Our 6 PEO partners
Each was selected for specific reasons. Together they cover every combination of industry, company size, benefits need, and technology preference we encounter.
IRS-certified (CPEO) and one of the largest PEOs in the United States. ADP TotalSource combines enterprise-level compliance infrastructure with a dedicated HR Business Partner model — giving every client access to large-group benefit plans, 50-state payroll, and legally-backed HR guidance.
TriNet organizes its service teams by industry vertical — tech, life sciences, financial services, nonprofits, and professional services. That structure means the HR team supporting your business understands your industry, not just HR administration in general. Strong medical and ancillary benefit options across all verticals.
More than 50 years of payroll and HR infrastructure. Paychex brings the broadest industry coverage of any partner on our panel, with flexible service tiers and one of the most comprehensive ancillary benefits portfolios available — medical, dental, vision, 401(k), FSA, HSA, and more.
G&A Partners is built around a high-touch service model with low client-to-advisor ratios. Every client gets a dedicated HR advisor — not a shared service center. Strong medical and benefits options, flexible workers comp underwriting, and a relationship-driven approach that stands out in a category full of ticket queues.
Justworks is built around simplicity and pricing transparency — flat-fee PEPM structure, clean self-service technology, and benefits packages designed to help growing teams compete for talent without administrative complexity. IRS-certified (CPEO) with fast onboarding and a platform employees actually use.
Rippling unifies payroll, benefits, HR, IT, and app provisioning in a single platform. For companies where HR and technology operations overlap — or where eliminating disconnected systems is a priority — Rippling brings a level of integration and automation that distinguishes it from every other partner on our panel.
What we assessed across 50+ PEOs
These are the eight factors that drove our selection — and the same factors we use when recommending a partner for your business.
Medical Plan Quality
Carrier networks, plan designs, and deductible structures. We compare the actual benefits, not just the premium.
Ancillary Benefits
Dental, vision, life, disability, EAP, FSA, HSA, and 401(k) quality. Often where the real differentiation lives.
Technology Platform
Payroll, onboarding, time tracking, and employee self-service. The platform your team uses every day matters.
Workers Comp
Carrier strength, risk class appetite, and claims management. Critical for any company with physical risk exposure.
Service Model
Dedicated advisor versus shared service center. Response times, account stability, and what happens when you have a real problem.
Compliance Depth
Multi-state expertise, EPLI coverage, and proactive compliance support as employment law changes.
Total Cost
PEPM fees, benefit pass-through rates, and any additional charges. We benchmark every proposal against current market rates.
Growth Fit
Can this PEO scale with you? What does exit look like when you're ready to build in-house? We think 3 years ahead.
From assessment to recommendation
No favorites. No steering.
All six partners are treated equally. We don't have a preferred PEO that earns more, gets first look, or receives any preferential placement. Our six partners know they compete for every engagement we work on.
That competition is intentional. It keeps pricing competitive and service standards high — which produces better outcomes for every client we advise.
Why not more than 6? We reviewed over 50 PEOs before finalizing the panel. The ones that didn't make it had service quality issues, limited geographic reach, narrow industry appetite, or couldn't consistently compete on pricing. We review the panel regularly and update it when the landscape changes.