Recruiting Proposal · May 7, 2026
Your biggest HR risk is not
your next bad hire.
It is the one you
already let go.
We turn HR into your unfair competitive advantage.
You paid $22,000 to learn this. Here is the plan that makes sure your next hire is different, and the one after that, and the one after that.
1We heard you
Your story matters to us.
You started a tutoring company on your own. It was hard. You closed it after eight months.
Then you bought a Sylvan center. You hired a Director. She told you she had four years of experience. You paid her well. You paid for her move. You trusted her.
Three months later, you found out the truth at the Sylvan conference. She was not a Director before. She was an assistant. She lied on her resume.
"I don't want to make a mistake like this again."
What you told us on the callWe hear you. That is why this plan is built around one thing: helping you find people who are real, who fit, and who stay.
2Our plan
Here is exactly what we do.
For every person we help you hire, we do all of this. The same ten steps, every time. Not invented for you. Tested.
3What it costs
Three simple prices.
You only pay if your new person stays. If they leave in the first 60 days, we find someone new. No extra fee.
Director (we find them)
Director of Center
We do all the work. We find them on Indeed, LinkedIn, and other sites. We screen everyone.
20%
of one year's pay
Director (from your CareerPlug)
Director of Center
You already have people in your CareerPlug system. We screen them for you. Less work for us, less cost for you.
15%
of one year's pay
Tutor
Math, English, SAT, or any subject
Same flat price for every tutor. Easy to plan for. Easy to grow your team.
$5,000
per tutor
Quick example, with savings
If you pay your Director $75,000 for the year, you pay us $15,000 if we find them, or just $11,250 if they were already in your CareerPlug. That is $3,750 saved.
4Our promise
If they leave, we find someone new. Free.
This is the part that matters most. You said you do not want to pay for one person and then pay again for the next.
Our 60-day guarantee
If your new person leaves
in the first 60 days,
we find you a new one.
You do not pay another fee. We start the search again the same day. That is twice as long as most companies promise.
Here is the truth: hiring is hard. Even when you do everything right, sometimes a person leaves. We know this. So we built our work to make sure your person stays.
We do not just send you names and walk away. We help your new person start strong. We check in every week. We help if a problem comes up. That is why our 60 days work, even though other companies need 6 months.
5How we compare
You told us about another company.
They quoted you 25 to 30 percent, with a 6-month guarantee. Here is how their offer and our offer look side by side.
| The other company | Poprouser (us) | |
|---|---|---|
| Director fee | 25% to 30% | 20% (or 15% from your CareerPlug) |
| Tutor fee | Not clear | $5,000 flat per tutor |
| Guarantee | 6 months | 60 days, with weekly check-ins |
| What you get | Just names of people | Names + offer letter + onboarding + advice |
| Help if there's a problem | You handle it | We help you handle it |
The real difference
Their long guarantee sounds good. But it means they only show up if something breaks. We show up the whole time. That is why our 60 days are enough. We help your person stay so the guarantee never has to start.
6What we will not do
We are honest about our limits.
A lot of companies will say yes to anything to win your business. We are not one of them. Here are the things we will not do.
We will not say yes to a 1099 deal that breaks the law.
If your job must be W-2 by federal law, we will tell you. We may lose your business. That is okay. We will not put you at legal risk to win a contract.
We will not promise a 6-month guarantee we cannot keep.
Some companies promise long guarantees they have no plan to honor. We promise 60 days. We mean it. And we work the whole time so the guarantee never has to start.
We will not send you a bad person just to send you someone.
Some weeks we will have nobody worth your time. We will tell you that. We will not send you a weak candidate to make ourselves look busy.
We are not a staffing firm. We are not a PEO. We are not your standard recruiter.
We do not rent you people. We do not take over as your employer. We help you build a real team that you own. There is a difference. It matters for your business.
7Important: contractor or employee?
You said you want 1099. Let us be honest with you.
A 1099 worker is a contractor. A W-2 worker is an employee. You told us you want everyone as 1099 to keep things simple. We understand why.
But the law has rules.
What can go wrong
Some workers must be W-2 by federal law. The U.S. Department of Labor decides this. Not your contract.
If you call them 1099 when they should be W-2, three bad things can happen:
1. The worker can sue you for back pay and benefits.
2. The IRS can fine you.
3. You could pay more than you saved.
This is what happened with your last Director. You ended up paying more to settle.
A safer way: EOR
We have a partner that can help. It is called an Employer of Record, or EOR for short.
Here is how it works:
• Your worker is a W-2 employee.
• But not through your company.
• Through the EOR partner.
• They handle the paperwork, the taxes, and the rules.
• You have no legal risk.
• The worker gets the protection of W-2.
It costs a little more. But it keeps you safe. Ask us if you want to know more.
8Talk to your lawyer first
Four questions to ask.
You said you want to talk to your lawyer before you choose. That is smart. Here are four questions to ask them.
"In Florida, which jobs can be 1099 contractors? Which ones must be W-2 employees by law?"
"For my Director of Center role, with the work I described, must they be W-2?"
"Could I use an Employer of Record (EOR) for my workers? What are the pros and cons?"
"What rules should be in my employment agreements to protect me in Florida's at-will state?"
Tip: Ask for the answers in writing, like email. So you can read them again later.
9Want more help? (Optional)
Hiring is just the start.
Finding a good person is one thing. Keeping them is another. We can help with both. These are extra services. You do not have to take them now. Just ask if you ever want them.
Employee Handbook
The rules for your team. How to act. What to wear. How to talk with parents and students. Protects your business when problems happen.
Onboarding Plan
A real plan for your new person's first 30, 60, and 90 days. So they know what good looks like. So they want to stay.
Tutor Safety Policies
Rules for how tutors talk with students. How to text. What is okay and what is not. Keeps everyone safe. Keeps you safe too.
Monthly HR Check-Ins
A real person to call when you have a question. A monthly review. Help with hard conversations before they get too hard.
10What happens next
Five simple steps.
11Sign here to start
Ready when you are.
Choose how you want to begin. Fill in your details. Click submit and we get an email the same minute.
A note from us
Gulnara, we are glad you came back.
You came back to us on your own. You did not have to. That tells us you trust us enough to listen.
We will not waste that trust.
Take your time with the lawyer. Ask the hard questions. When you are ready, we are here. By email. By phone. By Slack. Whatever works for you.
Mohales (Mo)
Principal People & HR Consultant · Poprouser
Email: hello@poprouser.com · Phone: 786.291.0109
Cody Bess, our Chairman, is also on this with us. He remembers your first call in 2024.
Poprouser, Inc. · People Operations Consulting · 66 W Flagler ST, Suite 900, Miami, FL 33130 · (786) 558-3730
Confidential. This document and all accompanying documents are confidential. The recipient should not reproduce documents in any form, nor distribute outside their intended use to others without express written permission from Poprouser Inc. Prepared for Gulnara Zholdasbay · May 7, 2026.