One HR stack.The owner stays in control.
HRTS is a single stop. It runs on the owner's Microsoft or Google systems.
The client keeps the accounts and pays the vendors. The form does not ask for passwords or a migration. Compliance, safety, and the financial side are built on that stack.
The owner's stack. Then the rest.
Start with the systems the owner already controls. Then build compliance and safety. Then the financial side.
One stack. The owner stays in control.
HRTS is a single stop for the HR tech stack. The work sits on Microsoft or Google. Say which one, both, or that you are not sure, and whether tracking is in Sheets, Excel, both, or you are not sure. The client keeps its own accounts and pays its own vendors. The form does not ask for passwords, account access, or a migration.
Then compliance and safety.
On that stack, driving records, background checks, and drug testing are scoped before anyone orders. Lab Testing Solutions runs drug testing from the order through collection, a SAMHSA-certified lab, medical review, and a report. A drug-free workplace plan starts with policy, then employee education and supervisor preparation, then screening. Training alone does not certify an employer program or guarantee an insurance discount.
This page is not legal advice. Fair Credit Reporting Act decisions stay with the employer. For a DOT test, the employer stays responsible. Workplace program Training hub
Then payroll education and coverage.
The financial step is education, not a live integration and not a loan. Payroll and operations education is with RJ Employer Consulting. Hiring, firing, pay, and day-to-day supervision stay with the owner unless a signed client service agreement says otherwise. This application does not sign that agreement. RJ Employer Consulting is not ADP and does not resell ADP.
Workers' compensation and other coverage quotes go through ERGO NEXT on a separate insurance desk. The carrier decides eligibility, coverage, and premium. The client pays the carrier. HRTS is not the insurer, and RJ Employer Consulting is not the insurer.
What the form asks.
Eight answers. Read them before you open the form. Jev can guide the business answers with Cloudflare Workers AI, and only if you allow it. Contact fields are not sent to that AI. Jev does not approve partners, payment plans, franchises, or resale rights. A person reviews what you submit.
Name the work you already do.
Choose insurance agent, HR consultant, payroll partner, technology partner, or independent distributor. If none of those fit, the form has another path.
Say why, in business terms.
Explain why you want to work with HRTS and Lab Testing Solutions. Leave out Social Security numbers, dates of birth, screening reports, candidate information, medical information, drug-test results, banking or card details, credit documents, and passwords.
Who you can already talk to.
Describe the employers you can reach. A state, region, or market on the form is not a protected territory.
Mark what should be scoped.
Driving records, background checks, drug testing, payroll and operations education, or technology integration. Availability is confirmed when a person reviews the application. The form does not place a screening order.
Name the tools. Do not grant access.
Say whether the work is on Google, Microsoft, both, or you are not sure, and whether tracking is in Sheets, Excel, both, or you are not sure. The form does not ask for account access or a migration. The client keeps the accounts.
Experience, then the setup fee.
Say whether this work is new, whether you have relevant experience, or whether you want help understanding it. You can ask to hear about the $1,001 one-time setup. Scope and the agreement are confirmed before payment. Asking about installments does not promise a plan, open a checkout, or collect credit information. Recurring licenses and integration work are priced separately.
How a person reaches you.
Your name and a business email. Organization and website are optional. These contact details are not included in Jev's AI guidance.
Consent, then a person reads it.
You confirm the notice, pass a Cloudflare Turnstile check, and submit. The application is stored for up to 90 days so HRTS can review it. Submission does not create an agreement, a screening order, a payroll migration, a purchase, or a payment plan. Read the privacy notice
Same stack. Your work.
The stack is the same on every path. Read the work you already do. The apply link is under that explanation.
You already advise employers.
The HRTS conversation adds driving records, background checks, and drug testing through Lab Testing Solutions. Workers' compensation and other coverage quotes go through ERGO NEXT on a separate insurance desk. The carrier decides eligibility, coverage, and premium. The client pays the carrier. RJ Employer Consulting is not the insurer, and HRTS is not the insurer.
On the form, choose insurance agent, describe the employers you advise, and mark the screening services. Do not paste policies, claim files, or candidate records.
You work on hiring and the workforce.
Screens are scoped before anyone orders. A drug-free workplace plan starts with policy, then employee education and supervisor preparation, then screening. Training alone does not certify an employer program or guarantee an insurance discount. For DOT testing, the employer stays responsible. This is not legal advice, and Fair Credit Reporting Act duties stay with the employer.
On the form, choose HR consultant, describe the hiring workflows you support, and mark the services to scope. Workplace program Training hub
You sit next to payroll and operations.
The handoff is from hiring screens to payroll and operations education with RJ Employer Consulting. A later PEO discussion still leaves hiring, firing, pay, and day-to-day supervision with the client. Designated admin duties move only under a signed client service agreement. This application does not sign that agreement. RJ Employer Consulting is not ADP and does not resell ADP.
On the form, choose payroll partner and describe where screening should meet payroll. Do not enter account numbers or banking details.
You map the owner's systems.
Say whether the employer runs on Google, Microsoft, or both, and how the work is tracked, before a project price exists. The client keeps its own accounts and pays its own vendors. The form does not ask for passwords, account access, or a migration. A person stays accountable for the decision. Recurring licenses and integration work are scoped and priced separately.
On the form, choose technology partner and name the tools.
You start from access you already have.
This path is for someone who can introduce employers and wants the services scoped from that access. Applying grants no resale rights, franchise, territory, commissions, or guaranteed earnings. If the work is new, you can ask about education and the $1,001 setup. Scope and the agreement are confirmed before any payment.
On the form, choose independent distributor, describe the access you have, and say whether you want the setup conversation. Naming a state is not a protected territory.
A person reviews every agreement. Applying grants no resale rights, franchise, territory, commissions, or guaranteed earnings.
Simple start.
$1,001
One-time partner setup. Scope and agreement confirmed before payment. The form does not collect payment.
Veteran-focused training or business education, on request. Optional and separate from partner fit and payment. No veteran documents are requested. Veterans and public workers can ask about a no-cost screening-business training pathway. Asking is not acceptance.
The stack first.
Microsoft or Google, with the owner in control. Then compliance and safety. Then payroll education and coverage on its own desk. Pick a path above, or start the form and choose the role there.