Access reliable payroll funding to bridge cash flow gaps, meet payroll, and grow your staffing firm with confidence.
Trusted by staffing firms nationwide since 1992
Whether you’re making your first contract placement or scaling a national staffing firm, Madison Resources provides payroll funding and back-office support designed to help you grow. Staffing firms face a constant challenge, opportunities move faster than cash flow, with clients expecting talent in place immediately while payroll must be met regularly, often long before invoices are paid. Our payroll funding solutions give you the flexibility to take on new business, expand into new markets, and grow with confidence, so opportunity is never limited by cash flow.
From payroll funding to operational support, our solutions help staffing firms manage cash flow, run efficiently, and grow with confidence.
Turn outstanding invoices into fast working capital so your staffing firm can meet payroll, take on new clients, and grow with confidence.
Connect your existing systems and access real-time reporting and insights to better understand and manage your business.
We handle payroll processing, invoicing, collections, and tax administration so you can stay focused on recruiting, operations, and growth.
Leverage over 30 years of staffing experience with strategic guidance designed to help you operate smarter and grow faster.
We handle the operational details so you can stay focused on growth and building your business.
For over 30 years, Madison Resources has partnered with staffing firms across the country, helping them manage cash flow and support consistent growth. As one of the original providers of payroll funding in the staffing industry, we combine funding and back-office support to simplify operations, so you can stay focused on placing talent and building your business.
Madison Resources is one of the last truly independent, family-run companies in the staffing funding industry. For more than three decades, we’ve partnered with staffing firms across the country, providing payroll funding and back-office support designed specifically for the staffing industry. Founded by Lenny Tierney in 1992 and now led by the next generation of the Tierney family, Madison remains committed to the same principles it was built on: trusted relationships, deep industry knowledge, and exceptional customer service.
Most collections advice starts at the invoice. By then, much of the outcome is already decided. This covers the whole cycle: how to vet a client’s credit before you take the order, what 20 days of DSO actually costs you, and what to do about a slow payer you want to keep.
Payrolls went backward in July, and the two months before that were revised down by a combined 103,000. Temporary help employment rose for the seventh consecutive month. Those two facts sitting next to each other matter more than the headline, and they change the conversation you are having with clients.
Most startup cost lists total up an LLC, a website, and an ATS and land around $15,000. They’re not wrong about the line items, just the shape of the problem. What it really takes to start a staffing agency, including the eight to ten payrolls you fund before your first client pays.
The FTC’s nationwide non-compete ban never took effect and was formally removed in February 2026. That isn’t a win for staffing firms. Within a week of dropping the rule, the FTC sent warning letters to staffing companies. What staffing non-compete agreements can actually do now, and what to review.
The 2025 Reconciliation Legislation, often referred to as the “One, Big, Beautiful Bill Act,” introduces several tax updates that will impact individuals and businesses in the coming years. While many provisions from the 2017 Tax Cuts and Jobs Act are made permanent, the legislation also adds new deductions and tax benefits, including relief for overtime pay, tips, car loan interest, and seniors. As implementation continues, understanding how these changes affect income taxes, credits, and deductions will be important for taxpayers preparing for the 2025 filing season and beyond.
Washington’s Paid Family and Medical Leave (PFML) program will see several important updates beginning January 1, 2026. The premium rate will increase to 1.13%, and new legislative changes will expand employee protections, adjust employer responsibilities, and modify eligibility requirements for benefits. Employers should review the updated contribution structure, employee notification requirements, and new guidance surrounding job protection and health care benefits to ensure compliance with the evolving program.
New York’s Paid Family Leave (PFL) program continues to expand employee benefits while placing important responsibilities on employers operating in the state. The program requires most private employers with New York employees to provide Paid Family Leave coverage once eligibility thresholds are met. With employee-funded payroll contributions and specific compliance requirements, including insurance coverage, workplace notices, and proper reporting, employers must stay informed to ensure they remain aligned with the state’s evolving leave regulations.