PEO Metrics is an independent advisory service that compares 40+ leading PEOs side by side — using real cost data, contract terms, and benefits benchmarks — at no cost to the buyer.
Trusted by HR leaders at companies like
A clear, structured process designed to put the right information in your hands — and get you to a confident decision fast.
Tell us about your business — headcount, industry, states you operate in, and what's driving the review. Takes about 8 minutes.
Our team scores 40+ PEOs against your specific needs — pricing structure, service depth, technology fit, and compliance coverage.
We deliver a side-by-side comparison of your top 3–5 matches, with honest trade-offs, cost projections, and red flags noted.
Optional: we join your calls with shortlisted PEOs, help you ask the right questions, and review contracts before you sign.
Our PEO experts do a thorough side-by-side financial analysis across 40+ providers — so you can compare every line item and negotiate from a position of real knowledge.
From national giants to industry specialists, we track pricing, features, compliance footprints, and service quality across the market.
Know what companies your size actually pay — not the list rate. We surface the gap between quoted pricing and what's negotiable.
PEO contracts are dense. We flag exit clauses, fee escalators, co-employment liability terms, and anything that tends to surprise clients later.
A tech startup in California has completely different needs than a manufacturer in Ohio. We weight recommendations by your specific risk profile.
We tell you exactly what to ask for — implementation fee waivers, rate locks, service guarantees — and what similar companies have won at the table.
Operating across multiple states or internationally? We map compliance coverage gaps and employer-of-record options alongside domestic PEO options.
Whether you're evaluating a PEO for the first time, stuck in a contract that doesn't fit anymore, or mid-negotiation and unsure where you stand — we give you the data and context to make a confident decision.
Your report is tailored to your company profile. Here's a preview of the criteria we evaluate across every PEO we score.
| What We Evaluate | Typical Broker | PEO Metrics | DIY Research |
|---|---|---|---|
| Free to the buyer | Charges fees | Always free to you | Yes |
| Side-by-side pricing comparison | Partial | Full breakdown | Hard to obtain |
| Contract risk review | Rarely included | Standard inclusion | Requires attorney |
| Industry-specific fit scoring | Basic filters | 12-factor scoring | Not available |
| Negotiation support | Conflict of interest | Included | You're on your own |
| 40+ PEOs evaluated | Only partner PEOs | Full market view | In theory, yes |
Start with the topic that matches where you are in the buyer journey — basics, pricing, compliance, comparisons, or industry-specific selection.
What a PEO is, how co-employment works, and when it's the right HR model for your company.
PEPM ranges, hidden fees, renewal escalators, and the all-in cost math for your headcount.
PEO vs EOR, ASO, payroll-only, HR software stack, and in-house HR — which model wins when.
The 9 compliance domains every PEO buyer should evaluate — payroll tax, ACA, multi-state, OSHA, CPEO.
Industry-specific PEO guides — construction, HVAC, roofing, plumbing, plus federal contractors and union employers.
Our scored ranking of the 40+ PEOs we evaluate — by size, industry, and buyer profile.
"We had no idea we were overpaying by $180K annually until the comparison report landed. The analysis was clear, the trade-offs were honest, and we made the switch with total confidence."
"Every broker we talked to seemed to have a preferred recommendation before they even knew our situation. This was completely different — objective, structured, and they actually pushed back when PEOs gave us inflated quotes."
"I spent weeks trying to compare PEOs on my own and got nowhere. The analysis report saved me months of work and gave me a negotiating position I never would have found otherwise."
This guide reviews seven top nonprofit PEO providers for grant-funded, mission-driven employers, weighing 403(b) retirement access, unemployment reimbursement elections, compliance support, pricing transparency, and service model. Most are general-market PEOs rather than nonprofit specialists, so each entry works as a starting point for your own verification.
Schools and private education employee benefits through PEO can open the door to large-group plans, but pooled pricing assumes a standard workforce that schools rarely have. This article explains how 9 and 10 month teachers, part-time coaches, substitutes, and 403(b) retirement plans affect the fit, and what administrators should check before signing.
Choosing between a PEO and in-house HR looks different when you run a childcare or daycare center with thin margins, constant turnover, and licensing rules tied to staffing. This guide to childcare and daycare PEO vs in-house HR offers seven strategies for testing the decision against your own workload, staff mix, and compliance obligations. It is general information, not legal, tax, or benefits advice.
Get a free, no-obligation PEO cost analysis. We'll compare your current setup against market benchmarks and show you exactly where the savings are.
