PEO Providers: Directory of US PEO Companies

Written by Peolet Editorial · Reviewed by Peolet Editorial · Last verified 2026-07-27

How to read this table

"Not verified" means exactly that. We have not obtained a primary source for that field. It does not mean the provider lacks the thing — it means we have not checked, and we would rather show you the gap than a number we cannot stand behind.

See also PEO contract terms and cancellation notices — the term and exit-notice columns of every provider on one sourced table.

Prefer fit statements over profile pages? The PEO provider cheat sheet puts who each provider is for, and the sourced fact behind the answer, on one page.

"Draft" in the status column means the provider page has not cleared our data gate and is excluded from search indexes. The page is still readable, and it lists the specific sources we still need to pull. Each provider record also carries two deeper pages: pricing — what we have verified and reviews — what the record shows. Both inherit the draft status of the record behind them and follow the same "sourced or unverified, never invented" rule.

IRS CPEO status is per legal entity, not per brand. Large providers operate multiple entities. When you check, check the entity named in your draft service agreement. Why it matters.

What we verify, and where from

We do not copy certification badges off provider websites, and we do not treat a coverage map graphic as evidence of registration.

What to compare, provider by provider

The table above is the start, not the whole comparison. Two providers can show identical certification and pricing-model fields and still be completely different purchases, for these reasons:

• CPEO certification changes who is liable for federal payroll taxes. A

certified provider inherits your FICA and federal unemployment liability, which matters if the provider fails to remit. The full difference is here.

• Employee minimums are a filter, not a ranking. A provider that requires a

twenty-five-employee minimum is not worse than one that starts at five; it is simply not available to you at your size.

• Pricing model interacts with your payroll. A percentage of gross payroll

rises with every raise and bonus. Model both structures against your own numbers before you prefer one quote over another.

• Contract terms are the expensive part to discover late. Notice periods,

exit fees and the work of rebuilding your own payroll and benefits accounts are where the real difference between providers shows up. See hidden fees.

For head-to-head comparisons between individual providers, see PEO comparisons.

How providers get into this directory

The entry test is the opposite of the industry norm. We do not list a provider because it is large, famous or advertised heavily. A provider appears when we have at least one checkable, sourced fact about it, and each record grows only as fields get verified against primary sources.

That is why the directory is small, and why its size is the wrong thing to compare it against the forty-name listicles. A list of forty providers assembled from marketing copy is easy to produce and worth nothing to a buyer. We would rather cover eight properly and grow from there — and when a new provider clears the gate, its page publishes itself automatically.

What is missing, and how to read that

Each draft record lists the specific primary sources still needed — the methodology explains the evidence rules. If you have a source we do not (a state registration filing, a service agreement, a rate sheet), the drafts tell you exactly where to send it.

Next

• How we evaluate providers — the rubric and the evidence rules
• What a PEO costs — how to get quotes that can be compared
• PEO laws by state — where each provider needs to be registered

Related guides

• Workers comp class codes under a PEO
• Employee termination guide
• Harassment complaint procedure
• Exit data: your payroll history
• International travel insurance