Question 1

Where does Trimmr operate?

Accepted Answer

Trimmr currently operates in New York State, with expansion planned across additional regulated markets. Our platform is purpose-built to meet state-specific compliance requirements, including licensing, badging, and employment rules. If you operate in a regulated market and don't see your state listed, contact us—we often support custom or phased rollouts.

Question 2

How does pricing work?

Accepted Answer

There are no hidden fees.  You pay: • The hourly wage paid to the worker (W-2) • A clearly defined service fee that covers payroll, taxes, insurance, compliance systems, training enforcement, and platform operations  Exact pricing, markups, and billing terms are outlined in your Customer Agreement and may vary based on role type, region, and employment model (EOR vs ASO).

Question 3

What tasks and roles can Trimmr support?

Accepted Answer

Trimmr supports shift-based roles across regulated cannabis operations:  Cultivation: • Canopy care, defoliation, trellising • Harvesting and fresh frozen harvest  Post-Harvest: • Bucking, trimming, QC, sorting  Production & Packaging: • Pre-roll assembly, weighing, packaging • Sealing, labeling, line work  Retail Support: • Budtending, merchandising, inventory support  Brand Activation: • In-store popups, events and expos • Street teams and consumer engagement  Post-Harvest Solutions: • Mobile automation including trimming trailers and hash trailers  All roles are fulfilled by verified W-2 workers with role-specific training and eligibility enforcement.

Question 4

Are all workers W-2 employees?

Accepted Answer

Yes. 100% W-2. No 1099 contractors.  This ensures payroll tax compliance, workers' compensation coverage, unemployment insurance, proper onboarding, and protection against misclassification risk—especially critical in cannabis.  Depending on your setup: • Trimmr may act as Employer of Record (EOR), or • Trimmr may operate as your Administrative Services Only (ASO) partner under a dedicated payroll LLC you own

Question 5

Are Trimmr workers insured?

Accepted Answer

Yes. All workers are covered by workers' compensation and required employment insurance. Coverage details and limits are outlined in your Customer Agreement and aligned with state and industry requirements.

Question 6

Are Trimmr workers compliant with cannabis regulations?

Accepted Answer

Yes. Every worker meets applicable state and site-level requirements, including mandatory training, background checks, badging (where required), and SOP alignment. Trimmr manages hiring, onboarding, documentation, and ongoing compliance monitoring. Workers cannot view or claim shifts unless fully compliant.

Question 7

How quickly can you provide workers?

Accepted Answer

Many staffing requests are filled within 48–72 hours. Larger deployments or specialized roles benefit from additional planning. For recurring workflows, we establish pre-qualified labor pools to significantly reduce or eliminate lead time.

Question 8

How quickly can I start booking workers?

Accepted Answer

Most customers can begin within minutes, once onboarding is complete.  Typical setup includes: • Account creation • Entity or ASO configuration (if applicable) • Agreement execution • Initial compliance settings  Once active, you can immediately begin submitting requests or booking shifts.

Question 9

What do I need to post a shift or request staffing?

Accepted Answer

To submit a staffing request, you'll need: • Location details (site address and access notes) • Role description and expected tasks • Required attire or PPE • Dates, times, and number of workers • Any training, badge, or SOP requirements  Trimmr enforces eligibility automatically—no manual vetting required.

Question 10

Can I edit a request after submitting it?

Accepted Answer

Yes. You can update shift times, locations, worker counts, and role details. If a request is already in progress or assigned, certain changes may require admin support to maintain compliance.

Question 11

Is there a minimum shift length?

Accepted Answer

Yes. Most shifts have a 4-hour minimum, consistent with labor and reporting pay standards. Certain recurring shifts may be exceptions. If a worker reports as scheduled, the minimum applies unless otherwise specified in your agreement or affected by late arrival or cancellation rules.

Question 12

What happens if I need to cancel a shift?

Accepted Answer

You can cancel directly through Trimmr. Because workers are sourced and cleared immediately after posting, cancellation fees may apply depending on timing. Specific rules are outlined in your agreement. Weather events or force majeure situations are handled case-by-case.

Question 13

How does scheduling work?

Accepted Answer

You schedule workers as you normally would. Trimmr ensures workers are qualified, documented, and ready for deployment. For surge periods, you can pull from Trimmr's on-demand workforce or pre-qualified pools.

Question 14

How does time tracking and payroll work?

Accepted Answer

• Workers clock in/out via mobile timekeeping • Timecards are submitted for review • Employers can approve or flag discrepancies • Payroll is processed weekly • Workers receive digital pay stubs and payment history  All actions are logged for audit and compliance purposes.

Question 15

How do you ensure workforce reliability?

Accepted Answer

Trimmr tracks attendance, employer feedback, skill history, and compliance standing. High performers receive priority assignment; workers with issues may be coached or restricted.

Question 16

What happens if a worker no-shows?

Accepted Answer

We immediately attempt replacement, escalate internally, and apply HR action. Attendance issues directly affect worker eligibility. Reliability is our top priority.

Question 17

Can Trimmr support multi-site or multi-license operators?

Accepted Answer

Yes. We support cross-site scheduling, qualification management, unified reporting, and regional workforce pooling. We ensure workers are paid by the correct license for the correct shifts.

Question 18

Can I bring my own employees onto the Trimmr platform?

Accepted Answer

Yes. Through Direct Staffing (ASO), operators can employ pre-existing staff alongside Trimmr-sourced workers. You receive the same compliant HR, scheduling, timeclock, payroll, training, and employment infrastructure—often at a discounted service rate.

Question 19

What is Direct Staffing (ASO)?

Accepted Answer

Direct Staffing is Trimmr's hosted employment model that lets operators employ their own teams through Trimmr's integrated platform. You maintain day-to-day supervision and statutory employment. Trimmr manages payroll, HR administration, compliance, and training infrastructure behind the scenes.

Question 20

What makes Trimmr different from staffing agencies or gig apps?

Accepted Answer

Trimmr isn't a staffing agency or gig marketplace.  Trimmr is a compliance-first labor operations platform: • W-2 only • Training-gated shift access • Real-time eligibility enforcement • Payroll, tax, and audit automation • Workforce + systems + execution in one platform

Question 21

What types of brand activation services does Trimmr offer?

Accepted Answer

Trimmr provides: • In-store popups and demos • Budtender education • Consumer engagement and sampling • Merchandising and display refresh • Schwag drops and micro-activations • Regional street teams • Multi-store routing and scheduling • Kit storage, logistics, replenishment, and distribution

Question 22

Who are your Brand Ambassadors?

Accepted Answer

Our BAs are trained W-2 employees skilled in cannabis education, customer engagement, retail compliance, and brand presentation. All ambassadors complete industry, compliance, and brand-specific training.

Question 23

How far in advance do brands need to schedule activations?

Accepted Answer

Event staffing can be scheduled in as little as with 2–3 days' notice, whereas pop-ups are typically scheduled 2 weeks in advance.

Question 24

Do you handle logistics, storage, and kit management?

Accepted Answer

Yes. Trimmr operates a logistics framework designed specifically for cannabis brand activations, including receiving, pick and pack, storage, replenishment, and store delivery/pickup.

Question 25

Do you support out-of-state brands entering new markets?

Accepted Answer

Absolutely. Trimmr enables brands to operate in new markets without local infrastructure. We manage payroll, staffing, routing, kit logistics, training, and reporting.

Question 26

How do you train Brand Ambassadors?

Accepted Answer

All BAs complete: • Trimmr orientation & training • Industry and compliance training • Engagement and presentation modules • Brand-specific briefing and SOPs

Question 27

What reporting do brands receive?

Accepted Answer

We provide reporting that may include: • Store visit outcomes • Engagement metrics • Feedback summaries • Photos and display verification • Budtender education notes • Kit inventory status

Question 28

What happens if a BA cancels last minute?

Accepted Answer

We attempt to maintain regional BA pools and attempt immediate backfill. Reliability issues impact BA eligibility.

Question 29

How does pricing work for brand activation?

Accepted Answer

Pricing includes: • Booking Management Fee plus • Straight Hourly rates for ambassadors covering core regional dispensaries • Support for extended distance band events w/ travel fees • Add-ons for logistics, kit storage, shipping and handling • Volume pricing for recurring and multi-region programs

Question 30

What is Trimmr?

Accepted Answer

Trimmr is a compliance-driven cannabis workforce platform offering W-2 employment opportunities across cultivation, post-harvest, production, retail support, brand activation, and field solutions.

Question 31

What types of jobs are available?

Accepted Answer

Shifts may include: • Canopy care, trellising, harvesting • Bucking, trimming, packaging, labeling • Pre-roll and production line work • Merchandising and retail support • In-store popups and brand activations • Mobile trimming trailer crews or hash trailer crews

Question 32

Are Trimmr roles W-2 employment?

Accepted Answer

Yes. All workers are W-2 employees with full employment protections, proper tax handling, HR support, and workers' compensation coverage.

Question 33

How do I get shifts?

Accepted Answer

Once onboarded and trained, you will see shifts matching your qualifications. High performers receive priority access.

Question 34

How do pay rates work?

Accepted Answer

Pay rates vary based on the job, required skills, the operator's needs, and local market conditions. Different roles, such as: trimming, production work, or brand activation, carry different market-rate pay ranges. Employers often set their own rates depending on the market, complexity of the work, and the experience required. Trimmr ensures all posted shifts meet or exceed applicable wage requirements. Workers always see the pay rate before accepting a shift, and rates may differ from one operator or role to another.

Question 35

How often are workers paid?

Accepted Answer

Workers are paid weekly for all approved hours.

Question 36

What training is required?

Accepted Answer

Training includes mandatory state modules (where applicable), industry training, and role-specific qualifications that unlock more shift types.

Question 37

Can I grow into higher-skilled roles?

Accepted Answer

Yes. Strong performance can lead to higher-skilled roles, brand-facing work, or specialized assignments.

Question 38

What if I miss a shift?

Accepted Answer

Attendance issues affect eligibility and access to future shifts.

Question 39

Do I need experience?

Accepted Answer

Experience helps but is not required for many entry-level roles.

Question 40

Can I work across multiple employers?

Accepted Answer

Yes. Workers may accept shifts across multiple operators through the Trimmr network.

Question 41

Do I need a cannabis badge or background check?

Accepted Answer

Requirements vary by state and employer. Trimmr provides guidance where needed.

Question 42

Can Trimmr help with full-time placement?

Accepted Answer

Many operators convert high-performing workers to permanent roles when available.

Question 43

What are the benefits for workers under Direct Staffing?

Accepted Answer

Workers gain: • Free access to the Trimmr network, offering exposure to more operators, training, and long-term opportunities • A reputation pathway where strong performance unlocks more advanced roles • Training and qualification tracking that builds a portable, verifiable work profile • The ability to work across multiple opportunities compliantly through a single employment platform

Frequently Asked Questions