Solutions
One brokerage for everything you are required to buy.
Eight service lines, quoted independently and, where it makes sense, bundled into a single PEO relationship. Start anywhere — most clients start with the piece that hurts.
Professional Employer Organization (PEO)
A PEO puts your employees onto a large, pooled master plan. You keep day-to-day control of your team; the PEO becomes the employer of record for payroll taxes, benefits administration and workers' compensation. For most employers under 100 lives, it is the fastest way to fix benefits, compliance and HR overhead in one move.
Best for: 5–150 employees, multi-state teams, first-time benefits buyers, and companies losing candidates on benefits.
See what is included2–8%
typical benefit cost reduction vs. small-group renewal
1 invoice
replaces payroll, benefits, comp and HR vendors
< 30 days
standard implementation timeline
Payroll & Tax Administration
Whether you run 8 employees in one state or 400 across twelve, payroll should be a 20-minute task with no surprise notices. We place and configure payroll platforms — Paychex Flex chief among them — and stay involved through implementation, the first three cycles, and every year-end.
Best for: Companies outgrowing a DIY tool, adding states, or cleaning up tax notices.
See what is included50 states
registration, filing and reciprocity handled
24/7
support access on managed service plans
$0
cost for our brokerage and oversight
HR Services & Compliance
Most companies hire their first HR generalist somewhere around 60 employees. The compliance obligations start at one. Outsourced HR closes that gap with a named HR professional, real documentation, and a compliance calendar tied to the states you operate in.
Best for: Founders and office managers doing HR at night, and teams facing their first serious employee issue.
See what is includedNamed
HR professional, not a ticket queue
Handbook
state-specific, reviewed annually
50-state
labor-law monitoring and poster compliance
Employee Benefits
We are an independent benefits brokerage. We market your group to national and regional carriers, model the PEO alternative alongside it, and present the honest trade-off between cost, network and administrative burden — then we run enrollment so you are not fielding plan questions in the hallway.
Best for: Employers facing a double-digit renewal increase, or offering benefits for the first time.
See what is includedMulti-carrier
marketing every renewal, not a rubber stamp
Level-funded
and ICHRA options modeled where they fit
Enrollment
meetings and materials run by us
401(k) & Retirement
More than a dozen states now require employers to offer a retirement plan or enroll in a state program. We help you choose between a state option, a pooled plan and a standalone 401(k) — including SECURE 2.0 startup tax credits that can offset much of the first three years of cost.
Best for: Employers facing a state mandate, or fixing a plan with high fees and no fiduciary support.
See what is includedUp to $5,000/yr
in SECURE 2.0 startup credits for 3 years
3(16) / 3(38)
fiduciary support options available
360°
payroll integration for deferrals and census
Time & Attendance
Timekeeping that feeds payroll directly, enforces your break and overtime rules by state, and gives managers a schedule they can build in minutes. For hourly workforces this is usually the fastest measurable ROI in the whole stack.
Best for: Restaurants, clinics, retail, manufacturing, field services and any team with shift schedules.
See what is included1–3%
typical payroll savings from rounding and punch control
Rules-based
OT, meal and rest-break enforcement by state
Direct feed
into payroll with no re-keying
Hiring & Onboarding
Applicant tracking, background screening, offer letters, I-9s and day-one system access, all connected to payroll so a new hire is entered exactly once. Faster time-to-hire, and no more onboarding packets living in a filing cabinet.
Best for: Teams hiring more than a handful of people a year, or hiring across state lines.
See what is includedOne entry
flows from applicant to employee record
E-Verify
and electronic I-9 built in
Day one
paperwork done before they arrive
Business Insurance & Workers' Comp
Workers' compensation tied to real payroll instead of an annual estimate, plus the employment-related coverages small employers most often discover too late — EPLI, cyber, and fiduciary liability. We market these independently, and we tell you where a PEO's bundled comp beats a standalone policy.
Best for: Employers with deposit-heavy comp policies, large audit swings, or open claims.
See what is includedNo deposit
on pay-as-you-go comp programs
No surprise
year-end audit bills
Claims
advocacy and return-to-work support
Bundle or unbundle
You do not have to buy it all from one place.
Some clients run a PEO for everything. Others keep payroll in-house and use us only for benefits and comp. Both are fine. What we will not do is push a bundle that costs you more than the parts.
A typical engagement includes
- Current-state audit in writing
- Multi-provider marketing under NDA
- Normalized cost comparison
- Employee cost-impact modeling
- Implementation project oversight
- Open enrollment meetings
- First-three-payroll verification
- Annual renewal market test
Bring us your renewal. We will bring you options.
A 30-minute discovery call, a census, and you get a normalized comparison across Paychex and competing providers. No fee, no obligation, no pressure to switch mid-contract.