How we make this list: we compare pricing pages, product documentation and public user reviews. Ratings come from G2, Capterra or Trustpilot, with the date we checked them.
Key takeaways
- Justworks is the only major PEO publishing flat per-employee pricing, at $79 Basic and $124 Plus per employee per month.
- TriNet suits regulated and specialized industries, with deep vertical teams for tech, life sciences, and financial services.
- Insperity suits companies that want a named HR partner, backed by regional offices and high-touch service.
- Most PEOs quote rather than publish prices, so collect at least three quotes and compare total per-employee cost, not headlines.
Quick comparison
| Tool | Best for | Starting price | Free plan |
|---|
 Justworks | Transparent PEO pricing | $79 per employee/month | No |
 TriNet | Industry-specific HR support | See website | No |
 Insperity | Named HR partner service | See website | No |
 ADP TotalSource | Large-company benefits at scale | See website | No |
 Paychex PEO | Very small and growing businesses | See website | No |
 Rippling PEO | Tech teams wanting HR plus IT | See website | No |
 Deel PEO | US team plus international hires | $125 per US PEO employee/month | No |
 Sequoia One | VC-backed tech startups | See website | No |
Is your product missing or out of date?
We review this list regularly. Vendors can request a listing, send updated pricing or ask about featured placement.
The best PEO providers for HR software services
Starting price$79 per employee/month
Free planNo
Justworks stands out in a market where almost nobody publishes a price. PEO Basic costs $79 per employee per month and Plus costs $124, with no base fee, so a small business can budget exactly before any sales call. The platform covers payroll, tax filings, compliance, and pooled benefits in one place, and setup is simple enough for teams without HR staff.
Co-employment is the trade: Justworks becomes a co-employer, which brings compliance help but less control than running your own HR software. Benefits options also vary by state, so check your state's plans before signing. Justworks fits small businesses that value transparent pricing and outsourced HR over maximum customization.
What we like- Published flat pricing
- No base fee
- Simple setup and payroll
Watch out for- Co-employment model
- Benefits vary by state
- Less customization than rivals
#2TriNet
Best for: Industry-specific HR support4.2/5 on
G2 (2,038 reviews, checked Oct 2026)
Visit trinet.com
Starting priceSee website
Free planNo
TriNet organizes its service around industries, with dedicated teams for technology, life sciences, and financial services, among others. That specialization shows in benefits design, compliance guidance, and HR advice tuned to sector norms. For companies in regulated or specialized fields, that depth matters more than a generic HR platform.
Pricing is quote-based and depends on headcount, risk, and location, and contracts run annually with auto-renewal, usually needing 30 days' notice to exit. TriNet serves companies from 5 to 500 employees, with a sweet spot around 50 to 250. It fits mid-sized companies in specialized industries that want industry-fluent HR support.
What we like- Deep vertical specialization
- Strong benefits
- Large-company credibility
Watch out for- Quote-based pricing
- Annual contract with auto-renewal
- Minimums apply
#3Insperity
Best for: Named HR partner service4.3/5 on
G2 (422 reviews, checked Oct 2026)
Visit insperity.com
Starting priceSee website
Free planNo
Insperity's model centers on a dedicated HR business partner, backed by roughly 90 regional offices with named service teams. That high-touch approach suits companies that want a person who knows their business, not a call center queue. Pricing is usually a percentage of payroll, fixed for a year, with 30 days' written notice for changes.
The model targets teams from 10 to 5,000 employees, with a sweet spot around 50 to 200, so very small firms may find it a heavy fit. Insperity fits companies that want white-glove HR service and are willing to pay for a named partner rather than the lowest per-employee price.
What we like- Dedicated HR business partner
- Regional offices
- High-touch service
Watch out for- Percentage-of-payroll pricing
- Targets larger teams
- Annual pricing terms
Starting priceSee website
Free planNo
ADP TotalSource is the largest PEO in the US by worksite employees, and its scale buys benefits quality that small firms cannot match alone. Payroll, tax compliance, workers' compensation, and HR support come bundled, with the backing of ADP's broader payroll infrastructure. Companies expecting to scale large value that depth.
Pricing is quoted by headcount, risk, and location, and the service suits teams above 50 employees best, with a sweet spot around 75 to 200. Onboarding is thorough rather than quick. ADP TotalSource fits mid-sized companies that want full-service HR and large-company benefits under one roof.
What we like- Largest US PEO by worksite employees
- Fortune 500-grade benefits
- Deep compliance
Watch out for- Quote-based pricing
- Better suited above 50 employees
- Complex onboarding
Starting priceSee website
Free planNo
Paychex PEO serves businesses from 5 employees upward, which makes it one of the few PEOs genuinely open to very small teams. Its multi-state tax compliance bench is deep, and buyers can pair PEO services with Paychex payroll and HR software in flexible combinations. That flexibility suits growing firms whose needs change year to year.
Pricing is quote-based, and the range of Paychex offerings can confuse buyers about whether they need the PEO, the software, or both. Ask for a clear comparison of total cost under each option. Paychex PEO fits small and growing businesses that want a large provider with small-team access.
What we like- Serves from 5 employees
- Deep multi-state tax bench
- Flexible HR options
Watch out for- Quote-based pricing
- PEO vs payroll options can confuse buyers
Starting priceSee website
Free planNo
Rippling PEO extends Rippling's unified platform into co-employment, with one flat employee rate and the same automation across HR, IT, and payroll. Device provisioning, app access, and payroll all update from one employee record, which tech teams value. A notable advantage is exit: a company can switch the PEO off and stay on Rippling's HR platform, avoiding a full migration.
Pricing is quote-based, and Rippling is not IRS-certified as a PEO, which some buyers weigh against certified rivals. Modules add cost beyond the base rate. Rippling PEO fits tech-forward teams that may outgrow co-employment and want a clean path back to pure software.
What we like- One flat employee rate
- HR, IT, and payroll unified
- Easy PEO exit to software
Watch out for- Quote-based pricing
- Not IRS-certified
- Modules add cost
Starting price$125 per US PEO employee/month
Free planNo
Deel PEO publishes a US PEO price of $125 per employee per month, one of only two major PEOs to publish any price. Its deeper strength is international: companies with a US team plus hires abroad can manage both in one system, with employer-of-record services in many countries. The list price is month-to-month, though current promotions may require a two-year term.
A US entity is required, and Deel is not IRS-certified as a PEO. Teams that are purely domestic may find Justworks or TriNet a better fit. Deel PEO fits companies combining a US core team with international hiring, who want one vendor for both.
What we like- Published US PEO price
- Strong international hiring
- Month-to-month list price
Watch out for- US entity required
- Promo terms require longer commitments
- Not IRS-certified
Starting priceSee website
Free planNo
Sequoia One is an IRS-certified PEO focused on venture-backed tech startups, with benefits and people analytics tuned to that world. Its service suits founders who want startup-grade benefits and data on compensation and retention, without building an HR team first. Certification gives buyers an extra layer of tax compliance assurance.
Pricing and minimums are not published, so budgeting needs a quote and a census. The startup focus also narrows fit for companies outside tech or venture-backed growth. Sequoia One fits VC-backed startups that want a certified PEO with benefits and analytics built for their stage.
What we like- IRS-certified
- Startup-focused benefits
- People analytics strength
Watch out for- Quote-based pricing
- Minimums not published
- Startup focus narrows fit
How we chose
We compared pricing pages, product documentation, and public user reviews for PEO providers that serve US small and mid-sized businesses in 2026. We favored providers with published or confirmable pricing, IRS certification status we could check, and a clear service scope. We checked contract and exit terms where published, since PEO contracts often auto-renew, and we left out providers that no longer sell a current PEO product.
PEO pricing is a quote game, so play it properly
Only Justworks and Deel publish PEO prices, which means most comparisons start with a census: your employee list with ages, ZIP codes, and salaries. That is normal, since benefits costs genuinely depend on who is on your team, but it also means headline rates cannot be compared without quotes. Collect at least three quotes on the same census, and compare total per-employee cost including benefits, setup fees, and workers' compensation.
Read the contract before the benefits brochure
PEO contracts often run annually with auto-renewal and 30-day notice windows, and missing a window can lock you in for another year. Check the term, renewal, notice period, and what happens to benefits and payroll data on exit. Rippling's ability to switch off the PEO and stay on its software is unusual, and worth weighing if you expect to outgrow co-employment.
Check certification and benefits in your states
IRS certification (CPEO status) gives tax compliance assurance, and Justworks, TriNet, ADP TotalSource, Insperity, and Sequoia One hold it, while Rippling and Deel do not. Benefits also vary by state, so confirm the actual plans, carriers, and costs for every state where you have employees, not just the brochure summary.
Decide who owns day-to-day HR
A PEO handles compliance, payroll, and benefits, but your managers still hire, manage, and set culture. Clarify which tasks stay with you: onboarding steps, performance reviews, and employee questions. A named partner model like Insperity suits teams that want a person to call, while a platform model like Justworks suits teams comfortable with self-service.
Frequently asked questions
What is a PEO, exactly?
A professional employer organization co-employs your staff, handling payroll, tax filings, compliance, and pooled benefits, while you keep day-to-day control of the work. You remain the worksite employer, and the PEO becomes the employer of record for tax and benefits purposes.
How is a PEO different from HR software?
HR software is a tool you run yourself, keeping full employer control at lower cost. A PEO outsources HR administration and compliance through co-employment, at a higher per-employee price, in exchange for pooled benefits and compliance help. The choice depends on how much HR work you want to outsource.
Why do most PEOs refuse to publish prices?
Benefits costs depend on your team's ages, locations, salaries, and health risk, so a single price would mislead. That is why most PEOs quote after a census. Justworks and Deel are exceptions that publish flat rates, which makes them easier to budget against.
What does IRS certification mean?
IRS certification as a Certified PEO means the provider meets federal tax compliance standards and assumes certain tax liabilities. It adds assurance, but uncertified PEOs can still serve well, so weigh it alongside service quality, benefits, and price rather than treating it as a pass-or-fail test.
Can I leave a PEO easily?
It depends on the contract. Many PEOs require annual terms with 30 days' notice before renewal, so check exit terms before signing. Plan the transition: benefits enrollment, payroll migration, and tax filings all need coordination, and leaving mid-year can complicate benefits.
Sources we checked (8)
- https://www.justworks.com
- https://www.trinet.com
- https://www.insperity.com
- https://www.adptotalsource.com
- https://www.paychex.com
- https://www.rippling.com
- https://www.deel.com
- https://www.sequoia.com
Is your product missing or out of date?
We review this list regularly. Vendors can request a listing, send updated pricing or ask about featured placement.
Shihab Mia · Founder, Rankite
Shihab has 5+ years in B2B and SaaS SEO. He writes Rankite's software buying guides from pricing pages, documentation and public user reviews. More about Shihab.