By company size
The size where HR stops being optional
Between 20 and 100 employees, employment law thresholds kick in, benefits get complicated, and someone is doing HR half-time badly. This is the band where most companies join a PEO.
What changes with a PEO at this size
Thresholds handled
New obligations arrive at specific headcounts. The PEO tracks and meets them.
HR capacity without headcount
A full HR function without hiring an HR manager yet.
Benefits that scale
A package that stays competitive as you add people and states.
Common questions
We have an office manager doing HR. Is that a problem?
It is normal, and it works until it does not. The risk is what they do not know they are missing. A PEO puts professionals behind them without replacing them.
When do companies outgrow a PEO?
Some do at a few hundred employees, some never do. It is a cost and control question you should re-run every year or two, with numbers.