Outsourced HR for Small Businesses: A Simple Guide

There’s a point in every company’s journey when the systems that worked for five employees start to break down with fifteen. Suddenly, HR isn't just about paying your team; it's a complex web of state-specific labor laws, benefits administration, and risk management. This is the critical moment where growth can either stall or accelerate. Choosing to explore outsourced HR for small business is a strategic move to ensure you can scale effectively. It provides the infrastructure and expertise needed to not only manage your growing team but also to attract top talent with competitive benefits, leveling the playing field with larger corporations.

Key Takeaways

• View HR outsourcing as a growth strategy: It’s not just about offloading paperwork. Handing off complex administrative tasks frees you to focus your time and energy on the core activities that actually scale your business.
• Compete for top talent with better benefits: A Professional Employer Organization (PEO) gives your small business access to high-quality, affordable benefits packages typically reserved for large corporations, making it much easier to attract and keep great employees.
• The right partner is your most important choice: Your success depends on finding a provider that truly fits your company’s needs and culture. A careful selection process is essential to reduce risk and ensure you get the support you expect.

What is Outsourced HR?

If you’re a small business owner, you’re likely wearing many hats—CEO, salesperson, marketer, and, yes, HR manager. Outsourcing your human resources simply means partnering with an external company to handle all those people-related functions. Think of it as bringing in a dedicated expert to manage tasks like payroll, benefits administration, and legal compliance so you can get back to focusing on your core business operations.

It’s not about losing control of your team. It’s about gaining a strategic partner who can help you manage the complexities of employment. An outsourced HR provider ensures your payroll is accurate and on time, your benefits are competitive, and you’re staying on top of ever-changing state and federal labor laws. This support system allows you to build a better workplace, attract top talent, and grow your company with confidence. Our team at Inclusive PEO Brokers specializes in helping businesses find the perfect HR partner to fit their unique needs, a process we’ve refined to be simple and effective. We believe that with the right support, any small business can offer the same level of HR service as a large corporation.

What HR Tasks Can You Outsource?

You can outsource nearly any HR function you can think of, whether you need help with a single task or want a comprehensive solution. It’s all about finding the right fit for your business needs. Handing these responsibilities over to an expert frees up your time and gives you peace of mind knowing they’re being handled correctly.

Commonly outsourced HR services include:

• Payroll Processing: Managing paychecks, tax withholdings, and direct deposits.
• Employee Benefits Administration: Handling health insurance, retirement plans, and other perks.
• Risk Management and Workers' Comp: Managing workplace safety and insurance claims.
• Legal Compliance: Keeping up with federal, state, and local employment laws.
• Recruiting and Onboarding: Finding, hiring, and integrating new team members.
• Performance Management: Tracking employee performance and providing guidance for growth.

Different HR Outsourcing Models

When you decide to outsource, you’ll find a few different models, but one of the most popular for small businesses is the Professional Employer Organization, or PEO. A PEO works under a "co-employment" model. This sounds complicated, but it’s quite simple: the PEO becomes the employer of record for tax and benefits purposes, while you remain in complete control of your daily business operations and your team. This arrangement gives you access to top-tier small business employee benefits, like the kind you’d find at a Fortune 500 company, making it easier to attract and retain great employees. It’s a powerful way to level the playing field.

Common Myths About Outsourcing HR

Many business owners hesitate to outsource HR because of a few common myths. Let's clear them up. One of the biggest misconceptions is that it’s too expensive. In reality, partnering with an HR provider is an investment that can lead to significant cost-reduction strategies. By avoiding costly compliance errors, gaining access to better insurance rates, and saving countless administrative hours, most businesses find the service pays for itself. Another myth is that you’ll lose control over your company culture and employees. A good HR partner works behind the scenes, handling the administrative burdens so you can focus on leading your team and shaping the workplace you envision. They support your vision, they don’t replace it.

Why Should You Outsource HR?

As a small business owner, you’re used to wearing multiple hats. You’re the CEO, the head of sales, the marketing director, and often, the entire HR department. While that hustle is admirable, handling human resources on your own can pull your focus from the core activities that drive growth. Outsourcing HR isn't about giving up control; it's about gaining a strategic partner who can manage the complex, time-consuming administrative tasks that every business faces. Think of it as bringing in a team of specialists to handle payroll, benefits, compliance, and employee relations so you can get back to leading your company.

By handing over these responsibilities, you free up your time and mental energy. Instead of spending hours figuring out payroll taxes or researching the latest employment laws, you can concentrate on product development, customer relationships, and long-term strategy. A good HR partner does more than just take tasks off your plate. They provide the expertise and infrastructure to help you build a stronger, more compliant, and more efficient business. We’ve seen firsthand how our streamlined process helps business owners find the right support, allowing them to build a better workplace and a healthier bottom line. It’s a strategic move that lets you work on your business, not just in it.

Save Time and Money

Let’s be direct: your time is your most valuable asset. Every hour you spend on administrative HR tasks—like processing payroll, managing benefits enrollment, or tracking paid time off—is an hour you’re not spending on revenue-generating activities. Outsourcing these functions immediately gives that time back to you. An HR partner handles the critical but often repetitive work, ensuring it’s done correctly and on time. This efficiency often translates into significant financial savings. You avoid the cost of hiring a full-time HR manager and gain access to effective cost-reduction strategies that can lower your expenses for benefits and workers' compensation.

Gain Access to HR Experts and Technology

Most small businesses can't afford to hire a team of specialists for every HR function. When you outsource, you get immediate access to seasoned professionals in payroll, compliance, risk management, and benefits. This expertise is crucial for making informed decisions and avoiding common pitfalls. Furthermore, HR partners provide access to sophisticated HR technology (HRIS) platforms that would otherwise be too expensive to license on your own. This technology streamlines everything from onboarding to performance reviews and gives your employees a modern, user-friendly experience. It also allows you to offer more competitive and better employee benefits, which is a game-changer for attracting and keeping great people.

Stay Compliant and Reduce Risk

Keeping up with the ever-changing landscape of employment law is a full-time job, especially in a state like California. From wage and hour laws to leave policies and workplace safety requirements, the risk of non-compliance is high, and the penalties can be severe. Outsourcing your HR to a knowledgeable partner shifts this burden to experts who live and breathe this stuff. They monitor legislative changes and ensure your policies and practices are up to date, protecting your business from fines and potential lawsuits. Navigating this complex web of regulations becomes much simpler when you have a team dedicated to keeping you compliant and minimizing your risk.

Create a Better Employee Experience

Your employees are the heart of your business, and their experience matters. Outsourcing HR can directly contribute to a more positive and professional workplace. With streamlined systems for payroll and benefits, employees get paid accurately and on time, and they can easily access their information. A dedicated HR partner can also help you implement structured onboarding processes, performance management systems, and clear policies that create a fair and organized environment. This professional support shows your team that you’re invested in their well-being, which is essential to attract and retain top talent. When employees feel supported, they’re more engaged, productive, and loyal.

Focus on Growing Your Business

Ultimately, every decision you make should support your company’s growth. Outsourcing HR is one of the most effective ways to do just that. By removing the administrative weight of HR from your shoulders, you can reclaim your role as a visionary and a leader. You get to focus on what you do best: innovating, serving your customers, and exploring new opportunities. This strategic shift allows you to move from day-to-day management to long-term planning. With a trusted partner handling the HR essentials, you have the freedom and clarity to steer your business toward its next milestone.

Essential HR Services for Small Businesses

When you think about outsourcing HR, you might picture handing over your entire human resources department. But it’s not an all-or-nothing decision. You can choose to outsource specific functions that are causing the most headaches or taking up the most time. For most small businesses, a few key areas have the biggest impact. These are the essential, non-negotiable tasks that keep your business running smoothly, your team happy, and your operations compliant.

Think of it like building a support system for your company. You start with the foundational pieces—the things that, if they go wrong, can cause major problems down the line. This includes making sure everyone gets paid correctly and on time, offering competitive benefits to attract top talent, and staying on the right side of ever-changing employment laws. By focusing on these core services first, you can build a stronger, more resilient business. An external partner can bring expertise and efficiency to these areas, freeing you up to focus on what you do best: growing your company. Below, we’ll look at the most common and critical HR services that small businesses choose to outsource.

Payroll and Benefits

Managing payroll and benefits is one of the most time-consuming administrative burdens for any small business owner. It’s not just about cutting checks; it’s about handling tax withholdings, processing deductions, and ensuring every detail is accurate and on time. Outsourcing these tasks to an HR partner ensures precision and frees up countless hours. More importantly, partnering with a PEO often grants you access to higher-quality, more affordable small business employee benefits than you could secure on your own. This gives you a competitive edge in attracting and retaining great employees without breaking your budget.

Recruiting and Onboarding

Finding the right people for your team is crucial, but the process can be draining. An outsourced HR partner can manage the entire talent acquisition lifecycle, from crafting compelling job descriptions and screening candidates to conducting background checks. Once you’ve made a hire, they ensure a smooth and professional onboarding experience. A structured onboarding process helps new employees feel welcome and prepared, setting them up for long-term success and reducing early turnover. This level of professionalism helps your small business compete with larger companies for top talent.

Performance Management

Effective performance management goes far beyond the annual review. It’s about creating a system for continuous feedback, setting clear goals, and supporting employee growth throughout the year. Many small businesses struggle to implement a consistent process. An HR partner can help you build and manage a performance management system that keeps your team engaged and aligned with your business objectives. This includes tools for tracking progress and frameworks for having productive conversations about performance, which ultimately helps your employees—and your business—thrive.

Employee Training

Investing in your team’s development is one of the best ways to improve retention and performance. However, creating and managing training programs can be a significant undertaking. An outsourced HR provider can give you access to a wide range of professional development resources. This might include a library of online courses covering topics from leadership skills to workplace safety, or even helping you develop custom training tailored to your company’s specific needs. This ensures your team is always learning and equipped to meet new challenges effectively.

Compliance and Risk

Staying compliant with the complex web of federal, state, and local employment laws is a major challenge, especially for businesses in states like California. A single misstep can lead to costly fines and legal trouble. An HR partner, particularly a PEO, takes on the responsibility of managing risk and ensuring your business adheres to all regulations. They can help you develop compliant employee handbooks, manage workers' compensation claims, and maintain a safe workplace. This expert oversight provides invaluable peace of mind and protects your business from potential liabilities.

What Does HR Outsourcing Cost?

Talking about cost is often the first—and most important—conversation for a small business owner. When you’re thinking about outsourcing HR, it’s not just an expense; it’s an investment in your company’s stability and growth. The price can vary quite a bit depending on the provider, the services you need, and the size of your team. Understanding the common pricing structures and what you’re truly getting for your money is key to making a smart decision that fits your budget and sets your business up for success. Let's break down what you can expect to pay and how to look at the cost beyond the price tag.

Common Pricing Models

Most HR outsourcing providers, especially PEOs, use one of two main pricing models. The first is a percentage of your total payroll, which typically ranges from 2% to 12%. This model is straightforward and scales with your company—as you hire more people and your payroll grows, your fee increases. The second common model is a flat fee per employee, per month (PEPM). This can range from $40 to over $200 per employee. A PEPM structure offers predictable monthly costs, which can make budgeting easier. The right model for you depends on your business's size, payroll, and growth projections. A PEO broker can help you compare quotes and find the most cost-effective structure for your specific needs.

Watch Out for Hidden Fees

When you’re comparing quotes, the initial price doesn't always tell the whole story. It’s important to ask about any additional costs that might not be obvious upfront. Some providers charge one-time setup or implementation fees to get you started. You might also find separate charges for specific services, like recruiting or creating an employee handbook. Also, be sure to ask about early termination fees in case you need to change providers down the road. When you work with a broker, we dig into the fine print for you, ensuring there are no surprises. This way, you can budget accurately and focus on the value the service brings, not unexpected bills.

How to Calculate Your ROI

The true value of outsourcing HR goes far beyond the monthly fee. To calculate your return on investment (ROI), think about both the hard and soft cost savings. The hard savings are easy to spot: lower benefits premiums, reduced workers' compensation rates, and avoiding costly compliance fines. The soft savings are just as impactful. Consider the value of your time. How many hours are you or your team spending on HR paperwork instead of revenue-generating activities? By outsourcing, you also gain access to better employee benefits, which can significantly improve employee recruitment and retention, saving you thousands in turnover costs over time.

Tips for Budgeting for HR

As you plan your budget, start by clearly defining which HR tasks are taking up the most time and causing the most stress. This will help you prioritize the services you need. When you request quotes, make sure you’re comparing apples to apples by asking for a detailed breakdown of all included services and potential fees. Don’t be afraid to negotiate. An experienced broker can often secure better rates and terms than you could on your own. Remember that investing in outsourced HR is part of a larger set of cost-reduction strategies. It frees you up to focus on what you do best—running your business—while experts handle the complexities of HR.

How to Choose the Right HR Partner

Once you’ve decided to get some help with your HR, the next step is figuring out what kind of help you actually need. The world of outsourced HR has a few different players, and each offers a unique level of support. Think of it like choosing a vehicle: you wouldn't buy a semi-truck if you just need to commute to the office. The right partner depends entirely on your business's size, challenges, and goals. Are you looking for a comprehensive, all-in-one solution, or do you just need expert advice on a specific issue? Understanding the main types of HR partners is the first step toward making a smart decision for your company. Let's break down the most common options so you can find the perfect fit.

Professional Employer Organizations (PEOs)

A Professional Employer Organization, or PEO, is the most comprehensive option. When you partner with a PEO, you enter into a "co-employment" relationship. This means the PEO becomes the employer of record for things like payroll, taxes, and benefits, while you continue to manage your team's day-to-day work and your company's direction. This model allows small businesses to offer top-tier employee benefits that are usually only available to large corporations. A PEO broker can help you find a partner that lowers your HR costs, reduces legal risks, and gives you access to expert HR programs, which ultimately helps you attract and keep great employees.

Administrative Services Organizations (ASOs)

An Administrative Services Organization (ASO) is a great alternative if you want to hand off specific HR tasks but aren't ready for a co-employment relationship. With an ASO, you remain the sole employer and retain all legal responsibilities. The ASO acts as a third-party vendor, handling functions you choose to delegate, such as payroll processing or benefits administration. This model offers more flexibility than a PEO, allowing you to pick and choose the services you need. It’s a solid choice for businesses that have some HR infrastructure in place but need support in a few key areas to free up their team's time.

HR Consulting Firms

If you're facing a specific challenge or need high-level strategic advice, an HR consulting firm might be your best bet. Unlike PEOs or ASOs, which typically handle ongoing administrative tasks, consultants are usually brought in for project-based work. They can provide specialized expertise in areas like creating an employee handbook, navigating a tricky employee relations issue, or developing a compensation strategy. This is an ideal solution for businesses that don't need full-time HR support but require an expert to guide them through a particular hurdle or help them build a stronger HR foundation for the future.

How to Vet a Provider's Expertise

No matter which model you're leaning toward, doing your homework is crucial. You're trusting this partner with your most valuable asset—your people. Start by looking for a provider with experience in your industry; they'll understand your unique challenges and compliance needs. Don't be shy about asking for proof of their success. A reputable provider will be happy to share case studies or success stories from clients similar to you. Check for relevant certifications and ask for references you can speak with directly. This due diligence ensures you’re partnering with a true expert who can deliver on their promises.

Making Your Final Choice

When it's time to decide, bring it back to your business's specific needs. Make a list of the services you absolutely must have versus those that are nice to have. Consider the provider's reputation in the market and how well their company culture aligns with yours. Before you sign anything, make sure you have a clear agreement that details the scope of services, all associated costs, and what's expected from both sides. Following a clear selection process helps you compare your options objectively and choose a partner that will truly support your business as it grows.

How to Manage Your New HR Partner

Choosing the right HR partner is a huge step, but the work doesn't stop once the contract is signed. The real success comes from building and managing a strong, collaborative relationship. Think of your outsourced HR provider as an extension of your team. Just like any team member, they need clear direction, open communication, and regular feedback to perform their best. A well-managed partnership ensures you get the full value of their expertise and frees you up to focus on your core business goals.

The good news is you don't have to manage this relationship alone. When you work with a PEO broker, we don't just find you a provider and disappear. We stick around to make sure the implementation goes smoothly and that the PEO continues to meet your needs long-term. We act as your advocate, helping you monitor performance and ensure the partnership remains a perfect fit as your company evolves. This ongoing support is key to turning a simple service agreement into a true strategic alliance.

Create a Smooth Implementation Plan

A successful partnership starts with a solid onboarding process. Before you hand over any tasks, work with your new HR provider to create a detailed implementation plan. This roadmap should outline clear goals, specific timelines, and who is responsible for each step. A great plan clarifies exactly how their services will blend into your existing operations, preventing confusion for you and your employees. This is a core part of our process, where we hand-hold you through every stage to ensure a seamless transition. By setting expectations from day one, you create a foundation for a productive and stress-free relationship.

Establish Clear Communication

Open and consistent communication is the lifeblood of any successful partnership. Don't wait for a problem to arise to talk to your HR provider. Schedule regular check-ins—whether weekly, monthly, or quarterly—to discuss what’s working, address any concerns, and align on upcoming business changes. It’s also smart to establish a single point of contact on both sides to streamline conversations and avoid crossed wires. This proactive approach ensures that your HR services are always in sync with your business needs and helps you build a trusting, collaborative relationship with your new partner.

Monitor the Quality of Service

To ensure you're getting the value you expect, you need to monitor your HR partner's performance. Before you even begin, define what success looks like. Set clear, measurable goals for key HR functions like payroll accuracy, employee support ticket response times, or benefits administration. Regularly review these metrics with your provider to see if they are meeting your business needs. A great partner will welcome this feedback and be ready to adjust their services as your company changes. This ongoing evaluation is also a key part of our cost-reduction strategies, as it confirms you're getting a strong return on your investment.

Keep Your Data Secure

When you outsource HR, you're entrusting a partner with your company's most sensitive information, from employee social security numbers to private health details. Data security is non-negotiable. Before signing on, and as part of your ongoing management, make sure you understand their security protocols. Ask about their data encryption methods, their compliance with regulations like HIPAA, and how they protect against breaches. A trustworthy HR partner will be transparent about their security measures and have robust systems in place to keep your employee and company data safe.

Scale Services as Your Business Grows

One of the biggest advantages of outsourcing HR is flexibility. Your business isn't static, and your HR support shouldn't be either. A great partner can easily scale their services up or down as your needs change. Whether you're hiring a wave of new employees, expanding into another state, or enhancing your small business employee benefits, your provider should be able to adapt without missing a beat. Discuss your potential growth plans during the selection process to ensure you choose a partner who can support your business not just today, but for years to come.

How to Handle Common Outsourcing Hurdles

Bringing an HR partner into your business is a big step, and like any major change, it can come with a few bumps in the road. But don't let that scare you. With a little foresight and clear communication, you can easily manage these common challenges and make the transition a success for everyone involved. The key is to be proactive rather than reactive.

Thinking through potential issues ahead of time helps you build a stronger partnership from day one. It’s about making sure the new systems work with your old ones, your team feels supported, and your company’s unique culture stays intact. A great HR partner should feel like an extension of your team, not a disconnected third party. Following a clear selection and implementation process is the best way to address these hurdles before they even start, ensuring a smooth and positive experience. Let’s walk through how to handle the most common ones.

Get Your Team on Board

Change can make employees nervous. When they hear "HR outsourcing," they might worry about what it means for their jobs or the support they receive. Your first step is to communicate openly and clearly. Explain why you’re making this change and how it will benefit them directly. Frame it as an investment in their experience—access to better employee benefits, more efficient payroll, and dedicated experts to answer their questions. When HR management is handled well, it makes your company a better place to work, which is crucial for keeping your best people. Reassure your team that this move is about supporting them, not replacing them.

Integrate with Your Current Systems

You already have systems that run your business, from accounting software to project management tools. Your new HR partner needs to fit into that existing ecosystem seamlessly. The last thing you want is a clunky, disconnected process that creates more work. Before you sign any contracts, discuss technology and integration. Ask how their platform will communicate with the tools you already use. A good PEO broker will help you vet this during the selection phase, ensuring you choose a partner whose technology aligns with your operational needs. The goal is to create a more efficient work environment, not a more complicated one.

Ensure Consistent Quality

Outsourcing HR tasks doesn’t mean you can set it and forget it. You need to ensure you’re getting the high-quality service you’re paying for. Start by establishing clear expectations and key performance indicators (KPIs) with your new partner. What does success look like? How will you measure it? Schedule regular check-ins to review performance, discuss any issues, and make sure they’re meeting your standards. Don’t be afraid to ask for reports on things like payroll accuracy, employee query response times, and compliance updates. You can also look at a provider’s past successes to get a sense of the quality they deliver to other businesses like yours.

Protect Your Company Culture

Many founders worry that outsourcing HR will dilute the unique culture they’ve worked so hard to build. This is a valid concern, but it’s entirely preventable. Remember, a PEO is there to handle the administrative burdens—like payroll, compliance, and benefits administration—which actually frees you up to focus more on your people and culture. The key is to choose a partner who understands and respects your company’s values. During the vetting process, talk to them about your mission and what makes your workplace special. A true partner will work to support your culture, not change it. You’re still the one steering the ship; they’re just helping you manage the engine room.

Is Outsourcing HR Right for You?

Deciding to outsource your HR is a big step, but it doesn't have to be a complicated one. It’s really about figuring out if your current approach to people management is helping or hindering your growth. If you're spending more time on paperwork than on your product, or if compliance laws are keeping you up at night, it might be time to explore your options. This isn't about losing control; it's about gaining a strategic partner so you can focus on what you do best. The right HR partner can handle the complex, time-consuming tasks that distract you from your core business, all while giving your employees the kind of support and benefits that make them want to stick around. It’s a strategic move that can save you money, reduce liability, and create a better workplace. Let’s walk through a few key questions to help you determine if bringing in outside HR support is the right move for your business right now.

Signs You Need HR Support

The tipping point for many small businesses often arrives around the 10- to 15-employee mark. At this stage, you might notice that managing people is taking up a significant chunk of your week—time that could be spent on strategy and growth. Other clear signs include rapid expansion where you can’t keep up with hiring, or a growing sense of confusion around complex employment laws. If you find yourself without proper HR systems for payroll or onboarding, and you're patching things together, that’s a major signal. These challenges aren't just administrative headaches; they're risks to your business. Recognizing these signs is the first step toward finding a sustainable solution for your small business employee benefits and HR needs.

Assess Your Company's Readiness

Are you ready to offer the kind of benefits and employee experience that attract top talent? If your goal is to compete with larger companies for skilled people, then you're ready for outsourced HR. A PEO can give you access to enterprise-level benefits, like better health insurance and retirement plans, that are often out of reach for small businesses. This move can dramatically improve your ability to recruit and retain great employees. Think about your long-term goals. If you want to build a strong, diverse, and loyal team without building an entire HR department from scratch, then you're in a prime position to benefit from an HR partner. It’s about leveling the playing field and investing in your people.

How to Minimize the Risks

The main risk of outsourcing HR is choosing a partner that isn’t the right fit for your company’s specific needs and culture. A mismatched PEO can create more problems than it solves. The best way to avoid this is by not going it alone. Working with an experienced PEO broker removes the guesswork from the equation. We do the heavy lifting of vetting dozens of providers to find the few that truly align with your business. Think of it as an investment in your company’s future success. A thoughtful selection process ensures you partner with a PEO that will save you time and money, letting you get back to running your business with confidence.

Taking the Next Step

If you're ready to offload time-consuming tasks like payroll, tax administration, and regulatory compliance, the next step is simpler than you think. A Professional Employer Organization (PEO) is designed to take these HR responsibilities off your plate so you can focus on your core mission. But you don't have to figure out which PEO is best by yourself. The best way to start is with a simple conversation to explore your options. By understanding your unique challenges and goals, we can help you see exactly how a PEO can support your business. Book a free consultation with our team to get clear, straightforward advice on what your next step should be.

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• What Is a PEO? HR Support and Benefits for Small Businesses

Frequently Asked Questions

Will I lose control over my team if I partner with a PEO? This is a really common concern, but the short answer is no. You remain in complete charge of your business operations, company culture, and day-to-day management of your team. The PEO partner works in the background, handling the administrative side of employment like payroll, tax filings, and benefits. Think of them as your expert support staff, not your new boss. This partnership actually frees you up to be a better, more focused leader for your team.

Is my business too small to benefit from outsourcing HR? Not at all. While many businesses start looking for support around the 10-employee mark, the right time is when HR tasks start pulling your focus away from growing the business. If you want to offer competitive benefits to attract great talent or simply want peace of mind that you're compliant with labor laws, outsourcing can be a smart move for even very small teams. It’s less about your current headcount and more about your ambition to build a professional and supportive workplace.

Why should I use a broker instead of just contacting a PEO directly? Think of it like this: you could spend weeks researching dozens of PEOs, trying to compare their complex quotes and services on your own. Or, you can have an expert do it for you. We already know the market inside and out. We analyze your specific needs and present you with the top three options that are the best fit. Because of our relationships with PEOs, we negotiate better rates than you could get by going direct, so you save money while we do all the heavy lifting.

What's the real difference between outsourcing HR and just hiring an in-house HR manager? Hiring an HR manager gives you one person with general knowledge. Outsourcing to a PEO gives you an entire team of specialists in payroll, benefits, legal compliance, and risk management for a comparable or even lower cost. Plus, a PEO gives you access to their large-group benefits plans, meaning you can offer your employees Fortune 500-level health insurance and retirement plans that a single HR manager simply can't secure for a small business.

What happens after we choose a PEO? Do you just hand us off? Absolutely not. Our partnership doesn't end once you've signed a contract. We guide you through the entire implementation process to make sure the transition is smooth for you and your employees. After that, we provide year-round support, acting as your advocate if any issues arise. When it's time for renewal, we're right there with you, making sure the PEO is still the right fit and that you're getting a competitive price. We're in it for the long haul.