7 Best PEO Companies 2025: An Honest Review

Choosing a Professional Employer Organization feels a lot like dating. You’re looking for a long-term partner, and compatibility is everything. The PEO with the flashiest website might not be the one that understands your company culture or your industry’s unique challenges. When you start searching for the best PEO companies 2025, you’ll find dozens of options all claiming to be “the one.” But the real goal isn’t to find a perfect PEO; it’s to find the perfect PEO for you. This guide is designed to be your matchmaker. We’ll break down the top players, what they do best, and what to look for in a partner that will truly support your business’s growth.

Key Takeaways

• Find your perfect match, not just a big name: The best PEO is one that understands your industry and can scale with your business. Prioritize features like multi-state support and a user-friendly platform that solve your specific challenges.
• Use a PEO to gain a financial edge: Partnering with a PEO gives your small business access to better rates on health insurance and workers' compensation, allowing you to offer competitive benefits while reducing administrative costs.
• Work with a broker to simplify your search: A PEO broker does the heavy lifting by analyzing dozens of options, negotiating better rates on your behalf, and providing ongoing support, ensuring you get the best deal without the headache.

What Makes a PEO Company the "Best"?

When you start searching for a Professional Employer Organization (PEO), you’ll quickly find that the “best” one isn’t a one-size-fits-all solution. The ideal PEO for a tech startup in San Francisco will have different strengths than the perfect partner for a multi-state construction firm. The real goal is to find the PEO that is the best fit for your unique business needs, company culture, and growth goals. A great PEO partnership should feel seamless, taking administrative work off your plate so you can get back to leading your team and growing your business.

So, what qualities should you be looking for? A top-tier PEO offers comprehensive services that cover the full spectrum of HR. Think of them as your outsourced HR department, handling everything from payroll processing and tax administration to compliance and risk management. They should provide access to high-quality employee benefits that help you attract and retain top talent, something that can be challenging for smaller businesses. The key is to ensure their service offerings align perfectly with your operational needs and the level of support your team requires.

Beyond a checklist of services, the right PEO understands your industry and your company. They should have a proven track record with businesses like yours and demonstrate a clear grasp of your specific challenges and compliance requirements. This is where the co-employment relationship becomes so valuable. A PEO legally becomes the employer of record for tax purposes, but you retain full control over your business operations, hiring decisions, and company culture. They manage the administrative burdens without taking over your business.

Ultimately, the best PEOs act as true strategic partners. They offer user-friendly technology that simplifies HR tasks for you and your employees, backed by responsive and knowledgeable customer support. Their pricing should be transparent, and the value they provide should be clear, often leading to significant savings on benefits and workers' compensation. Finding a partner with all these qualities can be a challenge, which is why working with a PEO broker can simplify the process, ensuring you connect with the PEO that is genuinely the best fit for you.

A Breakdown of Top PEO Companies

Choosing a PEO feels a lot like dating—you’re looking for a long-term partner, and compatibility is everything. The PEO that’s perfect for a 10-person tech startup might not be the right fit for a 100-person construction company. The sheer number of options can be overwhelming, but the key is to understand what each one brings to the table. Some PEOs are masters of global payroll, while others shine in providing top-tier benefits for small local businesses.

To help you get a clearer picture, I’ve broken down some of the top players in the PEO space. This isn’t an exhaustive list, but it covers the companies you’ll likely encounter in your search. Think of this as a starting point to help you identify which PEOs align with your company’s size, industry, and specific HR needs. As you read through, consider what matters most to you—is it a slick tech platform, incredible customer support, or access to the best health insurance plans? Knowing your priorities will make it much easier to find the right partner for your business.

Inclusive PEO Brokers: For Expert PEO Selection

Let’s start with a slightly different approach. Inclusive PEO Brokers isn’t a PEO itself, but a team of expert brokers who help you choose the right one. Think of them as your personal PEO matchmaker. Instead of spending weeks researching and sitting through sales pitches, you can rely on their team to do the heavy lifting. They provide expert guidance by analyzing your specific needs and comparing dozens of PEOs to find the perfect fit. This ensures the PEO you choose aligns with your company culture, budget, and operational goals. It’s an ideal solution for business owners who want to save time and feel confident they’re making the best possible choice from the start.

Deel: For Simple Global Employment

If your team is spread across the globe, Deel is a name you need to know. It’s designed specifically for managing international teams and simplifies the complexities of global employment. Deel handles everything from hiring and onboarding to payroll, HR, and benefits in over 150 countries. For businesses that want to hire the best talent regardless of location, it’s a game-changer. The platform makes it incredibly easy to manage international employees, ensuring a smooth process for everyone involved. If you’re building a remote-first company or expanding into new countries, Deel’s specialized focus on global HR makes it a powerful contender.

Justworks: For Simplified Small Business HR

Justworks is a favorite among small businesses for its straightforward, all-in-one HR platform. It offers full support for payroll, benefits, time tracking, and compliance in a user-friendly package. What makes it stand out is its simplicity and transparency. Justworks provides access to excellent benefits at competitive prices, which can be a huge advantage for smaller companies competing for talent. It also automatically stays on top of changing state and federal regulations, taking a major compliance burden off your shoulders. If you’re looking for a clean, easy-to-use solution that covers all the HR basics without unnecessary complexity, Justworks is a fantastic option.

TriNet: For Comprehensive HR Solutions

For small and medium-sized businesses looking for robust, big-company benefits, TriNet is a top choice. It offers a comprehensive suite of services that bundles payroll, benefits administration, HR compliance, and risk management. One of TriNet’s biggest draws is its ability to give smaller companies access to premium benefits packages that are typically reserved for large corporations. This can be a significant advantage in attracting and retaining top talent. TriNet often tailors its services to specific industries, like tech, finance, and non-profits, providing specialized expertise that understands the unique challenges of your field. It’s a strong choice for businesses ready for a full-service HR partner.

Insperity: For Full-Service Business Solutions

Insperity has built a strong reputation for its high-touch customer service and comprehensive, full-service HR solutions. It works with businesses of various sizes, offering everything from payroll and benefits to performance management and recruiting tools. Clients often praise Insperity for its dedicated support team, which provides personalized guidance and acts as a true extension of your internal team. This level of service is ideal for business owners who want a hands-on partner to help them with strategic HR decisions, not just administrative tasks. If you value having a direct line to HR experts and want a solution that can grow with you, Insperity is worth a look.

ADP TotalSource: For Enterprise-Grade HR Support

As one of the largest and most established PEOs, ADP TotalSource is a powerhouse, particularly for mid-sized businesses. It delivers enterprise-grade HR support and access to a wide array of high-quality benefits. With its extensive resources, ADP TotalSource offers deep expertise in compliance, risk management, and strategic HR planning. The platform is robust, with advanced technology for payroll, talent management, and data analytics. For a business that is scaling quickly and needs a partner with the infrastructure to support complex HR challenges, ADP TotalSource provides the comprehensive services and stability of a recognized industry leader.

Paychex: For Tech-Driven Payroll Solutions

While Paychex offers a full range of HR services, it is particularly well-known for its powerful payroll technology. It provides flexible, customizable plans that make it a great fit for small businesses that want to start with a strong payroll foundation and add other HR services as they grow. The platform is intuitive and backed by advanced tech, simplifying payroll processing, tax filing, and time tracking. If your primary concern is ensuring your payroll is handled accurately and efficiently, Paychex’s tech-driven approach makes it a solid and reliable choice. It’s a great option for businesses that want a modern, scalable platform to manage their core HR functions.

What Services Do Top PEOs Offer?

When you partner with a Professional Employer Organization (PEO), you’re not just outsourcing one task; you’re handing over the most complex and time-consuming parts of your HR administration to a team of experts. Think of a PEO as your all-in-one HR department, handling everything from payroll to compliance so you can get back to focusing on what you do best—running your business. While the exact menu of services can vary, the best PEOs offer a comprehensive suite of solutions designed to support your company and your employees.

The core idea is to streamline your operations through a co-employment model. Under this arrangement, the PEO becomes the employer of record for tax and insurance purposes, while you maintain complete control over your daily business operations and your team. This partnership gives you access to enterprise-level benefits, robust HR technology, and deep regulatory expertise that would be difficult and expensive to secure on your own. Understanding the full scope of what a PEO can do is the first step in deciding if it’s the right move for your business. A PEO broker can help you sort through these offerings to find a provider that perfectly matches your company’s needs, ensuring you get the right support without paying for services you don’t need.

Core HR and Employee Administration

One of the biggest administrative burdens for any business owner is day-to-day HR management. A PEO takes this completely off your plate. They handle essential functions like creating employee handbooks, managing new hire onboarding, and maintaining employee records. This also extends to performance management support and professional development resources that help your team grow. By entrusting these tasks to a PEO, you free up valuable time and ensure your HR processes are handled consistently and professionally. This administrative support forms the foundation of a well-run business, allowing you to build a strong and organized team.

Payroll Processing and Tax Management

For many small businesses, payroll is a recurring headache. A PEO simplifies the entire process, ensuring your employees are paid accurately and on time, every time. They manage direct deposits, wage garnishments, and paid time off tracking. More importantly, PEOs take on the responsibility for calculating, filing, and remitting federal, state, and local payroll taxes on your behalf. This significantly reduces the risk of costly errors and compliance penalties. With a PEO managing your payroll, you can have peace of mind knowing that this critical function is in expert hands, freeing you to focus on strategic growth.

Employee Benefits and Insurance

Attracting and retaining top talent often comes down to your benefits package. PEOs give small businesses a major competitive edge by providing access to high-quality, affordable employee benefits. Because they represent a large pool of employees from all their client companies, PEOs can negotiate for better rates on health, dental, and vision insurance, as well as retirement plans like 401(k)s. Offering a robust benefits package not only keeps your current team happy but also makes your company more attractive to skilled candidates. An experienced employee benefits broker can help you find a PEO with the perfect plan for your team.

Compliance and Risk Management

Keeping up with the constantly changing web of employment laws is a full-time job. PEOs employ HR specialists who are experts in federal, state, and local regulations, from the FMLA and ADA to wage and hour laws. They help ensure your business is compliant, reducing your risk of fines and lawsuits. This is especially valuable for companies that operate in multiple states, where employment laws can vary dramatically. By managing compliance, a PEO helps protect your business from unforeseen liabilities, providing a critical layer of security so you can operate with confidence.

Workers' Compensation and Safety

Managing workers' compensation is another complex area where PEOs provide immense value. They not only secure workers' compensation insurance coverage, often at more favorable rates, but they also handle the entire claims administration process. Beyond that, many PEOs offer proactive risk management services, including workplace safety assessments and training programs designed to prevent accidents before they happen. This focus on safety helps protect your employees and can lead to lower insurance premiums over time, contributing to a safer and more cost-effective work environment.

How Do PEO Pricing Models Compare?

When you start looking at PEOs, the different pricing structures can feel a bit like comparing apples to oranges. One PEO might charge a flat fee, while another takes a percentage of your payroll. On top of that, you have administrative fees, setup costs, and other line items that make a direct comparison tricky. Understanding these models is the first step to figuring out what’s actually a good deal for your business.

The goal is to find a PEO that offers transparent pricing without a lot of surprises. The two main ways PEOs structure their administrative fees are either a flat, per-employee fee or a percentage of your total payroll. Each has its pros and cons depending on the size of your team and how much your payroll fluctuates. It's not just about the sticker price; it's about the total cost of ownership and the value you receive. A cheaper plan might have hidden fees or lack the support you need, while a more expensive one could offer comprehensive services that save you money in the long run. A clear understanding of these costs is a core part of our PEO selection process, where we break down proposals to show you the true, all-in cost. This way, you can make a decision based on real numbers, not just a sales pitch.

Flat Fees vs. a Percentage of Payroll

The two most common pricing models you'll see are a flat fee per employee or a percentage of your total payroll. A flat fee is exactly what it sounds like: you pay a fixed dollar amount per employee, per month or year. This typically ranges from about $500 to $1,500 per employee annually. This model is straightforward and makes budgeting predictable, which is a huge plus for many small businesses.

The other model is based on a percentage of your total gross payroll, usually between 2% and 11%. With this structure, your PEO fees will go up or down as your payroll changes. This can be beneficial if you have seasonal workers or fluctuating staff levels, but it can also make your costs harder to forecast.

Breaking Down Setup Fees and Service Tiers

Beyond the core administrative fee, many PEOs have additional costs you need to factor in. It’s common to see a one-time setup or implementation fee, which can range anywhere from $500 to $2,000. This covers the work involved in getting your company onboarded, from setting up payroll to enrolling your team in benefits.

You should also ask if there are extra charges for specific services. For example, some PEOs charge a small fee for running an off-cycle payroll, making changes to benefits mid-year, or other administrative tasks. These might seem small on their own, but they can add up. When comparing PEOs, make sure you’re looking at the full picture, not just the base rate.

Hidden Costs to Watch For in Contracts

This is where working with an expert can really pay off. Some PEO proposals can be vague, leaving room for unexpected charges down the line. It’s crucial to ask for a complete, itemized list of every single potential fee before you sign a contract. Are there separate charges for state unemployment tax (SUTA) administration? What about annual renewal fees or costs for specific compliance services?

Uncovering these details is essential for developing effective cost-reduction strategies and ensuring you aren’t hit with surprise bills. A trustworthy PEO will be upfront about all potential costs, but it’s always wise to ask pointed questions and get everything in writing. We help our clients read the fine print to make sure there are no hidden fees.

What are the Financial Benefits of a PEO?

When you think about partnering with a PEO, you’re probably focused on offloading HR tasks. But the impact goes far beyond just saving time—it’s a powerful financial strategy. Working with a PEO can directly improve your bottom line by lowering expenses and protecting your business from costly risks. Think of it as gaining the financial advantages of a large corporation while maintaining the agility of a small business.

PEOs achieve this through economies of scale. By grouping thousands of employees from all their client companies, they can negotiate for top-tier benefits at prices a small business could never get on its own. This means you can offer competitive health insurance and retirement plans without breaking the bank. Beyond benefits, PEOs introduce expert efficiency into your operations. They handle complex administrative tasks like payroll and tax compliance, which frees up your team to focus on growth. This shift from administrative upkeep to strategic work is where many businesses see a significant return on their investment. We’ve seen firsthand how the right cost-reduction strategies can transform a company’s financial health, and a PEO is often a key part of that puzzle.

Save Money with Group Buying Power

One of the most immediate financial perks of a PEO is gaining access to their group buying power. Imagine trying to negotiate with a major health insurance carrier as a 15-person company. Now, imagine negotiating as part of a group of 15,000. That’s the leverage a PEO provides. They pool all the employees from their client businesses into one large group, giving them the power to secure better rates and more robust plans for everything from medical and dental insurance to 401(k)s. This allows you to offer small business employee benefits that can compete with what large corporations offer, helping you attract and keep top talent without straining your budget.

Lower Your Administrative Costs

How much time does your team spend on HR paperwork each week? Processing payroll, managing benefits enrollment, and handling tax forms are essential but time-consuming tasks that don't directly generate revenue. A PEO takes this administrative burden off your plate. This doesn't just save you the potential salary of a full-time HR manager; it frees up you and your key employees to focus on what you do best—serving your customers and growing the business. By streamlining these functions, a PEO helps you run a leaner, more efficient operation. This operational efficiency translates directly into lower administrative costs and allows you to reinvest your time and money into core business activities.

Get Better Insurance and Workers' Comp Rates

Beyond health insurance, PEOs can secure significant savings on workers' compensation coverage. PEOs often have master insurance policies and dedicated risk management teams that work to keep claims low across their entire client base. Because they manage risk so effectively for a large pool of employees, they can negotiate much lower workers' comp premiums than a small business could find on the open market. This is especially valuable for businesses in industries with higher safety risks. As an experienced employee benefits broker, we know that finding affordable, high-quality insurance is one of the biggest challenges for small businesses, and a PEO is one of the most effective solutions.

Reduce Compliance Risks

Staying on top of ever-changing employment laws is a major challenge. From federal regulations to state and local ordinances in places like San Francisco, a single misstep can lead to audits, fines, and costly lawsuits. A PEO acts as your compliance safety net. They have teams of HR experts whose entire job is to track labor laws, update policies, and ensure your business is following all the rules for things like overtime, paid leave, and workplace safety. This proactive approach to risk management protects your business from financial penalties and legal headaches, giving you peace of mind. Finding a PEO broker can help you connect with a partner that understands the specific compliance needs of your industry and location.

What Do Customer Reviews Say?

When you’re trying to choose the right PEO, customer reviews can feel like both a blessing and a curse. While they offer a peek behind the curtain, sifting through hundreds of comments to find what’s truly relevant to your business is a huge task. Instead of getting lost in the details, it helps to focus your attention on three key areas that consistently pop up in reviews: the quality of the service, the performance of their technology, and the responsiveness of their support team.

Looking at reviews through this lens helps you cut through the noise and identify the PEOs that don’t just talk a good game but actually deliver for their clients. Think of it as a checklist for what really matters. Does the PEO handle the fundamentals flawlessly? Is their software a help or a hindrance? And when you need help, will someone actually be there for you? These are the questions that reviews can answer, giving you the confidence to move forward. At Inclusive PEO Brokers, our PEO selection process involves a deep dive into these areas to ensure we only recommend partners who excel across the board.

Service Quality and Reliability

At its core, a PEO’s job is to take essential but time-consuming tasks off your plate. When you read reviews, look for comments about the consistency and accuracy of their core services. Are they processing payroll on time, every time? Are benefits administered without a hitch? The best PEOs are praised for their reliability in handling everything from HR administration and compliance to risk management. Pay close attention to reviews that mention the breadth of services. A PEO that can reliably manage payroll, benefits, and HR compliance under one roof is a powerful asset for a growing business. Negative reviews in this area often mention payroll errors or compliance mistakes, which are major red flags.

Tech Platform Performance

A PEO’s technology platform is your daily window into your HR operations, so it needs to be user-friendly and efficient. Reviews are the best place to find the unfiltered truth about the user experience. Do customers describe the platform as intuitive and easy to use, or clunky and confusing? Modern PEOs should offer a platform that syncs with your other systems, making manual data entry a thing of the past. Look for mentions of a clean dashboard, easy reporting, and a seamless mobile experience for your employees. If reviewers complain about a slow system or difficult-to-find information, it’s a sign that the tech might create more headaches than it solves.

Customer Support Responsiveness

When you have an urgent payroll question or an employee has a benefits issue, you need help—fast. Customer support is where many PEOs either shine or fail spectacularly. Scan reviews for mentions of dedicated support reps, quick response times, and helpful resolutions. One of the biggest myths about PEOs is that you lose control of your business, but great customer support feels like a partnership, not a takeover. You want a team that acts as a strategic advisor, offering guidance when you need it. If you see repeated complaints about long hold times, unhelpful support agents, or being passed from department to department, consider it a serious warning sign.

Which PEO Features Should You Prioritize?

With so many PEOs on the market, it’s easy to get lost in a sea of features and sales pitches. The truth is, the “best” PEO is the one that aligns perfectly with your company’s specific needs, industry, and growth plans. What works for a tech startup in San Francisco might not be the right fit for a construction company in Texas. Instead of looking for a one-size-fits-all solution, it’s better to identify what matters most to your business.

Think of it as creating a checklist. Are you hiring employees in multiple states? Is having a sleek, easy-to-use tech platform a top priority for your team? Does your industry have unique compliance or workers' compensation challenges? Answering these questions will help you zero in on the PEOs that can truly support your business. A good PEO broker can guide you through this evaluation, but understanding these key areas is the perfect place to start. Below are the four essential features to consider when making your decision.

Industry-Specific Expertise

A PEO that understands your industry’s specific challenges is a huge asset. For example, a construction company has very different workers' compensation and safety compliance needs than a marketing agency. A PEO with experience in your field will already be familiar with the relevant regulations, common HR issues, and typical employee benefits packages. They can offer tailored advice and support that a more generic provider might miss. This expertise allows them to effectively manage time-consuming HR tasks like payroll and benefits administration, freeing you up to focus on growing your business.

Technology and Platform Capabilities

The PEO’s technology platform will become a central part of your HR operations, so it needs to be user-friendly for both you and your employees. Look for a clean, intuitive interface where your team can easily access pay stubs, request time off, and manage their benefits without needing to contact an admin. For you, the platform should streamline your workload. Modern PEOs sync with your existing HR and payroll systems, which helps eliminate manual data entry and reduces the chance of errors. A great platform makes everyone’s life easier and your processes more efficient.

Multi-State and Geographic Support

If your team is distributed or you plan on hiring talent from across the country, multi-state support is non-negotiable. Each state has its own set of rules for payroll taxes, labor laws, and insurance requirements. Managing this complexity on your own is a massive administrative burden and leaves you open to compliance risks. PEOs are ideal for growing companies because they specialize in handling this complex paperwork. A PEO with a strong national presence will ensure you’re compliant everywhere you operate, making it simple to build your team without geographic limitations.

Scalability for Your Growing Business

Your business isn’t static, and your PEO partner shouldn’t be either. It’s important to choose a PEO that can grow with you. The services you need as a 10-person startup will be different from what you need as a 50-person company. A scalable PEO can adapt to your changing needs, whether that means offering more sophisticated benefits packages, handling a larger payroll, or providing more robust HR support. This foresight prevents you from having to switch providers down the line, which can be a disruptive and costly process. Thinking about your long-term goals now will help you find a true partner for the future.

Common Myths About PEOs

If you’ve started looking into PEOs, you’ve probably come across some conflicting information. It’s a big decision, and it’s easy for myths to cloud the conversation. Many business owners worry about cost, control, and how their team will react to the change. These are completely valid concerns, but they are often based on misconceptions about how a PEO partnership actually works. Let’s clear the air and look at what’s really going on when you partner with a PEO, so you can make a decision based on facts, not fear.

Myth: "PEOs are too expensive."

This is one of the first hurdles for many business owners, but it’s worth looking past the sticker price. While there is a service fee, a PEO often saves you money in the long run. Think of it in terms of return on investment. PEOs give you access to their group buying power, meaning you can offer top-tier health insurance and workers' compensation at much lower rates. This is one of the most effective cost-reduction strategies available to small businesses. When you add up the savings on benefits, the time you get back from not handling payroll, and the reduced risk of compliance fines, the PEO fee often pays for itself.

Myth: "You'll lose control of your business."

The idea of handing over any part of your business can be daunting, but the "co-employment" model doesn't mean you lose control. You are still in charge of all core business decisions—who you hire, what their salaries are, your company culture, and your overall strategy. The PEO simply becomes the "employer of record" for administrative tasks like payroll, tax filings, and benefits management. You continue to manage your team's day-to-day work and direct their focus. A good PEO broker will also ensure our process keeps you in the driver's seat, helping you select a partner that fits your leadership style and business goals.

Myth: "Your employees won't like it."

Many owners worry that bringing in a PEO will feel cold or corporate to their employees. In reality, the opposite is usually true. Partnering with a PEO is often a huge upgrade for your team. Suddenly, your small business can offer the kind of robust small business employee benefits that are typically only available at large corporations, including excellent health plans, dental, vision, and 401(k)s. This not only makes your employees feel more valued and secure but also makes your company a more attractive place to work. When your team understands they’re getting better benefits and more professional HR support, they see the PEO as a major perk.

How a PEO Broker Saves You Time and Money

Choosing a PEO is a big decision, and while you can go directly to the providers, partnering with a PEO broker is one of the smartest moves you can make. Think of a broker as your expert guide and advocate in the complex PEO marketplace. Instead of spending countless hours vetting companies yourself, a broker does the heavy lifting for you. They already know the industry inside and out, which means they can quickly match you with the right partner and secure terms you likely couldn't get on your own. This partnership saves you valuable time and, more often than not, a significant amount of money.

Get an Expert Analysis of Your PEO Options

The sheer number of PEOs can be overwhelming. How do you know which one truly understands your industry or can support your company's specific growth plans? This is where a broker shines. A PEO broker starts by listening to your business's unique needs and goals. They then use their deep knowledge of the market to analyze dozens of options on your behalf. Instead of you having to sit through endless sales pitches, they present you with a curated list of the top three PEOs that are the best fit. This expert analysis cuts through the noise, allowing you to make a confident decision without dedicating weeks to research.

Negotiate Better Rates and Contracts

One of the biggest advantages of working with a broker is their negotiating power. Brokers have established relationships with a wide network of PEOs and handle a large volume of business, which gives them leverage that a single small business just doesn't have. They understand the different pricing models and know where there’s room to negotiate on administrative fees and other contract terms. By using a broker, you can access better rates and more favorable terms, ensuring you get the best possible value. This is a key part of our cost-reduction strategies for clients, as going directly to a PEO often results in paying a higher price.

Receive Support During and After Setup

A good broker’s job isn’t finished once you’ve signed the contract. They remain your advocate to ensure a smooth and successful partnership long-term. Your broker will guide you through the entire implementation, helping you manage the transition and get your team onboarded correctly. This hands-on support is invaluable for minimizing disruption to your business. Furthermore, they provide year-round assistance, helping you with renewal negotiations and acting as a resource if any issues arise with your PEO. It’s a lasting relationship that provides peace of mind, knowing you have an expert in your corner. You can learn more about our process and how we support clients from start to finish.

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• PEO vs. EOR: Choosing the Right Hiring Model | Inclusive PEO Brokers
• 9 Benefits of Using a PEO to Scale Your Business

Frequently Asked Questions

What's the real difference between a PEO and a simple payroll service? Think of it this way: a payroll service is a single-task tool, while a PEO is your entire HR toolkit. A payroll company will process paychecks and handle tax filings, which is great, but that’s where their job ends. A PEO does that and so much more. It becomes your strategic partner for all things people-related, giving you access to high-quality employee benefits, managing workers' compensation, and ensuring you stay compliant with complex labor laws.

Will I lose control over my employees if I sign with a PEO? Not at all. This is one of the biggest myths we hear, but the co-employment relationship is purely administrative. You are still the boss. You continue to manage your team's day-to-day responsibilities, set their salaries, and make all the important hiring and firing decisions. The PEO simply takes on the role of the "employer of record" for backend tasks like payroll and benefits, but you always remain in the driver's seat of your business and its culture.

Is my business too small to benefit from a PEO? You might be surprised. PEOs are specifically designed to give small businesses the HR power and buying leverage of a large corporation. Even if you only have a few employees, a PEO can provide access to better, more affordable health insurance and workers' compensation rates than you could ever find on your own. In many cases, it’s the smallest companies that feel the biggest positive impact on their budget and their ability to attract great talent.

Why should I use a broker instead of just contacting a PEO directly? Going direct might seem like a shortcut, but it often costs you more time and money in the end. When you work with a broker, you get an expert who analyzes dozens of options for you and negotiates on your behalf. We have established relationships and industry leverage that allow us to secure better rates and contract terms than a single business can. We do all the research and vetting so you can make a confident choice without the hassle.

How does a PEO broker get paid? Does it cost me extra? This is the best part—our service doesn't cost you anything extra. We are paid a commission by the PEO you ultimately choose, which comes from their standard sales and marketing budget. Because of our master contracts and negotiating power, the final price you pay is typically lower than if you had gone directly to the PEO yourself. You get expert guidance and a better deal at no additional cost to your business.