Client results

Real employers. Real numbers. No names.

Seven placements, with the figures as they appeared on the comparison sheets. We don't publish client names — the numbers are the point, and our clients' business is theirs.

Every figure below came from a side-by-side we built for that employer.

$128,291

Largest single-employer annual saving

$366,286

Documented savings across four of these placements

Industries — agriculture, EMS, healthcare, tribal government, defense services, gaming, manufacturing

Cost to any of them — the PEO pays the broker fee

Vineyard · 108 employees · Multi-state

$128,291 — Total estimated annual savings

The problem

Insurance costs rising every year on both benefits and workers' comp.
Benefits had become a recruiting tool in a competitive industry.
Workers' comp spanned farming, retail and clerical class codes.
Wanted a genuinely usable employee portal.

What we did

Quoted several PEO partners on identical assumptions.
Attacked the two lines where a PEO actually moves the needle — benefits and comp.
Found savings on state unemployment tax as well.

$128,291

Total estimated annual savings

$175,151

Savings on employee benefits

$41,340

Saved on workers' compensation

Benefits pricing effectively rewound several years and workers' comp spend cut by nearly 40%, plus a materially better HRIS for the team running it.

Non-profit ambulance service · 69 employees · Texas

$125,657 — Total company savings

The problem

Workers' comp modifier climbing after a few claims.
Fifth consecutive ~12% medical renewal.
Non-profit EMS operating on a tight budget.

What we did

Kept them with Texas Mutual through a partner holding a master TMI policy.
Brought in an Aetna master health option.

$125,657

Total company savings moving to a PEO

$59,990

Saved by employees on their own benefits

$1,075

Average annual saving per enrolled employee

Savings went into lifesaving equipment the maintenance budget could not previously cover, and the back office gained a full support team instead of a payroll vendor.

Urgent care clinic · 29 employees · Texas

80% → 12% — Medical renewal, before and after

The problem

Facing an 80% medical renewal.
Benefits about to become unaffordable for staff, putting retention at risk.
Owner needed the back office compliant while growing the practice.

What we did

Ruled out the carrier they'd had a bad experience with and went to Aetna and UHC options.
Sourced two firms that fit the benefit budget.
Matched them to a PEO local to them.

$34,412

Total company savings

$14,737

Saved on the employee portion of benefits

80% → 12%

Renewal increase, before and after

Five key staff who would have had to look elsewhere for affordable coverage stayed, and HR processing dropped from 8 hours a month to 2.

Tribal government entity · 56 employees · Oklahoma

$77,926 — Total annual estimated savings

The problem

HR needs had outgrown internal capacity.
Payroll provider had stopped responding to growing issues.
$60k budgeted for an HR hire they could not fill at that number.
Unique HR obligations as a sovereign entity.

What we did

Sourced vendors with the capacity to handle a sovereign entity's requirements.
Consulted several HR, payroll and ASO firms.
Confirmed an ASO model met the need — no internal hire required.

$77,926

Total annual estimated savings

$55,708

Saved by outsourcing HR functions

$11,109

Payroll and software platform savings

Payroll processing fell from 8 hours a week to 90 minutes, and the $60k hire became unnecessary.

Retired military support services · 33 employees · Multi-state

$100,000+ — Single-state penalty exposure removed

The problem

Multi-state compliance had become a burden on leadership.
QuickBooks payroll could not support a fast-growing, complex business.
Unemployment accounts and workers' comp policies unresolved across states.
Handbooks and policy manuals out of date.

What we did

Evaluated what had to be brought into compliance and in what order.
Went straight to a trusted HR partner rather than shopping broadly.
Matched them to a PEO that closed the compliance gaps.

$100,000+

Potential California penalty for uncovered workers' comp alone

$27,600

Cost avoided on payroll, HR, benefits and safety staffing

Multi-state

Unemployment and comp brought current

This one was never about savings. It was about a business-ending penalty that nobody had noticed was sitting there.

Gaming operation · About 110 employees · Texas · ASO, not PEO

North of $6,000 a year back — and it wasn’t a PEO

The problem

National payroll and HR vendor: call-center support, four in-depth HR conversations a year.
Price increases on 30 days’ notice, with no cap.
Internal HR drowning in recruiting on top of the day job.

What we did

Priced their actual invoices against the market — PEO and ASO options on identical assumptions.
Confirmed co-employment wasn’t needed; placed an ASO with a dedicated account manager and flat-rate pricing.
Added full-cycle recruiting and a pooled 401(k) with no required employer match.

$6,000+

Back in their pocket every year, flat-rate

Included

Full-cycle recruiting

401(k)

Added for retention

Nobody switches for six grand. They switch because HR is drowning and people keep walking. The savings just made the decision easy. Read the full story →

Equipment manufacturer · Mexico-based · First U.S. hire · Multi-state

One employee. Three states. Benefits on day one.

The problem

Building a high-comp U.S. sales team, starting with one employee.
No carrier writes a group of one.
Hires planned in New Jersey, Montana, and Nevada — three sets of payroll, unemployment, and leave rules.

What we did

Compared the PEOs that actually run multi-state U.S. employment well.
Placed a major-medical-carrier plan on employee number one.
State registrations, workers’ comp, I-9s, and onboarding handled under one payroll.

Employee when benefits had to start

States from the start

Day one

Group health coverage

No savings number here — there was no plan to beat. Sometimes a PEO isn’t the cheaper option; sometimes it’s the only one that lets you hire the people you want. Read the full story →

Figures are as calculated on each employer's comparison at the time of placement. Client names withheld deliberately. We can walk you through the methodology on a call.

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