PEO
PEO services
We take the administrative half of employing people and run it on machinery we have already built and already staff. You keep the work, the people and every decision. What changes is that a 14-person company starts being priced like a much larger one.
The part that wins you candidates
A 14-person company shopping for health insurance alone gets quoted like a 14-person company. That is the whole problem. Rates, plan quality and which carriers will even talk to you all scale with the size of the group.
Your employees come onto our employment infrastructure, which prices them as part of something far larger than your company. Health, dental, vision, retirement. The things that decide whether the good candidate takes your offer or the one from the 400-person outfit down the road.
Most owners we talk to have already lost someone over this and assumed there was nothing to be done about it.
What moves to our desk
- Payroll and employment tax. Processed and filed, on time, by people who do only this.
- Benefits. Sourced and administered on our group, not yours.
- Employment compliance. Kept current as rules move, rather than discovered during an audit.
- HR administration. Onboarding, records, and the documentation nobody at your company has time for.
- The liability that comes with it. We are a legal co-employer, which is exactly why we can carry this and a payroll vendor cannot.
What stays yours
Hiring. Firing. Pay. Direction. Promotion. Who does what, and how. Every decision about your people remains yours, and your people still work for your business under your managers.
This is co-employment, which is a specific legal arrangement rather than outsourcing your team to a vendor. The distinction matters because it is what lets us take on real employment liability instead of just processing your paperwork.
When you outgrow us
There is a headcount where building your own HR function becomes cheaper than renting ours. It usually arrives somewhere around the point you can justify a full-time HR director.
We will tell you when you are getting close. We would rather hand you a working system and stay your recruiting partner than bill you for scale you no longer need.
Straight answers
Questions people ask about PEO services.
What does a PEO actually do?
A PEO becomes the co-employer of your staff and takes on the administrative side of employment, covering payroll, benefits administration and employment compliance, while you keep full control of the work and the people. We run ours on infrastructure we already own, which is how a small employer ends up offering benefits priced for a group many times its size.
Is a PEO the same as outsourcing HR?
No. Outsourced HR is a vendor performing tasks for you. We become a legal co-employer and share the employment liability that comes with it, which is why we can put your people on our benefits group and carry compliance exposure that no vendor would touch.
Do I lose control of my employees with a PEO?
No. You keep hiring, firing, pay, direction and day-to-day management. Our role is administrative, and your people continue to work for your business under your supervision. Nothing about who runs your company changes.
How much does a PEO cost?
Pricing runs either as a percentage of payroll or a per-employee fee, and it earns its keep when it costs less than the administrative hours and compliance risk it removes. We would rather run that comparison honestly with you than sell you something you outgrow next year.
Related
Other ways we build your workforce.
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We answer every enquiry. Say what you need and we will tell you plainly whether we are the right people for it.