Freight brokerages run lean back offices, but the payroll and compliance issues they face are anything but simple. Dispatchers, sales staff, and support teams often work across several states, and workers’ comp classification for office and logistics staff looks nothing like the classification rules that apply to drivers. A PEO built around trucking risk pools isn’t automatically the right fit for a brokerage that doesn’t employ drivers directly, and fee structures across PEOs vary enough that two quotes for the same headcount can land far apart. This list focuses on PEOs with real experience serving transportation and logistics clients, plus a comparison resource for evaluating quotes side by side before you sign anything.
Quick Comparison
- PEO Metrics: best for brokerages with multiple PEO quotes in hand; pricing depends on engagement scope, see website; the only entry here that compares proposals side by side instead of pitching one.
- TriNet: best for growing brokerages wanting an established public company; quote-based; publicly traded (NYSE: TNET), so financials are publicly available.
- Insperity: best for brokerages with 50+ corporate employees; quote-based; assigns a dedicated HR representative rather than a shared support queue.
- ADP TotalSource: best for brokerages already on ADP payroll; quote-based; plugs directly into ADP’s existing payroll and tax infrastructure.
- G&A Partners: best for Texas and Gulf Coast brokerages; quote-based; regional account management concentrated where freight brokerages commonly cluster.
- Engage PEO: best for brokerages wanting logistics-familiar account teams; quote-based; markets specifically to transportation-adjacent employers.
- Vensure HR: best for smaller brokerages chasing entry pricing; quote-based; tiered packages through a large multi-entity PEO network.
- Prestige Employee Administrators: best for Northeast brokerages wanting a boutique feel; quote-based; smaller, relationship-driven account model.
- ExtensisHR: best for brokerages expanding into new states; quote-based; built around ongoing multi-state compliance monitoring.
- Justworks: best for brokerages under roughly 25-50 employees; flat per-employee monthly rate, see website; budget-friendly flat pricing instead of percentage of payroll.
1. PEO Metrics
PEO Metrics is not a PEO itself. It’s a comparison service built for brokerages that have already collected proposals and need a structured way to evaluate them instead of taking each vendor’s pitch at face value.
The core value is standardization. PEO proposals rarely arrive in comparable formats, one vendor may quote a percentage of payroll while another quotes per-employee-per-month (PEPM) or a flat administrative fee, and workers’ comp components get bundled differently across contracts. PEO Metrics lays quotes side by side using consistent pricing and service-level metrics so a brokerage owner or HR lead can see what they’re actually paying for.
- Puts multiple PEO quotes into a single, standardized side-by-side comparison
- Breaks down whether a vendor is pricing by PEPM or percentage of payroll, and what that means at your headcount
- Flags service-level differences that a price alone won’t reveal, like claims support or dedicated HR contacts
- Runs as a vendor-neutral consultative process rather than a sales funnel for one provider
Because this is an advisory and comparison service rather than software, there’s no integration list and no admin dashboard to set up. The process is run by PEO Metrics’ team working directly with your existing quotes and payroll data.
It’s worth being clear about the limitation: PEO Metrics doesn’t process payroll, administer benefits, or write workers’ comp coverage. It’s the step that happens before you choose a PEO, not a replacement for one. If you don’t yet have quotes in hand, you’ll want to gather a few before this comparison becomes useful.
Pricing and engagement structure, including any vendor placement fees, should be confirmed directly on the PEO Metrics site, since this isn’t a per-employee PEO fee model.
Best for: Brokerages that already have multiple PEO quotes and need help comparing fee structures and coverage before signing.
2. TriNet
TriNet is a national PEO that packages HR, payroll, and benefits administration into industry-specific plans, with offerings positioned for employers in logistics-adjacent sectors.
What sets TriNet apart on this list is corporate transparency of a different kind: it trades publicly as NYSE: TNET, so brokerages vetting vendor stability can review public filings rather than relying solely on sales materials.
- Bundles HR, payroll, and benefits into plans built around specific industries
- Opens access to benefits typically reserved for larger employer pools
- Handles HR compliance tracking across the states where your staff work
- Runs day-to-day administration through an online HR and payroll platform
Setup involves a sales and underwriting process before you see final numbers, and the platform is typically administered by whoever handles HR internally, often the same person who currently manages payroll.
The tradeoff is pricing transparency. TriNet doesn’t publish rates, so you can’t compare costs without going through a sales conversation first, which is exactly the kind of quote you’d want to run through a side-by-side comparison afterward.
Pricing is quote-based. Request a current quote directly, and confirm terms as of September 2026 since PEO pricing structures shift periodically.
Best for: Growing brokerages that want an established, publicly accountable PEO with industry-tailored plans.
3. Insperity
Insperity builds its service model around a dedicated HR representative assigned to each client, rather than routing questions through a general support queue.
For a brokerage HR lead who wants one person to call when a dispatcher relocates across state lines or a workers’ comp question comes up, that single point of contact is the differentiator against providers with rotating support staff.
- Assigns one HR service representative who learns your account over time
- Handles full benefits administration and payroll processing
- Offers performance management and recruiting support tools beyond basic HR
- Provides compliance guidance as you add employees in new jurisdictions
Insperity integrates with standard payroll and time-tracking systems, though you’ll want to confirm the current list directly since integration partners change. Setup and ongoing administration typically run through your internal HR lead working alongside the assigned Insperity representative.
Insperity has historically positioned itself toward mid-size and larger employers. A brokerage with a very small corporate headcount may find the dedicated-rep model costs more than the back office actually needs.
Pricing is quote-based; confirm current rates directly with Insperity.
Best for: Brokerages with 50 or more corporate employees that want a consistent, dedicated HR contact.
4. ADP TotalSource
ADP TotalSource is ADP’s PEO division, layering PEO services on top of the payroll and tax infrastructure ADP already runs for a broad range of employers.
The distinguishing factor here is continuity for brokerages already using ADP for payroll. Instead of migrating to a new payroll system to gain PEO benefits, you extend what’s already running.
- Processes payroll and files taxes on ADP’s existing infrastructure
- Administers benefits across the states where your staff are located
- Provides HR compliance tools and standard reporting
- Gives employees a self-service mobile app for pay stubs and time-off requests
Setup is generally lighter for existing ADP customers since data doesn’t need to move between systems. Administration is typically handled by internal HR or finance staff who already know the ADP interface.
If your brokerage isn’t already on ADP, this integration advantage disappears, and you’re evaluating TotalSource on the same terms as any other national PEO.
Pricing is quote-based; confirm current rates directly with ADP.
Best for: Brokerages already using ADP payroll tools that want to add PEO services without switching core payroll systems.
5. G&A Partners
G&A Partners is a regional PEO with a strong presence in Texas and Gulf Coast markets, a footprint that overlaps with where a large share of freight brokerage operations are based.
That regional concentration is the real differentiator. Account teams working primarily in one region tend to have closer familiarity with local workers’ comp carriers and state-specific compliance quirks than a national provider spread thin across all fifty states.
- Administers multi-state payroll for employers with staff outside the home region
- Gives small and mid-size employers access to group benefits plans
- Supports HR compliance and risk management as headcount grows
- Assigns regional account management teams rather than a national call center
Standard HR and payroll integrations are available; confirm the current list directly with G&A Partners before setup. Day-to-day administration is usually run by the brokerage’s internal HR or office manager working with a regional account rep.
The limitation is scale. G&A Partners doesn’t carry the national footprint of the largest PEOs, so a brokerage with dispatchers or sales staff scattered across many states outside the Gulf Coast region should confirm state-by-state coverage before signing.
Pricing is quote-based; confirm current rates directly.
Best for: Brokerages headquartered in Texas or the Gulf Coast wanting a regionally focused PEO.
6. Engage PEO
Engage PEO markets its services specifically toward transportation and logistics employers, structuring account teams around industries adjacent to trucking and freight operations.
Industry positioning
Where a generalist PEO applies the same playbook to every client, Engage PEO’s account teams are built with familiarity in logistics-sector claims and compliance patterns already baked in. For a brokerage, that can mean less time spent explaining the difference between office-based dispatch risk and over-the-road driver risk.
What you get
- Account teams with background in transportation and logistics accounts
- Risk management and claims support tuned to industry patterns
- Standard payroll and benefits administration
- HR compliance guidance for employers with staff across multiple states
Integrations run through standard payroll and HRIS connections; confirm the current list with Engage PEO directly. Setup and account management is typically handled jointly between your internal HR contact and an assigned Engage account rep.
Engage PEO carries less national brand recognition than the largest providers on this list, so it’s worth asking for references specifically from logistics clients rather than taking the industry positioning at face value.
Best for: Brokerages that want an account team already familiar with transportation-adjacent risk and compliance issues.
7. Vensure HR
Vensure HR operates as part of a large PEO network structured through multiple affiliated entities, offering tiered HR, payroll, and benefits packages aimed at small and mid-size employers.
The network structure is what sets Vensure apart here: because services run through multiple affiliated entities, the company can offer flexible service tiers, often at more competitive entry pricing than single-brand national PEOs.
- Offers tiered service packages scaled to different business sizes
- Processes payroll and handles tax administration
- Provides benefits plan access through the broader Vensure network
- Supplies HR support and compliance resources as part of each tier
Standard payroll and HR software integrations are available; confirm the current list with Vensure. Administration typically falls to internal HR or office staff working with an assigned Vensure representative, depending on the tier selected.
The multi-entity structure carries a real practical wrinkle: the brand you talk to during sales may not be the legal entity that signs your client agreement. Confirm exactly which Vensure-affiliated entity holds the contract before signing, since that affects liability and service guarantees.
Pricing is quote-based; confirm current pricing and contracting entity directly with Vensure.
Best for: Smaller brokerages prioritizing entry-level pricing over a single dedicated national brand relationship.
8. Prestige Employee Administrators
Prestige Employee Administrators offers a smaller, relationship-driven client model concentrated in Northeast markets, in contrast to the scale-first approach of the largest national PEOs.
The boutique feel is the standout trait. Account management teams tend to work with a smaller roster of clients, which can translate into faster response times and more continuity in who you’re talking to.
- Assigns personalized account management teams to each client
- Handles payroll and benefits administration
- Provides HR compliance support
- Offers risk management services alongside standard PEO functions
Setup runs through standard payroll and HR platform integrations; confirm the current list with Prestige directly. Day-to-day use is typically managed by internal HR staff working closely with the assigned Prestige account team.
The regional concentration in the Northeast is worth weighing carefully. A brokerage with dispatch or sales staff spread across other regions of the country should confirm Prestige’s actual state coverage before assuming the relationship-driven model extends everywhere.
Best for: Brokerages headquartered in the Northeast wanting a smaller, relationship-focused PEO.
9. ExtensisHR
ExtensisHR centers its offering on compliance support for employers with distributed, multi-state workforces, layered on top of standard payroll and benefits administration.
For a freight brokerage that’s opening new lanes and hiring remote sales staff in states it hasn’t operated in before, that ongoing compliance monitoring is the practical differentiator. New-state registration, tax setup, and employment law changes get tracked as part of the service rather than left for internal HR to catch on their own.
- Monitors compliance obligations as you add employees in new states
- Administers benefits aimed at retaining office and dispatch staff
- Processes payroll across your existing jurisdictions
- Provides HR advisory support for day-to-day questions
Standard payroll and HRIS integrations are supported; confirm the current list with ExtensisHR before setup. Administration is generally run by internal HR staff who lean on ExtensisHR’s compliance team when a new state gets added.
ExtensisHR doesn’t market itself around a transportation vertical the way some providers on this list do, so brokerages looking for industry-specific claims experience may find less depth here than with a logistics-focused vendor.
Best for: Brokerages actively expanding into new states that need ongoing multi-state compliance monitoring.
10. Justworks
Justworks takes a technology-first approach, built around a self-service admin dashboard and a flat monthly pricing model instead of the percentage-of-payroll pricing common among traditional PEOs.
The flat per-employee pricing is the clear point of difference. For a brokerage owner trying to budget PEO costs against fluctuating commission-based payroll, a flat rate per employee is easier to forecast than a percentage that moves with total payroll spend.
- Provides a self-service dashboard for HR and payroll administration
- Charges a flat per-employee monthly rate rather than a percentage of payroll
- Administers basic benefits packages
- Offers compliance support scaled for smaller employer teams
Justworks connects with common accounting and time-tracking software; confirm the current integration list on their site. Setup is designed to be self-directed, and day-to-day administration is typically handled by whoever manages HR internally, without a dedicated outside representative.
That software-first model is also the limitation. Brokerages that want a dedicated HR account representative to call with nuanced compliance or claims questions may find Justworks’ support lighter-touch than providers like Insperity or Engage PEO.
Justworks advertises flat per-employee monthly pricing rather than percentage of payroll. Confirm the current rate on their site as of September 2026.
Best for: Smaller brokerages under roughly 25 to 50 employees that prioritize simple software over high-touch HR service.
Matching the Right Model to Your Back Office
If your brokerage needs a dedicated HR contact who understands claims and compliance without constant re-explaining, Insperity and Engage PEO are worth a closer look, with Engage PEO offering more direct industry positioning. If your bigger concern is compliance exposure as you add remote dispatchers or sales staff in new states, ExtensisHR’s ongoing monitoring model addresses that directly, and TriNet’s public financials give you an extra layer of due diligence if size and stability matter most. If you’re a smaller brokerage that just needs clean software and predictable costs, Justworks’ flat pricing is easier to plan around than percentage-of-payroll models.
None of that matters much, though, if you can’t tell what you’re actually being quoted. A PEPM quote from one vendor and a percentage-of-payroll quote from another aren’t directly comparable until someone puts them on the same footing, and that’s the gap PEO Metrics is built to close.
Before you sign that PEO renewal, make sure you’re not leaving money on the table. Many businesses unknowingly overpay because of bundled fees, hidden administrative markups, and contracts designed to limit flexibility. We give you a clear, side-by-side breakdown of pricing, services, and contract terms, so you can see exactly what you’re paying for and choose the option that truly fits your business.
