PEO vs. Traditional Coverage: Which Saves More for Teams Under 100?

💼 Using or considering a PEO? Here’s What You Should Know.

If you’re running a growing business with anywhere from 5 to 250 employees, odds are someone’s pitched you on a PEO:

“One vendor, one check. We’ll handle your payroll, HR, benefits, workers comp, compliance—all of it.”

And at first, that sounds like freedom. But for many businesses, it turns into a black box of costs, red tape, and limitations.

🧠 What We’ve Seen

We’ve done hundreds of PEO evaluations and helped businesses transition smoothly—without losing coverage or compliance.

You can even check out our dedicated site just for this:
👉 Visit PEOHacker.com

📉 What the Math Tells Us

Most businesses save 15–30% when they leave a PEO. Why?

• You stop paying bundled admin fees and inflated markups.

• You pick and price out only what you actually use.

• You regain control over your benefits, vendors, and tech.

🔍 What Does “Going Independent” Look Like?

You still get:

• Payroll, HR, compliance support

• Health plans and benefit options

• Workers comp coverage

But now you’re not locked into someone else’s system—and you’re not overpaying for things you don’t use.

With tools like:

• Self-funded health plans

• ICHRA + QSEHRA

• Standalone HR + payroll tech

You run leaner, smarter, and on your terms.

🆚 PEO vs. Standalone: What’s Better for You?

It depends. For some companies, a PEO still makes sense.

But if you’re scaling fast, want more transparency, or just hate feeling stuck in the “we’ll get back to you” customer support loop—there might be a better way.

📞 Want a Side-by-Side Breakdown?

We’ll show you exactly how your PEO stacks up against a standalone setup—costs, services, risks, and all.

👉 Book a 15-Minute Call
or
👉 Visit PEOHacker.com