Your Clients Live in Payroll Tax. SIMERP Is the Payroll-Tax Story That Pays You.
Introduce employers, earn ~$15 per enrolled employee per month — residual. It layers on top of your payroll service; it doesn’t replace a thing.
Who You’re Partnering With
SIMERP Revenue is Brent Huling. Brent spent 15 years running a PEO and built — and later sold — a company with a $15M payroll and 150 employees. He has run the payroll, signed the tax deposits, and read the reports your clients send you questions about. He speaks payroll, not sales.
The offer, in one line: you introduce employer clients with 10+ full-time W-2 employees, the back-end team does the work, and you are paid ~$15 per enrolled employee per month — residual, for as long as the client stays.
Your Clients Already See the Number
Every payroll run, your clients see the employer side of FICA leave their account. Nobody in their business thinks about that line more than you do — you’re the one who calculates it, reports it, and answers for it.
A program built on Sections 125 and 105 of the tax code turns part of that line into savings: roughly $640 per eligible employee per year back to the employer. For a 200-employee client, that’s roughly $128,000 a year. Fewer than 5% of eligible companies use a Section 125 offset like it — your clients are paying a tax a program exists to reduce, and the person positioned to tell them is the one already in their payroll.
Layers On Top of What You Sell
Let’s be clear about what this isn’t: it isn’t a payroll product, and it doesn’t compete with yours. SIMERP is a benefits program that layers on top of the employer’s existing health plan and runs alongside your payroll service. Your contract, your systems, your client relationship — untouched.
What it does is change your position in the account. A payroll provider is one processing error away from a price fight. The provider who walked in with a six-figure payroll-tax offset — and raises for the client’s employees — is a partner. That’s retention your competitors can’t match with a discount.
Your Job: Introducer and Tour Guide
The role is deliberately small — six steps, and the first two are the only ones that are really yours. You stay their trusted advisor throughout.
- 1Spot the fit. Any client with 10+ full-time W-2 employees is a candidate. You already know who they are.
- 2Make the introduction. A warm handoff — an email, a call, a meeting invite. That is the job.
- 3Sit in if you want. Join the 15-minute intro call, or let the back end run it. Your call, every time.
- 4Stay their trusted advisor. You remain the relationship. The program runs behind you, never instead of you.
- 5The back end takes it from there. Presentation, documentation, enrollment, administration — handled, start to finish.
- 6Get paid every month. $15 per enrolled employee, tracked in a commission back office you can check any time.
What the Back End Handles (So You Don’t Have To)
The documentation and program detail exist, and they’re thorough — they live on the client call, where they belong. Your desk stays clear.
Professional sales presentations
Plug-and-play decks, and a presenter if you want one
Section 125 documentation & paperwork
Plan documents and program paperwork, handled
Employee enrollment
The back end onboards employees, not you
Ongoing administration
Handled after the sale, month after month
Commission back office
Track every enrolled life and every payment
Client support
Questions come to the back end, not your desk
Your job: make the introduction. The back end does the rest.
Run Your Own Numbers
Your money is sitting right in front of you — in the book you’ve already built. You have the network, the clients, and the trust. Put in your numbers:
Your add-on revenue, at your numbers:
$63,000 / year
$5,250 per month, residual — 350 enrolled lives at ~$15 per life per month.
The client impact you deliver:
$224,000 a year in employer payroll-tax savings created, and 350 employees getting raises and no-copay care. That is what makes you the hero of the relationship — and the payroll provider they don’t leave.
Estimates from your inputs, at steady state. Every enrolled life pays ~$15 a month for as long as the client stays on the program; each client’s exact figures come from its own payroll.
Apply to Become a Partner
Payroll Provider FAQ
Who pays me?
The program pays you directly, every month, for as long as the client stays on the program. Your clients pay nothing — the program is funded by the payroll tax savings it creates.
Does SIMERP replace or interfere with our payroll service?
No. SIMERP is a benefits program that layers on top of the employer’s existing health plan and sits alongside your payroll service — it doesn’t process payroll, doesn’t touch your systems relationship, and doesn’t replace anything you sell. Your service stays exactly as contracted.
What’s the minimum client size?
10+ full-time W-2 employees (30+ hours per week). Employees on a spouse’s plan still count toward eligibility — it runs on full-time headcount, not health-plan enrollment.
Why would a payroll client care about this?
Because it’s their money, in a line they already watch. The employer recovers roughly $640 per eligible employee per year in payroll taxes, and employees see $100–$300 more per month in take-home pay plus no-copay telehealth, urgent care, and prescriptions. You’re the provider who showed them — that’s account loyalty a processing discount can’t buy.
How long until commissions start?
Commissions start once a client is enrolled and the program is live, and they’re paid monthly from there. The employer savings analysis comes back within 72 hours, and most partners close in one to two meetings.
This Isn’t for Everyone
Brent takes on a limited number of partners — 50 at most — and chooses them carefully. Partners get full training, every sales tool they need, and his support on their calls. What he can’t teach is follow-through. If you have the clients and you’ll actually work them, apply. He reviews every application personally, and if there’s a fit, you’ll hear back within one business day.