Your Step-by-Step Guide to Choosing a PEO

One of the biggest myths about partnering with a PEO is that you’ll lose control of your business. It’s a common fear, but it’s simply not true. In a PEO relationship, you remain in the driver’s seat, making all the key decisions about your company and your team. The PEO’s role is to handle the backend administrative work—the payroll, the compliance paperwork, the benefits management—so you can focus on leading. Once you understand how the partnership really works, the benefits become clear. This guide to choosing a PEO will not only bust the common myths but also give you the tools to vet potential partners and select one you can trust.

Key Takeaways

• A PEO is your strategic HR partner: It handles the complex, time-consuming tasks of payroll, benefits, and compliance, giving you access to better rates and freeing you to concentrate on growing your business.
• Look beyond the price tag: The right PEO is more than just the cheapest option. A thorough evaluation of their industry experience, technology, client references, and key certifications (like CPEO and ESAC) is essential for finding a reliable, long-term partner.
• Plan for a successful partnership: A PEO isn't a "set it and forget it" solution. A successful relationship starts with a smooth implementation and continues with regular communication to ensure the PEO's services evolve with your business needs.

What Exactly Is a PEO (and How Does It Work)?

Think of a Professional Employer Organization (PEO) as an extension of your team—a dedicated partner that takes on the heavy lifting of human resources. For many small and mid-sized businesses, managing payroll, benefits, and compliance can feel like a full-time job. A PEO steps in to handle these complex tasks, allowing you to get back to what you do best: running your business. The relationship works through a unique arrangement called co-employment, which sounds more complicated than it is. Let’s break down exactly what that means and how a PEO puts it into practice to support your company.

Understanding the Co-Employment Model

The co-employment model is the foundation of any PEO partnership. In this setup, the PEO becomes the "employer of record" for administrative purposes, while you remain the "worksite employer." This simply means you keep full control over your daily operations, business decisions, and company culture. You still hire, manage, and direct your team. The PEO, meanwhile, takes responsibility for HR-related administrative and compliance functions. This structure allows the PEO to group employees from many small businesses, giving you access to enterprise-level benefits and workers' compensation rates that would otherwise be out of reach. A PEO broker can help you find a partner that fits this model perfectly.

How a PEO Manages Your HR

So, what does a PEO actually do for you day-to-day? They take over the time-consuming, and often tedious, HR tasks that can pull your focus from strategic growth. This includes everything from processing payroll and filing payroll taxes to administering employee benefits and managing workers' compensation claims. By partnering with a PEO, you gain access to a team of HR experts who ensure you’re compliant with ever-changing labor laws. This frees up your internal team to concentrate on more impactful projects, like recruiting top talent and building a great workplace culture. We guide you through our process to find a PEO that handles exactly what your business needs.

The Real Benefits of Partnering With a PEO

When you're running a small business, you wear a lot of hats. But what if you could hand off some of the most time-consuming and complex ones? Partnering with a Professional Employer Organization (PEO) isn't just about outsourcing payroll; it's about giving your business a strategic advantage. A PEO acts as a co-employer, taking on the administrative burden of HR so you can get back to what you do best—leading your company.

This partnership allows you to offer competitive benefits that attract top talent, ensures you're always on the right side of complex employment laws, and creates a more stable, professional environment for your team. Think of it as gaining an entire HR department of experts without the overhead. Let’s look at the tangible benefits you can expect when you find the right PEO for your business.

Save Time and Money

As a business owner, your time is your most valuable asset. Administrative HR tasks like processing payroll, managing benefits, and handling compliance paperwork can easily consume your week, pulling you away from revenue-generating activities. A PEO takes these responsibilities off your plate. By handling the day-to-day HR functions, they free you up to focus on strategy, innovation, and customer relationships. This efficiency often translates directly into financial savings, as you can manage your HR needs without hiring a full-time internal team. It's one of the most effective cost-reduction strategies a small business can implement.

Offer Better Employee Benefits

In a competitive job market, top-tier benefits can make all the difference in attracting and retaining great employees. For a small business, offering comprehensive and affordable health insurance, retirement plans, and other perks is often a major challenge. PEOs solve this by pooling the employees from all their client companies into one large group. This gives them the bargaining power to negotiate for enterprise-level employee benefits at a much lower cost than you could get on your own. You gain access to a wide range of high-quality benefit options, allowing you to compete with larger corporations for the best talent.

Stay Compliant and Reduce Risk

Keeping up with the ever-changing landscape of federal, state, and local employment laws is a full-time job in itself. From wage and hour laws to workers' compensation and unemployment claims, a single misstep can lead to costly fines and legal trouble. PEOs employ teams of compliance experts who are dedicated to staying on top of these regulations. They help ensure your business adheres to all legal requirements, reducing your liability and giving you peace of mind. This is especially critical in states with complex labor laws, where having an expert partner can save you from getting lost in a maze of potential risks.

Improve Employee Satisfaction and Retention

A smooth, professional HR experience has a direct impact on your team's morale and loyalty. When employees have easy access to their benefits information, get paid accurately and on time, and have a clear resource for their HR questions, they feel more secure and valued. By providing robust benefits and streamlined HR processes, a PEO helps create a more stable and positive work environment. This leads to higher employee satisfaction and better retention rates. A happy, engaged team is more productive and committed to your company's success, making this one of the most powerful long-term benefits of a PEO partnership.

What Services Can You Expect From a PEO?

Think of a PEO as your all-in-one HR department. Instead of juggling multiple vendors for payroll, benefits, and compliance, a PEO bundles these essential services into a single, streamlined package. This co-employment relationship allows them to take on the administrative heavy lifting, giving you back the time and energy to focus on what you do best: running your business. While the exact menu of services can vary between providers, most PEOs offer a core set of solutions designed to manage the entire employee lifecycle, from hiring and onboarding to payroll and retirement. Let's walk through the four main pillars of PEO services.

Payroll and Tax Administration

Let’s be honest: payroll is a headache. It’s time-consuming, detail-oriented, and the rules are always changing. A PEO takes this entire function off your plate. They handle everything from processing paychecks and direct deposits to managing withholdings and filing federal, state, and local payroll taxes on your behalf. If you have employees in multiple states, a PEO manages the different tax laws and regulations, ensuring you’re always compliant. This is a huge relief for any small business owner who’d rather not spend their evenings poring over tax codes. They keep you updated on law changes so you can focus on your team, not paperwork.

Employee Benefits Management

One of the biggest wins of partnering with a PEO is gaining access to top-tier employee benefits. Because PEOs represent thousands of employees, they can negotiate with insurance carriers for better rates on health, dental, and vision insurance than a small business could get on its own. This means you can offer your team a benefits package that rivals those of large corporations. Beyond health insurance, PEOs also administer other perks like retirement plans (think 401(k)s), life insurance, and disability coverage. Offering competitive employee benefits is a powerful way to attract and retain great talent, and a PEO makes it affordable and easy to manage.

HR and Compliance Support

Staying on the right side of employment law is a major challenge for small businesses. From wage and hour laws to hiring practices and termination procedures, the landscape of HR compliance is complex and constantly shifting. A PEO provides you with access to a team of HR experts who can guide you through these challenges. They help you develop employee handbooks, manage compliance training, and offer advice on tricky HR situations. By partnering with a PEO broker, you can streamline these operations and ensure your business stays compliant, saving you from potential fines and legal trouble down the road.

Workers' Comp and Risk Management

Workplace safety and workers' compensation are critical, but they can also be costly and complicated to manage. PEOs simplify this by administering your workers' compensation insurance, often at a more competitive rate. They handle claims from start to finish, from the initial filing to managing the employee's return to work. Many PEOs also offer proactive risk management services, including safety audits and training programs designed to prevent accidents before they happen. This not only protects your employees but also helps control your insurance costs over the long term, creating a safer and more secure work environment for everyone.

Key Factors for Choosing a PEO

Once you’ve decided a PEO is the right move, the next step is finding the right one. With so many options out there, it’s easy to feel overwhelmed. The key is to focus on the factors that truly matter for your business. Think of this as a long-term partnership. You’re not just buying a service; you’re choosing a co-employer that will have a direct impact on your team and your bottom line.

A great PEO partner should feel like an extension of your own company—one that understands your industry, supports your growth, and makes your life easier. To find that perfect match, you need to look beyond the sales pitch and dig into the details. We’ll walk through the four most important areas to evaluate: pricing, services, technology, and reputation. Getting clear on these factors will help you compare your options confidently and choose a PEO that will serve you well for years to come. Our evaluation process is built around these core pillars to ensure we find the ideal fit for every client.

Pricing and Fee Transparency

Understanding how a PEO charges is the first step to avoiding surprise costs down the road. Most PEOs use one of two models: a flat fee per employee per month or a percentage of your total payroll. While both can work, the most important thing is transparency. You should receive a clear, itemized quote that breaks down every single cost, from administrative fees to specific charges for taxes and benefits. Don’t hesitate to ask for a sample invoice to see exactly what you’ll be paying for. This is a critical part of our cost-reduction strategies and ensures you’re never caught off guard.

Services and Industry Specialization

Not all PEOs offer the same menu of services. While most cover the basics like payroll, benefits, and HR support, some provide specialized services tailored to specific industries. If you run a construction company or a tech startup, you have unique compliance and HR challenges. You need a PEO that gets it. Ask potential partners if they have experience working with businesses like yours. A great way to verify this is to ask for success stories or case studies from clients in your field. This ensures they can provide relevant guidance and support that truly fits your needs.

Tech Platforms and Integrations

The PEO’s technology platform will become a central hub for you and your employees, so it needs to be user-friendly. Your team will use it to access pay stubs, enroll in benefits, and request time off. You’ll use it for payroll processing and HR reporting. Before you commit, always ask for a live demo of their software. See for yourself how intuitive it is. It’s also important to check if their system can integrate with the accounting or project management software you already use. A smooth integration saves time and prevents the headache of manual data entry.

Reputation and Financial Stability

You are entrusting your PEO with critical functions like payroll and compliance, so you need to know they are reliable and financially sound. Look for a PEO with a strong track record and positive client reviews. A key indicator of a healthy PEO is one that grows by keeping its customers happy, not just by acquiring other companies. Always ask for client references and take the time to call them. Hearing directly from other business owners about their experience will give you invaluable insight into what you can expect from the partnership. As your PEO broker, we thoroughly vet every PEO for financial stability and client satisfaction.

How to Vet a PEO for Trust and Compliance

Once you’ve narrowed down your list of potential PEOs, it’s time to do your homework. Choosing a PEO is a major business decision, and it’s one you want to get right the first time. You’re not just buying a service; you’re entering into a co-employment relationship and trusting another company with your payroll, benefits, and legal compliance. This partnership has a direct impact on your team and your bottom line, so it’s essential to verify that a PEO is trustworthy, financially stable, and compliant with industry standards.

Think of this vetting stage as a thorough background check. You want to look beyond the glossy brochures and sales pitches to confirm that the PEO has the credentials, protections, and proven track record to back up its claims. Digging into these details helps you avoid providers with shaky finances, inadequate insurance, or a history of poor customer service. This is a critical part of our PEO selection process, as it ensures we only match our clients with reliable and reputable partners who can truly support their growth and protect their interests for the long haul.

Look for Certifications and Accreditations

Certifications are more than just fancy badges on a website; they’re proof that a PEO meets rigorous national standards for financial health and operational best practices. The two most important credentials to look for are the Certified Professional Employer Organization (CPEO) designation and ESAC accreditation. A CPEO certification is issued by the IRS and confirms the PEO has passed strict financial audits and background checks, providing you with crucial tax liability protection. Accreditation from the Employer Services Assurance Corporation (ESAC) is the industry’s gold standard, verifying a PEO’s compliance with government regulations and best practices. A PEO with both of these credentials has demonstrated a serious commitment to financial stability and ethical conduct, making them a much safer choice for your business.

Check Their Insurance and Legal Safeguards

A key reason to partner with a PEO is to manage risk, so you need to confirm their insurance coverage is solid. Ask if they carry Employment Practices Liability Insurance (EPLI), which protects your business from claims related to wrongful termination, discrimination, harassment, and other employment-related issues. This is a non-negotiable. You should also inquire about how their health plans are insured and whether they provide comprehensive legal protections. Some PEOs may not fully insure their plans, which could leave your business exposed to unpredictable costs and liabilities. A reputable PEO will be transparent about their coverage and provide access to legal support, which is a core component of effective cost-reduction strategies and risk management.

Ask for Client References and Retention Rates

The best way to predict your future experience with a PEO is to look at their past performance. Start by asking for their client retention rate. A high rate (ideally above 90%) is a strong signal that they are keeping their clients happy. A low rate, on the other hand, can be a major red flag indicating issues with service, pricing, or follow-through. Don’t stop there. Request to speak with a few current clients, preferably businesses that are similar to yours in size and industry. This is your chance to get an unfiltered look at what it’s really like to work with them. You can see some of our own client success stories to get an idea of what a great partnership looks like.

Must-Ask Questions for Potential PEOs

Once you have a shortlist of PEOs, it’s time to start asking the tough questions. Think of this as an interview where you’re hiring a critical business partner. The goal is to look past the sales pitch and understand exactly how they operate, what they’ll deliver, and what the relationship will feel like day-to-day. Getting clear, direct answers now will save you from headaches and hidden surprises later. This vetting stage is a core part of our process, as it ensures we match you with a PEO that truly aligns with your company’s culture and goals. To help you prepare, we’ve organized the essential questions into three key areas: service, implementation, and contracts.

Questions About Service and Support

Your PEO will be an extension of your team, so you need to know what kind of support you’ll actually receive. Start by asking for a detailed breakdown of their services. Are their packages all-inclusive, or will you need to pay extra for add-ons? More importantly, find out who you’ll be talking to when you need help. Ask them directly: “Will I have a dedicated contact person, or will I be calling a general help line?” Having a consistent point of contact who understands your business can make a world of difference compared to explaining your situation to a new person every time you call.

Questions About the Implementation Process

A smooth transition is critical for getting the partnership off to a good start. Ask potential PEOs to walk you through their onboarding process step-by-step. How long does it typically take? What information will they need from you? This will help you understand the time and resources you’ll need to commit. You should also inquire about the training they provide for your employees to get them comfortable with new systems, like payroll or benefits portals. Finally, ask about their standard response times for support requests. Knowing you can get a timely answer when an issue arises is essential for keeping your operations running smoothly.

Questions About Contracts and Exit Plans

Before you sign anything, you need to understand the fine print. Always ask for a sample contract and a sample invoice so you can see the terms and fee structure for yourself. Pay close attention to the contract length and the terms for renewal. What happens if your business needs change and you need to end the partnership? Understanding the terms for canceling service is just as important as understanding the terms for starting it. A reputable PEO will be transparent about their PEO exit strategies, ensuring you have a clear path forward no matter what the future holds.

How to Compare PEO Proposals Like a Pro

Once you’ve narrowed your search down to a few top contenders, you’ll have their proposals in hand. This is where the real decision-making begins, and it’s about more than just finding the lowest price. A PEO is a long-term partner, so you need to be sure you’re making a fully informed choice. Comparing proposals can feel like you’re trying to compare apples to oranges, as each PEO structures its pricing and services a little differently. The key is to create a consistent framework for evaluation so you can see clearly which option truly aligns with your business goals, culture, and budget.

This process involves looking beyond the flashy marketing materials and digging into the details of their services, technology, support, and, of course, the costs. It’s a critical step that can feel overwhelming, which is why many businesses choose to work with a broker. At Inclusive PEO Brokers, our entire process is designed to simplify this for you. We analyze the proposals, create a straightforward summary, and help you see the complete picture. But whether you work with us or go it alone, the following steps will help you compare PEO proposals with confidence.

Create a Standard Scorecard

The best way to make an objective comparison is to create a standard scorecard. This simple tool helps you evaluate each PEO using the same criteria, preventing you from getting distracted by a slick presentation or a single standout feature. Your scorecard should reflect what’s most important to your business.

Start by listing the key factors down one side of a spreadsheet. These should include the core services offered (payroll, benefits, HR support, etc.), the quality and ease of use of their technology platform, the structure of their customer support, and key contract details. Then, create columns for each PEO you’re considering. As you review each proposal, fill in the details and give each category a score. This method forces you to look at the complete package and make a decision based on a holistic view of each potential partner.

Calculate the Total Cost

Understanding the true cost of a PEO partnership requires looking beyond the initial quote. PEOs typically use one of two pricing models: a flat fee per employee per month or a percentage of your total payroll. Neither is inherently better; it just depends on your business structure. To get a clear picture, always ask for a sample bill to see how administrative fees, benefits costs, and other charges are broken down.

Generally, you can expect to pay between $40 and $150 per employee each month. However, the goal isn't just to find the cheapest option but to understand the full value you're receiving. Are there extra fees for setup or specific HR tasks? How will pricing change if you hire more employees? Getting clarity on these points is a core part of our cost-reduction strategies and ensures you won’t face any financial surprises down the road.

Review Service Level Agreements (SLAs)

The proposal gives you the highlights, but the Service Level Agreement (SLA) contains the critical details. This is the legal document that outlines the specific services the PEO will provide, their responsibilities, and your own. It’s essential to read this document carefully before signing anything. Look for specifics on contract length, cancellation policies, and any fees associated with ending the partnership.

Pay close attention to how costs are structured and whether the PEO guarantees pricing for a certain period. A solid SLA provides transparency and protects your business. If any terms are vague or if verbal promises aren't reflected in the written agreement, don't hesitate to ask for clarification. Understanding your contract is also the first step in planning for the future, including any potential PEO exit strategies you might need.

PEO Red Flags to Watch Out For

Choosing a PEO is a big step, and it pays to be a savvy shopper. Spotting potential issues early can save you from major headaches later. A great PEO partnership is built on trust and transparency, so if something feels off, it probably is. Keep an eye out for a few key warning signs, from murky pricing and over-the-top promises to a lack of professional credentials. Knowing what to look for helps you confidently choose a partner who truly has your back.

Vague Communication and Hidden Fees

If a PEO is cagey about pricing, consider it a major red flag. You should never have to guess what you’re paying for. Since most PEOs don’t list prices online, you must ask for a detailed proposal. A trustworthy provider will walk you through every line item, but be wary of proposals that lack detail. Ask specifically about common extra charges like setup fees, benefits administration markups, and early termination penalties. A great partner is upfront about all costs. Our cost-reduction strategies help uncover these details to ensure you get a clear, predictable price.

Promises That Sound Too Good to Be True

If a PEO’s pitch sounds too good to be true, it probably is. While a PEO can streamline your operations, it’s not a magic wand. Be skeptical of any provider that promises to eliminate all HR responsibilities or guarantees unrealistic outcomes. For example, a PEO can help you offer incredible benefits, but they can’t promise to cut your healthcare costs in half overnight. A solid PEO sets realistic expectations and is honest about what they can and can’t do. They are your partner in managing HR, not a replacement for your involvement.

Missing Certifications or References

A reputable PEO has credentials to back up its claims. Look for IRS certification as a Certified Professional Employer Organization (CPEO) and accreditation from the Employer Services Assurance Corporation (ESAC). These signify that the PEO meets strict financial and operational standards. If a PEO can’t provide these, ask why. A provider with a solid track record should also be eager to share client references—don’t be shy about asking for them and making the call. As your PEO broker, we handle this verification for you, ensuring any PEO we recommend is fully vetted.

Common PEO Myths, Busted

When you start looking into PEOs, you’re bound to come across some strong opinions and a bit of misinformation. It’s easy to get tripped up by myths that paint a confusing picture of what a PEO partnership actually looks like. Many business owners worry about losing control, whether a PEO is the right size for their company, or what it means for their existing HR staff. These are completely valid concerns, but they are often based on misunderstandings about how a PEO works.

Let's clear the air and tackle these common myths head-on. Understanding the reality of a PEO relationship is the first step toward making a confident decision for your business. Instead of letting misconceptions guide your strategy, you can focus on what truly matters: finding a solution that helps you streamline operations, care for your team, and get back to the work you love. We’ll break down the three biggest myths we hear from business owners so you can separate fact from fiction.

Myth: "I'll Lose Control of My Team"

This is probably the most common fear we hear, and it’s worth addressing right away. The short answer is: no, you do not lose control of your business or your employees. You retain full authority over all day-to-day operations, including hiring, firing, promotions, and setting your company culture. A PEO operates under a co-employment model, which simply means they take on the administrative burden of HR. Think of them as your backend support team, handling payroll, benefits, and compliance while you remain in the driver's seat, leading your team and steering the company's vision. Our entire process is designed to keep you in control.

Myth: "PEOs Are Only for Big Companies"

It’s easy to assume that a service as comprehensive as a PEO is only for large corporations with massive headcounts. In reality, small and medium-sized businesses often see the most significant benefits. PEOs give smaller companies access to enterprise-level employee benefits at more affordable rates, which is a huge advantage when competing for top talent. You get the expertise of a full-service HR department without the high cost of hiring one internally. By outsourcing time-consuming administrative tasks, you and your team can focus your limited resources on growth and innovation, making a PEO a powerful tool for scaling your business.

Myth: "A PEO Will Replace My HR Staff"

If you already have a dedicated HR person or a small team, a PEO doesn’t make them obsolete—it makes them more effective. Instead of spending their days buried in payroll paperwork, compliance forms, and benefits administration, your HR staff can focus on strategic initiatives that truly move the needle. This includes things like improving company culture, developing training programs, and enhancing employee engagement. A PEO handles the tedious administrative work, freeing up your internal team to become the strategic partner you need them to be. A PEO broker can help you find a PEO that complements your existing team perfectly.

Setting Up Your PEO Partnership for Success

Choosing the right PEO is a huge step, but the work doesn’t stop once the contract is signed. A smooth transition sets the stage for a successful long-term relationship. By focusing on clear communication, careful planning, and ongoing management, you can make sure you get the most value from your new partner right from the start. A great PEO broker will guide you through this entire process, ensuring nothing falls through the cracks.

Prepare Your Team and Communicate Clearly

Change can be unsettling for employees, so bringing them into the loop is your first priority. Your team will have new points of contact and systems for things like payroll and benefits. To head off any confusion, create a clear internal communication plan that helps employees understand how to engage with the PEO's services. Explain what’s changing, what’s staying the same, and—most importantly—how this partnership benefits them with better support. Frame it as a positive step that allows your internal team to focus on more strategic work that helps the company grow.

Plan for Data Migration and System Setup

Getting all your employee data from your current systems into the PEO’s platform is a critical step. Many PEOs have their own software platforms for managing payroll, benefits, and HR data, so a clean transfer is essential. Work with your PEO’s implementation specialist to create a detailed checklist and timeline for data migration, including everything from employee census data to payroll history. A good partner will provide guides and support to make this process seamless. Our step-by-step process includes hand-holding you through this entire implementation to ensure a smooth and accurate setup.

Manage and Monitor the Ongoing Partnership

Your PEO relationship isn’t something you can set and forget. Think of it as an active partnership that needs regular attention. Schedule quarterly check-ins with your PEO representative to review service quality, address any issues, and discuss upcoming needs. This ongoing dialogue ensures the PEO stays aligned with your business goals. By partnering with a PEO, your team can access expert HR support and streamline operations, freeing them up to focus on core activities. At Inclusive PEO Brokers, we provide year-round support and conduct a full review at renewal to make sure your PEO remains the best fit at the most competitive price.

Related Articles

• What is a PEO? Your Guide to How They Work
• What is a PEO HR? A Simple Guide for Your Business
• How to Choose a PEO: A Step-by-Step Guide
• What Is a PEO? HR Support and Benefits for Small Businesses | Inclusive PEO Brokers
• PEO vs. EOR: Choosing the Right Hiring Model | Inclusive PEO Brokers

Frequently Asked Questions

Is a PEO just a fancy payroll company? Not at all. While a PEO handles payroll flawlessly, that’s just one piece of what they do. Think of a payroll service as a single-task vendor. A PEO, on the other hand, is a comprehensive partner that manages your payroll, employee benefits, HR compliance, and workers' compensation under one roof. This integrated approach means you get a dedicated team of experts to help you manage risk and support your employees in a way a simple payroll provider can't.

Will my employees be confused about who their 'real' employer is? This is a common concern, but the co-employment model is quite clear in practice. You remain the boss. You manage your team's day-to-day work, direct their projects, and shape the company culture. Your employees will still see you and your company as their employer. The PEO simply operates in the background as the administrative employer, handling their paychecks, benefits, and other HR paperwork, which ultimately provides them with a more professional and stable experience.

What happens if I'm not happy with the PEO we choose? This is exactly why the vetting process is so important. A good PEO partnership is built on a solid contract that clearly outlines the terms of the relationship, including the process for ending it. If issues arise, a reputable PEO will work with you to resolve them. This is also where having a broker as your advocate is invaluable. We help manage the relationship long-term and, if necessary, can guide you through a smooth transition to a new provider or a different HR model.

How does a PEO broker like Inclusive PEO Brokers get paid? It’s simpler than you might think. We are paid a commission by the PEO you ultimately choose to partner with. This fee is already built into the PEO's pricing structure, so it doesn't add any extra cost to you. In fact, because of our industry relationships and negotiating power, we secure better rates for our clients than they could get by going directly to the PEO themselves. Our service saves you time and money while giving you expert guidance.

Can't I save money by just contacting PEOs myself? While it might seem like cutting out the middleman would be cheaper, it almost always works out to be the opposite. When you approach a PEO directly, you’re entering a negotiation without the market knowledge or leverage that a broker brings. PEOs have standard pricing for direct clients, but they offer preferred rates through brokers. We do all the heavy lifting of analyzing dozens of options and negotiating on your behalf to ensure you get the best possible terms and pricing, saving you from overpaying and from the massive time commitment of doing the research alone.