Updated October 2026 · 6 PEOs
TriNet doesn't publish a rate card. These alternatives publish prices, add HR support, or specialize differently.
The short answer for each situation, with price, certification and minimum headcount.
| Best for | PEO | Price | Pricing | Certified | Minimum |
|---|---|---|---|---|---|
| Best published-price alternative | Justworks | $79–$124/employee/mo | Published | CPEOESAC | None |
| Best HR support | Insperity | ~$150–$210/employee/mo | Estimate | CPEOESAC | 5 employees |
| Best large-provider alternative | ADP TotalSource | ~$70–$200/employee/mo | Estimate | CPEOESAC | 5 employees |
| Best software-first alternative | Rippling PEO | ~$85/employee/mo | Estimate | CPEO: NoESAC: No | Not published |
| Best for startups | Sequoia One | Quote only | Quote only | CPEOESAC: Not confirmed | 5 employees |
| Best service-led alternative | ExtensisHR | ~$40–$200/employee/mo | Estimate | CPEOESAC | 10 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.
Not sure yet?
Question 1 of 6
The list
Who each PEO suits, who should skip it, and what we could verify about price and certification.
Best published-price alternative
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 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.
Best large-provider alternative
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 software-first alternative
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.
Best for startups
A PEO for VC- and PE-backed tech companies, built around startup benefits and compensation.
Who it's for: Funded startups of 5–250 that compete for talent on benefits.
Skip it if: Companies outside the venture-backed tech world.
Best service-led alternative
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.
TriNet charges a flat per-employee admin fee but publishes no rate card. Third-party estimates run about $80–$150 per employee per month.
Changelog. Oct 27, 2026: list published; CPEO status checked against the IRS list dated Aug 7, 2026.