Updated October 2026 · 11 PEOs
Ranked by the low end of each PEO's price range. Published prices are marked; estimates come from third-party sources and vary with your payroll, benefits and workers' comp.
The short answer for each situation, with price, certification and minimum headcount.
| Best for | PEO | Price | Pricing | Certified | Minimum |
|---|---|---|---|---|---|
| Best for service and retention | ExtensisHR | ~$40–$200/employee/mo | Estimate | CPEOESAC | 10 employees |
| Best for compliance depth | Engage PEO | ~$40–$160/employee/mo | Estimate | CPEOESAC | Not published |
| Best for scale and payroll infrastructure | ADP TotalSource | ~$70–$200/employee/mo | Estimate | CPEOESAC | 5 employees |
| Best for transparent pricing | Justworks | $79–$124/employee/mo | Published | CPEOESAC | None |
| Best for industry-specific benefits | TriNet | ~$80–$150/employee/mo | Estimate | CPEOESAC | Not published |
| Best for an all-in-one HR and IT platform | Rippling PEO | ~$85/employee/mo | Estimate | CPEO: NoESAC: No | Not published |
| Lowest published PEO price | Remote PEO | $99/employee/mo | Published | CPEO: Check entityESAC: Not confirmed | Not published |
| Best for very small teams | Amplify HR | ~$100–$180/employee/mo | Estimate | CPEOESAC: Not confirmed | None |
| Best for multi-state teams | CoAdvantage | ~$120–$180/employee/mo | Estimate | CPEOESAC: Not confirmed | 10 employees |
| Best for teams hiring in the US and abroad | Deel PEO | $125/employee/mo | Published | CPEO: Check entityESAC: Not confirmed | Not published |
| Best for hands-on HR support | Insperity | ~$150–$210/employee/mo | Estimate | CPEOESAC | 5 employees |
Compare prices
Filter by certification, headcount and contract terms. Tick up to three to compare them in columns.
PEO admin fee, per employee per month
Bars span the low-to-high range; a dot is a single published price. Admin fees only: benefits, workers' comp and state taxes are extra. Click a row to compare.
Rippling PEO adds a platform fee (about $35 plus $8 per user). Insperity reports an onboarding fee of about $500–$2,000.
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The list
Who each PEO suits, who should skip it, and what we could verify about price and certification.
Best for service and retention
A service-led PEO from New Jersey, usually sold through benefits brokers, with a 93% reported renewal rate.
Who it's for: Companies of 10–250 that work with a benefits broker and value service.
Skip it if: Buyers who want to see pricing without a broker.
Best for compliance depth
A boutique PEO whose HR consultants are all licensed employment attorneys.
Who it's for: Small and mid-size businesses that want attorney-level HR compliance help.
Skip it if: Buyers who want the scale of a national brand.
Best for scale and payroll infrastructure
The PEO arm of ADP, the largest payroll brand, with annual benefits benchmarking.
Who it's for: Companies of 10–200 that want a large, established provider.
Skip it if: High-risk industries that may be declined at underwriting, and buyers who want short contracts.
Best for transparent pricing
A self-serve PEO with published prices and month-to-month terms.
Who it's for: Startups and small teams that want a known monthly price and no long contract.
Skip it if: Companies over about 100 employees: the per-employee price never drops as you grow.
Best for industry-specific benefits
A PEO organized around industry verticals: tech, life sciences, financial services, nonprofits and more.
Who it's for: Companies of 10–500 that want benefits and compliance built for their industry.
Skip it if: Buyers who need a price before a sales call.
Best for an all-in-one HR and IT platform
A PEO layered on Rippling's HR, IT and finance platform, which you keep if you leave the PEO.
Who it's for: Tech-forward companies of 10–500 that want one system for HR, devices and apps.
Skip it if: Buyers who require IRS CPEO certification or ESAC accreditation.
Lowest published PEO price
Remote's US PEO, priced from $99 per employee per month, beside its global EOR.
Who it's for: Remote-first startups that want the lowest published PEO price.
Skip it if: Buyers who require an IRS-certified PEO.
Best for very small teams
A regional PEO from Northbrook, Illinois that takes very small teams.
Who it's for: Businesses of 1–25 that most national PEOs won't take or won't prioritize.
Skip it if: Growing companies that want the lower per-employee price of a larger PEO.
Best for multi-state teams
A PE-owned PEO focused on companies with employees in several states.
Who it's for: Companies of 10–150 with staff spread across states.
Skip it if: Buyers who want a long certification track record: CoAdvantage became a CPEO in July 2026.
Best for teams hiring in the US and abroad
Deel's US PEO, launched alongside its global employer-of-record platform, at a published $125 PEPM.
Who it's for: Remote-first companies hiring both in the US and internationally.
Skip it if: Buyers who require an IRS-certified PEO.
Best for hands-on HR support
A high-touch, consultative PEO with a dedicated HR team and a new Workday-based tier, HRScale.
Who it's for: Companies of 20–200 that want an HR team they can call, not just software.
Skip it if: Cost-first buyers: Insperity is priced as a premium service.
PEO admin fees are only part of the cost. Benefits premiums, workers' comp rates and state unemployment taxes depend on your workforce, industry and claims history.
Changelog. Oct 27, 2026: list published; CPEO status checked against the IRS list dated Aug 7, 2026.