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Curious How Innovative Start-Ups Are Saving Thousands on Taxes Each Year?




Start-ups are notorious for their scrappy tactics and innovative growth techniques. However, many start-ups may not be aware of the tax credits and incentives available to them. Certain tax credits can be the difference of thousands of dollars saved each year in taxes. According to Josh Alballero, tax expert and founder of IOOGO, “The R&D tax credit is one of the greatest tax credits available to start-ups and small businesses.” 

The R&D credit, is officially known as the “Credit for Increasing Research Activities” this credit is available to start-ups in any industry, and in many cases, you do not even need to have a research and development department to qualify for the credit! Many start-ups miss out on this incredible incentive because they assume they won’t qualify, however, if you’re in the process of creating a new product or service, there is a good chance your business is an ideal candidate. 

According to Alballero, there are two major benefits of the R&D credit. 

  1. This credit can give you resources you otherwise wouldn’t have access to. One of the most important stages when bringing a new product or process to the market is the research and development stage. Some start-ups won’t spend enough time on this stage due to a lack of resources, staff, or funding. This credit can put much-needed money back in your pocket to allow you to focus on this crucial phase of building your business. 
  2. The R&D credit covers a variety of expenses. This credit may be applied to costs you’d never considered, wages, supplies, consultant fees, contractor fee, prototyping, tooling/ supply expenses, packaging, surveys, studies, software costs, equipment, and more! The stipulations of this credit allow businesses to apply up to $250,000 of their research expenses against their payroll tax or income tax for up to five years. This means that businesses could expect to get back around 10 – 15% of what they spent on R&D. 

Calculating R&D credit can be quite complicated and in most cases, business owners should consult the expertise of a tax professional or accounting firm. The IRS will look closely at any business’s R&D credit, so it is important that you follow the proper protocol. The tax experts at IOOGO specialize in R&D credit matters and can ensure you’re following federal regulations and taking full advantage of the credits available to you. In order to file for the R&D credit, a business will be required to file Form 6765 with their tax return. This filing process should not be costly and business owners should be wary of any accounting or tax firm that attempts to charge them thousands of dollars for this filing process or even a percentage of the savings in payroll taxes, which is an illegal process. 

To learn more about the R&D credit or to schedule a consultation with an IOOGO tax expert, visit

Rosario is from New York and has worked with leading companies like Microsoft as a copy-writer in the past. Now he spends his time writing for readers of

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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