Start by separating the two. Required items typically include workers compensation insurance, unemployment insurance, and payroll tax contributions, and these begin with your first employee rather than at some later threshold. Nevada has its own requirements alongside the federal ones. Health insurance is not federally mandated for employers below a defined size, which most first year businesses are, though offering it changes what kind of candidate you can attract.
The practical route for a very small employer is through your payroll provider, which will handle registrations and filings and usually offers benefits administration as an add on. Buying insurance separately and administering it yourself is possible and rarely worth the time at this scale.
Where a first year business can compete without matching larger employers on cost is with the benefits that are cheap or free and genuinely valued: flexible hours, remote work where the job allows, actual paid time off that people are encouraged to use, and a retirement option, which several providers now offer at low cost and which several states are moving to require. Those matter to candidates more than a marginally better health plan and cost a fraction.
Whatever you offer, write it down before the first employee starts. An informal arrangement that lives in conversation becomes a dispute the first time somebody remembers it differently, and a one page document describing hours, time off, and what is provided prevents nearly all of it.
Cost these before you hire rather than after, because the employer contributions are not optional and they surprise people. Payroll taxes, workers compensation, and unemployment insurance sit on top of the salary you agreed, and the total cost of an employee is meaningfully higher than the figure in the offer. Working that number out first prevents the specific failure of hiring somebody you can afford to pay but not to employ.
Communicate what you offer in writing at the point of hire and revisit it annually, since benefits are frequently the part of an arrangement that people remember differently. A single page listing what is provided, what is not, and how to use each is what prevents the conversation where somebody believed something was included. It also makes the total value visible, which matters when the salary alone is not competitive.