Question 1

What exactly is a PEO?

Accepted Answer

A Professional Employer Organization enters a co-employment arrangement with your company. You retain day-to-day management; the PEO becomes the employer of record for payroll, taxes, workers' comp, and benefits — bundling those services and pooling your employees with thousands of others for buying power.

Question 2

Is a PEO right for every company?

Accepted Answer

No — and we'll tell you when it isn't. A PEO often loses to a strong standalone broker once you cross ~150 employees, when your benefits plan is already richer than the master plan, or when your industry's class codes price into the PEO pool unfavorably. We model both paths before recommending.

Question 3

Do I lose control of my employees in co-employment?

Accepted Answer

No. The PEO handles administrative employer functions only. You still hire, fire, manage, set wages, and direct the work. Co-employment is a tax and benefits framework — not a transfer of operational control.

Question 4

What is pay-as-you-go workers' comp?

Accepted Answer

Instead of paying a large annual deposit and reconciling at audit, premiums are calculated each payroll based on actual wages by class code. Cash flow improves and year-end audit surprises shrink.

Question 5

Can you help if my experience mod is over 1.20?

Accepted Answer

Yes. We routinely place businesses with mods above 1.5 by combining PEO-pool access, claims remediation, and carriers that specialize in hard-to-place codes (5551, 7219, 0106). We also project your mod 12–24 months out so you know when relief lands.

Question 6

Do you handle USL&H, Jones Act, or monopolistic-state coverage?

Accepted Answer

Yes. We coordinate USL&H endorsements for waterfront employers, place Jones Act coverage through specialty carriers, and structure separate programs for monopolistic states (OH, ND, WA, WY).

Question 7

What does your service cost?

Accepted Answer

For most engagements there is no fee to you. We're compensated by the providers you ultimately select — only when you choose to move forward — and we disclose those arrangements in writing before any recommendation. For fractional HR, project-based operations work, or fiduciary 401(k) reviews, we quote flat fees in advance.

Question 8

How is that different from going direct to a PEO?

Accepted Answer

PEO sales reps work for one PEO. We model 20+ side-by-side, negotiate on your behalf at every renewal, and stay engaged for the life of the relationship. Going direct often costs more because you have no advocate when rates drift up.

Question 9

What if I'm already in a PEO?

Accepted Answer

We do an independent re-quote at no cost. About 60% of mid-engagement clients we review end up better-served either by switching PEOs or by restructuring their current program. The other 40% are correctly placed — and now have it confirmed.

Question 10

How long does an evaluation take?

Accepted Answer

Typical engagement: 7–14 days from intake to side-by-side proposals. Implementation of a selected provider runs 2–6 weeks depending on complexity, with us actively managing the handoff.

Question 11

What information do you need to start?

Accepted Answer

Headcount by state, current payroll provider, current workers' comp carrier and loss runs (2–4 years), current benefits package and renewal date, and the top business pain you're trying to solve. Our assessment captures this in five minutes.

Question 12

Do you stay involved after implementation?

Accepted Answer

Yes — that's the whole point. We monitor renewals, dispute incorrect class codes, re-quote on a defined cadence, and advocate at audit. You have one phone number for the life of the relationship.

Plain answers. No jargon screens.

PEO Basics

Workers' Compensation

Pricing & Fees

Process & Onboarding

See what your back office could look like.