Most companies with 50–100 employees are overpaying their PEO by $1,500–$2,500 per employee per year. We pull apart your invoices line by line and show you exactly what you'd save — free, with no obligation.
PEOs make sense when you're small. But once you hit 50+ employees, the bundled model costs more than it saves. Here's what we hear most.
Admin fees, bundled markups, and opaque billing mean you're paying far more than standalone market rates — often without knowing it.
Your PEO picks your carriers and plan designs. You have zero ability to shop the market or tailor benefits to what your team actually needs.
Bundled invoices hide what you pay for medical, dental, workers' comp, and admin. You can't optimize what you can't see.
Stuck with your PEO's HRIS whether it fits or not. Modern platforms like Paylocity, Gusto, or Paycor offer far better experiences at lower cost.
Once you cross 50 employees, the PEO economics flip. You have enough scale to get competitive standalone rates on your own.
Co-employment means another company's name on your paychecks and tax filings. Own your employer brand and your HR decisions.
No guesswork. No generic estimates. Every number is backed by your actual invoices and your census data.
We pull your PEO invoices apart line by line — admin fees, medical, dental, workers' comp, FICA — every cost component isolated and categorized.
Your employee census data gets mapped against PEO tier structures and enrollment records to build accurate per-employee cost profiles.
We run a full RFP across medical carriers, payroll providers, and HRIS platforms to assemble competitive standalone alternatives specific to your census.
You receive a comprehensive workbook with rate cards, enrollment data, invoice history, and a clear side-by-side savings analysis — all in one place.
When you fire a PEO, every piece of the bundle needs to be replaced. Medical, ancillary, workers' comp, payroll, HRIS — we go to market on all of it so you don't juggle multiple brokers.
We run a full RFP across all major medical carriers — UHC, Aetna, Cigna, BCBS, Kaiser — finding plans that match or beat your current coverage at significantly lower rates.
Every ancillary line gets its own market analysis. Dental, vision, life, disability, accident, and voluntary benefits — all shopped independently for best pricing and plan design.
Your PEO bundles workers' comp into one opaque line item. We unbundle it, analyze your mod rate, and go to market to make sure your premiums are truly competitive.
We evaluate platforms like Paylocity, Gusto, ADP Workforce Now, Paycor, and Rippling — matching features and employee experience to exactly what your company needs.
Employment Practices Liability Insurance is often buried in PEO contracts. We make sure you have standalone EPLI coverage in place so you're protected from day one.
We don't disappear after the transition. We stay as your ongoing benefits advisor — renewals, open enrollment, employee questions, and compliance year after year.
Every engagement starts with a no-cost analysis. Here's what recent clients discovered when we opened up their PEO invoices.
We had no idea how much we were overpaying until we saw the full analysis side by side. The transition was completely smooth and our employees didn't miss a beat.
The workbook was incredibly detailed. Every line item broken out, every carrier comparison mapped. It gave our executive team the confidence to make the call. Best decision we made all year.
No obligation, no pressure — just real numbers that show what you're actually paying and what the open market can offer your company.