Ryan Batchelor

🌵 Everything’s bigger in Texas, including the #HR challenges. From compliance complexity to hiring headaches in a competitive market, Texas business owners are juggling more than ever. Our latest blog breaks down 5 key HR issues impacting #SMBs across the state and how a #PEO like ExtensisHR can help you overcome them with confidence: https://ow.ly/KncE50VH7Te #HRoutsourcing #texasbusiness #humanresources #TexasSMB

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Thinking of expanding in the Texas market? Some exciting insights into why tech companies are flocking to Texas for expansion and innovation! 🚀 - Business-Friendly Environment: Texas offers a conducive environment for businesses with its favorable tax regulations and minimal bureaucratic hurdles. - Access to Talent: The state's flourishing educational institutions are producing a robust pipeline of tech talent, ready to tackle the industry's toughest challenges. - Cost of Living: Texas cities offer a more affordable cost of living compared to traditional tech hubs, making it easier for companies to attract and retain top professionals. - Infrastructure and Connectivity: With investments in high-speed internet and state-of-the-art infrastructure, Texas is well-equipped to support tech innovations. Are you looking to expand your tech teams in Texas? Let's connect and discuss how we can help you find the right talent. #TechExpansion #Innovation #TexasTech

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Texas HR laws offer flexibility—but they also require strategy. From at-will employment to optional workers’ compensation, Texas businesses operate under a unique set of regulations that can impact compliance, risk, and workforce management. In our latest blog, we break down five key HR laws that every Texas employer should understand. Whether you're expanding into the state or already managing a team here, knowing the rules is essential to protecting your business and your people. SWBC PEO helps employers navigate the Texas regulatory landscape with confidence, clarity, and compliance. Check it out! https://swb.us/45MTOn0 #TexasHR #SWBCPEO

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Building a skilled workforce isn’t just about training. It’s also about creating the right conditions for companies to stay competitive. Oklahoma does both. ⬇️ Alongside Oklahoma CareerTech, one of the strongest hands-on training networks in the country, the state offers numerous incentives that directly reduce labor costs and make it easier for companies to scale. From job creation incentives to specialized tax credits for aerospace engineers and critical tech roles, Oklahoma treats workforce as a strategic investment, not an afterthought. Listen as Oklahoma Department of Commerce CEO John Budd breaks down some of the state’s most impactful hiring incentives. Learn more about at the link in the comments.

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Key Takeaways from Guidant Financials’ 2025 Small Business Trends Report Guidant Financial is one of the biggest lenders in the franchising industry, which makes their annual Small Business Trends Report a must-read. FranNet of Dallas/Fort Worth/Oklahoma reviewed the survey’s results and provides key takeaways in the latest edition of our blog​ - https://lnkd.in/gjijZpfA Let us know your thoughts in the comments below. 👇 #DFWFranchiseExperts #GuidantFinancial #2025SmallBusinessTrendsReport

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🤔 Worried that partnering with a PEO means losing your HR team? It’s actually the opposite.​ ​A PEO reduces administrative work so your HR professionals can focus on strategy and people. They gain time for the projects that move your business forward.​ ​💪 It’s not a replacement. It’s reinforcement.​ ​→ Discover more myths and the truth behind them:​ https://bit.ly/429K7wT #HRSupport #BusinessGrowth #PeopleFirst #InsperityBlog

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𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗖𝗵𝗮𝗿𝘁 One of the biggest challenges from our EOS Focus Day was rethinking how to structure our accountability chart. Most businesses are built around three main functions: 𝘀𝗮𝗹𝗲𝘀, 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀, 𝗮𝗻𝗱 𝗳𝗶𝗻𝗮𝗻𝗰𝗲. For us at North Texas Trailers, the picture is a little more complex. We really have two main revenue streams: 1. Selling trailers 2. Servicing and repairing trailers (with parts bundled in) Some dealerships split parts into its own revenue stream, but we combine them with service. Still, I kept coming back to this question: 👉 Should we organize by 𝗿𝗲𝘃𝗲𝗻𝘂𝗲 𝘀𝘁𝗿𝗲𝗮𝗺 or by 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻? Because selling and marketing applies equally to both revenue streams. Whether you’re a service writer or a trailer sales rep, the fundamentals of customer engagement look the same: * Follow-up * Thoughtful, discovery-driven questions * Negotiation & closing * Value vs. cost conversations That had me tempted to design our chart with one selling function across the business. But then the question becomes: what is “operations” in trailer sales? Is it delivery? Inventory purchasing and stocking? Lifetime customer follow-up? We debated this hard—and ultimately decided to keep 𝗽𝗮𝗿𝘁𝘀 & 𝘀𝗲𝗿𝘃𝗶𝗰𝗲 as its own function alongside trailer sales, while also carving out 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 as its own core function. As a leadership team, we pushed ourselves to think beyond our current org chart, but ultimately landed back where we started. 💡 I’m curious—if your business has multiple revenue streams, how have you structured your EOS accountability chart? Do you separate by revenue stream, or by the act of selling/servicing customers?

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