Outgrowing your PEO? Keep the structure, lose the ceiling.
A PEO got you started, but one-size-fits-all HR stops fitting as you grow, and the fees keep climbing. We help you transition off a PEO smoothly and build people infrastructure that is actually yours, personalized to your team.
Real HR infrastructure, built to be yours.
You do not have to choose between the safety of a PEO and HR that fits. We build the systems so leaving is an upgrade, not a risk.
Know what you are leaving
We map what your PEO handles today so nothing falls through the cracks in the move.
Stand up your own
Handbook, onboarding, performance, and compliance systems personalized to your business.
Move without disruption
We coordinate the switch so your team barely feels it, and you gain control.
of your people infrastructure should be yours, built for your team, not rented one-size-fits-all. We help you own it.
Leaving becomes an upgrade.
A People Operations partner, not a recruiter or staffing agency and not a payroll processor. We build the systems around whatever you keep.
Personalized HR
Systems built for your team, not a template.
Lower, clearer costs
Stop paying blended fees on every head.
Real ownership
Your data, your systems, your call.
Compliance continuity
Handbooks and policies that carry over cleanly.
Benefits guidance
We help you evaluate options as you transition.
A partner, not a portal
A human who knows your business.
We complement your setup, we do not just rip and replace.
Whether you are leaving a PEO or keeping one for payroll and benefits, we build the People Operations layer around it. We do not process payroll or broker benefits, we make the whole system work together.
“Incredibly detail oriented with unparalleled passion. If you are seeking a high performer who can make a genuine impact on your organization, look no further.”
PEO transitions, answered.
Should I leave my PEO?
It depends on your size, costs, and how much the one-size-fits-all model still fits. We will assess honestly. Sometimes the answer is to keep the PEO for payroll and add a People Operations partner on top.
Will transitioning off a PEO disrupt my team?
Done right, barely. We map everything the PEO handles and stand up your own systems before the switch, so it is a smooth handoff.
Do you process payroll or provide benefits?
No. We build and run the HR strategy and systems. We help you evaluate payroll and benefits options, but we do not process payroll or broker benefits.
How long does a PEO transition take?
Plan on 60 to 90 days for a clean exit: benefits quoting, state registrations, payroll setup, policy ownership, and employee communication. We run the checklist so nothing falls through the gap between the PEO stopping and you starting.
What should I consider before leaving a PEO?
Four things: timing (January 1 is the cleanest break), benefits replacement (quotes take 6 to 8 weeks, start early), payroll and tax setup (you will need your own state accounts), and who runs HR after the switch. That last one is where we come in; the other three we help you sequence.
What are the tax implications of leaving a PEO?
When you leave, payroll taxes restart under your own federal and state accounts, which can mean wage-base resets depending on timing, another reason January 1 works best. We coordinate the sequencing with your CPA so nothing restarts twice. (Guidance, not tax advice.)
What does PEO transition support cost?
Transition projects are scoped to your headcount and state footprint, and ongoing fractional support after the switch starts at $1,000 per month. You will have a clear number after one conversation, and it is consistently less than the PEO admin fees you are leaving behind.