Already Using a PEO?
Make Sure It’s Still the Right One.
If renewal costs keep increasing, service feels reactive, or your benefits no longer reflect your company’s growth stage, it may be time to reassess. Dinsmore Steele conducts a structured PEO Alignment Review to benchmark your current provider against leading national PEOs and determine whether your current arrangement is still the best fit.
Built for companies already using a PEO.
Many Companies Outgrow Their PEO They Just Don’t Realize It.
PEOs are not one-size-fits-all. The structure that worked when your company had 40 employees may not be the right fit at 140.
Most leadership teams simply don’t have clear visibility into how their current PEO compares to the broader market — making it difficult to know whether their program is still aligned with their company’s size, workforce profile, and cost structure.
It may be time to review your PEO if:
- Renewal increases feel automatic rather than explained
- Benefits are no longer competitive for hiring and retention
- Workers’ compensation costs continue rising
- Service has become reactive instead of proactive
- Contract terms feel restrictive or difficult to adjust
- Your company has scaled beyond the structure originally designed for it
A structured PEO Alignment Review — not random quoting.
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Market Benchmarking
We benchmark your current PEO’s pricing structure, fees, and cost drivers against comparable options in the broader PEO market.
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Provider Fit Analysis
We evaluate service model, industry alignment, benefits competitiveness, and operational support to determine whether your current provider still fits your organization.
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Structured RFP Process
If alternatives should be explored, we manage a structured RFP process — handling data intake, proposals, and negotiations so your leadership team doesn’t lose focus.
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Transition Execution Support
If a change makes sense, we guide the transition process to ensure a smooth and well-coordinated move to a better-aligned PEO.
Sometimes the Right Answer Is Optimization. Sometimes It’s a Change.
The first step is determining whether your current PEO can be better aligned with your company’s needs. If optimization resolves the issue, we support that path. If it doesn’t, we guide a structured transition to a more appropriate provider.
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Optimize the Current PEO
Renegotiate pricing, adjust structural components, and address service or operational gaps through our PEO Optimization Program.
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Move to a Better Fit
If the market reveals a stronger alternative, we guide a structured transition designed to minimize disruption and support a smooth implementation.
Strategic PEO Advisory, Not Transactional Placement
Our role is not simply to move companies between providers. We guide leadership teams through a structured evaluation process, supporting selection, negotiation, and transition while remaining a resource after the decision is made.
- independent perspective across the PEO market
- relationships with vetted national and regional PEO providers
- experience supporting growth-stage and private equity-backed companies
- ongoing support beyond the initial PEO decision
What to Expect
We evaluate your current PEO structure, pricing model, and contract terms to understand how your program is currently designed.
We benchmark your program against alternative PEO structures that align with your company’s size, workforce profile, and growth trajectory.
Based on the findings, we support renegotiation with your current PEO or guide a structured transition to a better-aligned provider.
Most PEO Alignment Reviews move efficiently and are designed to minimize the burden on internal leadership teams.
Results Snapshot
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68-employee investment firm uncovered $728,000 in annual savings after identifying structural pricing and benefits cost misalignment.
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Private equity platform consolidated five portfolio companies into a single PEO structure, designing a unified multi-plan benefits strategy that reduced total benefits spend by $1.3M.
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Multi-state telecom infrastructure company with 2,500+ employees across 27 states reduced workers’ compensation costs by $1.2M after addressing elevated MOD rate exposure.
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Supported multi-state PEO transitions completed in 30–45 days without payroll disruption.
