Have You Outgrown Your PEO?
If any of these sound familiar, it's worth a conversation:
Your headcount has passed 50 employees, and your PEO's pricing hasn't kept pace with your growth.
You're paying for bundled services you don't use — or could get better, cheaper, unbundled.
You want real control over benefits, HR strategy, and payroll — without disrupting your team.
How We Get You There
Introduction — We learn your business and request a few documents (census, PEO invoice, plan details).
Analysis — We benchmark your current PEO costs against unbundled alternatives, line by line.
Proposal — We present the numbers to your leadership and, if you move forward, guide you through terminating the PEO contract.
Implementation — We coordinate carriers, payroll, and HR vendors so nothing falls through the cracks — and help you communicate the change to employees.
Ongoing Management — Once you're live, we stay on as your single point of coordination across every vendor.
Most PEO transitions take up to 18 weeks from first conversation to effective date.
No worries! We manage the timeline, so you don't have to.
Case Study
The Cost of Staying Bundled
A PEO's pricing is built for simplicity, not efficiency. You pay one number and everything's included — which is convenient right up until your organization is big enough to negotiate better terms on each piece separately.
Here's what unbundling looked like for one client: administrative and insurance costs dropped 29%, employee health premiums fell 33%, and total annual savings came to $829,400 — without changing the coverage employees actually use.
The bundle isn't free. It's just invisible.
