With a PEO you pay a percentage of wages. That means your PEO makes money off you for any overtime, vacations, commissions, and bonuses you give to your employees. By taking the fat out of the PEO pricing structure, we create substantial cost savings with total transparency and superior service delivery.
With a PEO you pay a percentage of wages. That means your PEO makes money off you for any overtime, vacations, commissions, and bonuses you give to your employees. By taking the fat out of the PEO pricing structure, we create substantial cost savings with total transparency and superior service delivery.
Under our PEO alternative (which we call our ASO model), you know exactly what your costs are. Payroll taxes, insurance premiums, and administrative service fees are broken out by line item on a single invoice.
When you and your employees need help you'll have the direct contact information of your knowledgeable HR representative, employee benefits consultant, 401k advisor, and business insurance consultant. We have expert consultants and specialized support teams in each of these areas. Our team is helpful, friendly, and here to support you.
We scored in the top percentile of Net Promoter Scores (NPS) during our annual client satisfaction surveys for 2023, 2024, 2025 & 2026.
First, our service delivery looks and feels the same. Your internal administrative and HR responsibilities do not change and might be even further reduced with our state-of-the-art Human Resource Information System (HRIS). With our alternative PEO model your employees are reported under your FEIN. This provides you with greater overall flexibility and Lower State unemployment taxes. As a leading provider of Property and Casualty Insurance and employee benefits serving over 2,000 clients, our benefits group can place you with the insurance carriers of your choice and provide more plan options, including BlueCross Blue Shield.
Our Risk Services Group can place your worker's compensation coverage in the open market at much more competitive rates with one of over fifteen A-rated insurance carriers we represent. We can also do the same thing with your 401k plan.
Many organizations outgrow their PEO and seek:
Greater control over HR and employee decisions
More flexibility in benefits design
Improved reporting and technology
Lower administrative costs
Direct ownership of employee relationships
Yes. A PEO alternative can provide HR consulting, employee relations guidance, handbook support, compliance assistance, recruiting resources, and HR technology without requiring co-employment.
A PEO alternative provides access to payroll, HR, benefits, compliance, and risk management services without requiring a co-employment relationship. Unlike a PEO, you maintain full control over your employees, tax IDs, and company policies while still receiving expert support. The concept of a PEO generally involves a co-employment relationship for payroll, HR, workers' compensation, and compliance administration.
No. Employers can secure competitive medical, dental, vision, life, disability, and voluntary benefits through an independent benefits consultant while maintaining full control over plan design and carrier selection.
Often, yes. While every situation is different, many employers find that separating HR, payroll, benefits, and compliance services gives them greater transparency into costs and eliminates bundled fees that can increase as payroll grows.
Your payroll transitions to a dedicated payroll platform and service team. A properly managed transition ensures employee records, tax information, reporting, and benefit deductions are transferred accurately.
Absolutely. A PEO alternative can provide support for:
ACA compliance
FMLA administration
Employee handbooks
Workplace policies
Federal and state employment regulations
Benefits compliance
With a structured implementation plan, most transitions are straightforward. An experienced advisor manages payroll setup, benefits migration, employee communications, and compliance considerations to minimize disruption.
Yes. In many cases, a PEO alternative offers greater flexibility as your organization grows because services can scale without forcing you into a one-size-fits-all model.
You retain direct ownership of:
Employee records
Benefits decisions
Payroll processes
Company policies
HR strategy
Workers' compensation programs
Organizations that:
Have outgrown their PEO
Want more strategic HR support
Need better reporting and analytics
Desire customized benefits solutions
Want to reduce long-term costs
Prefer maintaining complete employer control
A PEO assessment can compare your current costs, benefits, payroll processes, compliance resources, and service experience against alternative solutions to identify potential savings and improvements.
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