You didn’t start your company to manage HR. We did.

From Workers' Comp Crisis to Full HR Confidence

How Simploy gave Bluegrass & Weedman an entire HR department — without the overhead of hiring one.

When Bluegrass & Weedman experienced a sharp spike in workers' compensation premiums, CEO Buddy DeLong faced a critical decision: hire a dedicated HR executive at $50,000+ per year, or find a smarter solution. Managing 150+ seasonal and full-time employees in a physically demanding industry meant HR wasn't optional — it was essential. Buddy needed expert compliance support, employment liability protection, and a team he could trust.

Simploy stepped in as a full PEO partner, instantly providing Bluegrass & Weedman access to an entire HR team: payroll administration, workers' compensation management, compliance guidance, and proactive HR advisory. Rather than a single hire, Buddy gained an entire department at a fraction of the cost. When a difficult employee termination arose, Simploy guided the company through every step, protecting the business from liability.

Multi-State Payroll, Zero Headaches

How a small concrete company with a nationwide footprint solved complex HR with one trusted partner.

Always Hard Concrete builds concrete skateboard parks across the country, which means their small crew works in multiple states simultaneously. As the sole office manager, CEO Lily Bedwell was overwhelmed by multi-state payroll complexity: different tax registrations, varying compliance requirements, and no clear HR infrastructure for field crews. Without a dedicated HR background, she needed a partner who could make it simple, and human.

Through a personal connection, Lily discovered Simploy and found exactly what she needed: a team that took the multi-state complexity completely off her plate. Simploy handled payroll processing and tax filings across all active states, rebuilt Always Hard Concrete's employee handbook from the ground up, and established benefits access for field employees who previously had none. The Simploy team became a genuine extension of her office.

Streamlined HR for St. Louis's Fastest-Growing Contractor

A. Eiler Construction stopped juggling fragmented HR vendors and started focusing on what they do best — building.

As St. Louis's fastest-growing private company, A. Eiler Construction was scaling fast, but their HR infrastructure wasn't keeping up. Benefits were spread across unconnected vendors, 401(k) administration was siloed, and certified payroll reporting for government construction contracts consumed hours of manual work every pay period. COO Wayne Martin needed to consolidate, automate, and reduce liability before the fragmentation became a serious problem.

Simploy stepped in as A. Eiler's single HR partner, centralizing everything under one roof. Certified payroll was automated and fully managed by Simploy. Benefits, 401(k), insurance, and workers' compensation were consolidated, giving employees a single self-service app for everything. The result was a leaner, more compliant HR operation that scaled with A. Eiler's rapid growth.

From Handwritten Checks to Three Locations

How Simploy took payroll, HR and compliance off two owners' plates so The Fattened Caf could scale from a farmers market pop-up into three St. Louis locations.

The Fattened Caf began in 2019 as a farmers market pop-up run by two people who still held full-time jobs, and by the time it reached eight or nine employees Darren and Charlene Young were covering every function the business required at once. Charlene was writing payroll checks by hand and already losing track of them, while tax filings neither owner was trained to handle were routinely going out wrong. That was survivable for a pop-up, but it stopped being survivable in 2023, when the Washington University location opened and the business had to staff up almost immediately.

Simploy arrived at the moment of expansion and absorbed the ramp entirely. Payroll moved off Charlene's desk, filings and withholdings went to specialists, and HR support came with it: guidance on what to legally say and do, plus the FMLA, PTO and time-off situations that come with employing people whose lives do not fit a schedule. Simploy also breaks labor cost out by location, including fees, taxes and workers' compensation, so the owners can evaluate each anchor week by week against inventory and revenue.

314, Not 800

A former tech executive built his founding sales team without hiring a single HR person, or spending an hour on the function himself.

After raising a round of investment, Tim Hudson was ready to hire the two to three salespeople who would become his founding inside sales team, and he knew exactly what that required: job postings, an employee handbook, applicant tracking, payroll, workers' compensation and multi-state compliance for the people he would hire outside Missouri. He also knew what he was not willing to do, which was stand up an in-house HR function he had neither the capital nor the time to staff correctly.

Tim searched for a PEO the way he sourced every other vendor, St. Louis first, and found only two local options, one of which never properly returned his call. Simploy's tagline landed, and so did the line about being 314 rather than 800. After one call with Lewis Marty and a single in-person meeting, Simploy took the whole function: postings, handbook, the recruitment pipeline, payroll, multi-state compliance, reimbursement, mileage, bonus compensation, performance management and termination support.

The One Thing She Will Not Improvise

Why an advisor with three decades in risk management and a master's in HR management hands her clients' payroll to Simploy.

Wendi Chapin has run payroll herself and audited it before it went to the IRS, which is exactly why she will not improvise with it on a client's behalf. Her work as an advisor and fractional CFO puts her inside businesses that are growing fast and hiring quickly, and when those clients need payroll and HR handled she is not willing to hand them to a platform that treats them like ticket numbers. She needed a partner who shared her standard.

The first introduction came through Lewis at Simploy, around a real problem: one of Wendi's clients, an electric contractor, was losing technicians faster than he could replace them. She asked whether Simploy could build employment testing into the interview process, combining instruments like MBTI and DISC. They did, and they reviewed and refined the employee handbook the contractor still uses today. What started as a hiring question grew into payroll and HR.