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.
You don’t choose the VMS software your client runs, but you do choose which programs to join and how well you operate inside them. Here’s how to evaluate VMS software for staffing firms as a supplier: what to check before you sign, how the scorecard decides your req flow, and what participation really costs.
Buyers aren’t paying for your revenue. They’re paying for how much of your earnings survive without you. A practical guide to what happens before you sell your staffing agency: how deals are priced, which levers actually move value, who the buyers are, and where the headline number stops being the real number.
Net 30, Net 60, Net 90 payment terms decide how many weeks of payroll your staffing firm has to finance before a client’s money arrives. Here’s what each term actually costs in cash, why your real DSO runs longer than your contract says, and how to protect growth without stalling it.
California’s Private Attorneys General Act (PAGA) has become an important employment law for staffing firms operating in California. Learn what PAGA compliance for staffing firms means, why the law matters, and the common compliance issues every staffing company should understand.
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.
Oregon has introduced new payroll disclosure requirements that will take effect on January 1, 2026, requiring employers to provide clearer and more detailed explanations of pay and deductions at the time of hire. The legislation is designed to improve transparency and help employees better understand how their wages are calculated. Employers operating in Oregon should review these expanded requirements and update their onboarding and payroll documentation to ensure compliance before the new rules take effect.