces spreadsheets with a real-time planning system, and in-depth reports capture freelancer productivity and talent spend.

What services does AllWork provide?

AllWork handles classification of talent as W-2 or 1099 workers, payroll and HR responsibilities, onboarding tasks (i9 verification, W-2 paperwork, direct deposits, work visa applications), health benefits for eligible freelancers, compliance with federal/state/local labor laws, and training and support for managers and field talent.

Do you pay workers as W-2 or 1099?

AllWork supports both W-2 employees and 1099 independent contractors. We help determine the correct classification based on your workforce model and ensure everything is set up in a compliant way.

Why should I worry about worker classification?

Misclassifying workers can result in serious penalties including a $50 fine per missed W-2 form, penalties up to 3% of wages plus up to 40% of unwithheld FICA taxes, and up to 100% of matching FICA taxes owed. If the IRS finds intentional violations, fines from the Department of Labor, IRS, and state agencies can total millions of dollars. Companies may also face lawsuits from misclassified workers.

Is AllWork a staffing agency?

No, AllWork is not a staffing agency. You bring your own talent, and AllWork handles the rest — payroll, compliance, HR, and management tools — without the expensive premiums of a traditional staffing agency.

How does pricing work?

AllWork uses a transparent pricing model with two components: a monthly software fee per active user and a percentage-based service fee on wages for workers paid through the platform. This covers workforce management, time tracking, payroll, compliance, and support with no hidden fees.

Is AllWork an employer of record (EOR)?

Yes. For all W-2 employees, AllWork becomes the legal employer on paper, handling payroll, taxes, benefits, and compliance, while you maintain day-to-day oversight of your team.

Is AllWork an agent of record (AOR)?

Yes. AllWork offers Agent of Record (AOR) services for 1099 independent contractors, handling onboarding, tax documentation, compliance checks, and payments to ensure your contractor workforce is properly classified and compliant.

How can managers and talent access AllWork?

Managers and talent access AllWork via mobile apps (iOS and Android) and a desktop platform. Managers can schedule shifts, communicate with talent, manage budgets, and approve timesheets. Field talent can accept bookings, submit timesheets, receive notifications, and have attendance confirmed via GPS.

How is AllWork different from competitors?

AllWork is an all-in-one platform covering payroll, benefits, compliance, HR, onboarding, scheduling, budgeting, reporting, and communication — so brands don't need to pay for multiple separate tools. This helps manage talent, measure results, and improve ROI on labor spend.

How do I schedule a demo?

Visit https://allworknow.com/schedule-a-demo/ to contact the sales team and schedule a demo of the AllWork platform.

Choosing the Right Model for Managing and Paying Flexible Workers | Allwork

Choosing the Right
Model for Managing and
Paying Flexible Workers

What are the real advantages and limitations of using an EOR vs. PEO vs. staffing agencies, and how do you make sure the model you choose delivers business value while managing cost and risk?

Choosing the Right Model — A practical buyer's guide

Purpose-built for flexible work, AllWork gives you one platform to onboard, manage, and pay any type of worker.

This Buyer's Guide draws on AllWork's experience helping mid-to-large companies manage flexible workers at scale.

You'll learn how to:

Compare staffing firms, MSPs, payroll providers, EORs, and AORs.

Match worker types to their compliance, payment, and documentation requirements.

Spot common classification risks, onboarding gaps, and spend visibility issues.

Choosing the Right
Model for Managing and
Paying Flexible Workers

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