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New business owners can benefit from partnering with a startup PEO.
Startup companies and their owners have all the exact requirements that existing and growing companies do.
In fact, their need for human resources help might be even greater than that of other companies since they have to spend so much time recruiting the right people and don’t want to worry about accidentally breaking the rules and regulations. Compliance infractions can kill a startup before it can even begin operating.
Using a PEO as a human resources partner is one of the smartest investments a startup can make in its long-term team development. Doing so not only invests in compliance that can save hefty regulatory fines but also develops the right company structure designed to build a positive culture. This positions a new company for success and growth.
Every business starts with an idea that requires people to execute and deliver results. Whether a startup is fully funded or working on a bootstrap budget, developing the right company organizational chart allows leaders to see the people priorities a business has. While one or two people may fill all the jobs initially, as revenues grow and demands on time increase, focusing efforts on key hiring is a top priority.
A PEO exists exclusively to support the development of teams as they grow within the organizational structure set in place to properly onboard any new recruit. It will also help facilitate payments to independent contractors if the small business is not ready to bring on a full team of employees.
Small business owners often get paid from company profits and don’t have employee benefits.
As employees are hired, they must decide whether to hire someone in-house to process payroll, learn to do it themselves, or outsource.
Because of the extreme liability, employers can feel overly burdened to do it right.
Hiring a general human resources person costs at least $50,000 annually; outsourcing is usually cost-effective and safe.
For a moderate cost (per employee per paycheck), the small business owner only needs to be concerned with adequately maintaining scheduled hours and funding the payroll account properly. HR outsourcing services are the perfect solution to take on the rest of payroll processing. If the startup anticipates needing more than payroll services, consulting with a PEO is the first step to creating a human resources strategy that doesn’t require five HR outsourced vendors and unnecessary costs.
As a business owner, you understand what economies of scale can do for your operations.
Buying more gets discounts on supplies, batch production makes labor efficient, and distribution gets easier with more locations to sell. From an administrative standpoint, a startup can accomplish the same thing for workers’ compensation insurance through a PEO provider who serves as the employer of record with employee leasing back to the client company.
The Professional Employer Organization (PEO) has many company clients. This means they can pool employees together in the same work class and reduce the overall costs to any one particular client. It’s an efficient way for a new business to get the coverage required by law without overpaying.
Workers’ compensation insurance is calculated based on company experience, payroll, and job classification. While a startup may not have a negative experience by way of claims, it doesn’t have a positive history either. Utilizing the expertise of the size of the PEO’s employee pool helps reduce costs.
Most PEOs can also accommodate a pay-as-you-go structure, keeping costs reflective of the actual employee pool a business utilizes.
It wasn’t long ago that many startup business owners on a bootstrap budget elected not to pay expensive health insurance premiums early in the company’s life.
Many have taken this calculated risk while building company revenues.
But, for startup owners with families, this isn’t always feasible and the Affordable Care Act (ACA) also set the law prohibiting it.
Partnering with a Professional Employer Organization (PEO) allows a startup to obtain health insurance for owners, partners, and any employees hired for less than it would cost to get coverage alone. This is another way that the PEO uses economies of scale to benefit its company clients.
By increasing the number of employees, the risk is spread across a large number, and prices drop per employee.
Providing health insurance does more than protect the health of owners and partners; it allows the startup to offer health benefits to new prospects.
Doing this elevates the company profile to prospects who feel the company is well funded and striving to build a strong corporate team.
Even successful businesses find offering retirement packages and other employee benefits such as disability insurance, life insurance, and even commuter benefits cost-prohibitive. From the employees’ perspective, having the opportunity to fund their extra benefits for less than what it would cost is a significant benefit.
Professional Employer Organizations (PEOs) can negotiate with third-party providers to offer voluntary payroll deductions for various benefits.
In many cases, this doesn’t even need to be a cost an employer absorbs beyond the monthly fees already being spent on PEO services.
PEOs offer a vast selection of additional insurance, such as pet insurance, disability, life insurance, legal aid, etc.
Many startups begin with one person at their kitchen table using independent contractors, favors and family support to get things moving. Even this solopreneur has a need for insurance. Imagine one injury that leads to downtime in the business. This not only cuts off revenues but increases medical costs to the household. In many cases, one uninsured event can financially destroy a young company.
The solution is to find insurance to protect the risk without breaking the bank. A PEO is able to help a startup fill insurance gaps as needed. This means that the startup owners and partners can get health and disability insurance from day one. Workers’ compensation gets added as needed. In fact, the owners can elect to have themselves included in workers’ compensation that may help facilitate closing larger contracts.
For example, a general contractor might need to show a workers’ compensation certificate of insurance to a major project developer. By working with the PEO, the startup has quick access to workers’ compensation without confusing applications and long underwriting procedures. The speed of implementation is a cornerstone of successful entrepreneurs and the PEO helps facilitate moving things along quickly.
It doesn’t take long before a startup begins hiring employees.
The on-boarding process for new employees requires collecting the right personal and financial data from employees and adequately setting them up on payroll and benefits services. The Professional Employer Organization (PEO) takes this off the hands of the startup partners, getting every new employee established with the proper administrative account access credentials.
An even greater benefit is that the PEO ensures compliance with state and federal regulations at every step of the process.
More employers are hiring remote workers. A national PEO makes looking for the best talent outside the immediate area very attractive because it has insurance and access to benefits across state lines. Under traditional employer-employee services, the small business owner would need to have insurance that complies with the state of residence for an employee.
That means that a startup in Chicago hiring a remote team member in California would have to comply with federal, Illinois, and California laws.
The risk of making a mistake and being liable under California law might have previously kept a startup from hiring that individual.
With a PEO partner, the startup doesn’t need to worry about the compliance issue since the PEO has that liability taken care of.
The startup only needs to worry about finding the best talent to fulfill the company’s growing need while the PEO takes care of all on-boarding and compliance.
Startups maximize budget costs by outsourcing as much work as possible. In fact, modern business models of major corporations include outsourcing more work. The gig economy, as it is referred to, allows companies to get the talent they need while skilled employees control how they deliver the goods, usually from home offices. While independent contractors don’t get on-boarded the way a W2 employee does, companies still need to remain compliant.
The IRS has very stringent rules governing what constitutes an employee versus an independent contractor and penalizes businesses for failing to pay federal employment taxes. Criminal prosecution and jail time have been sought for egregious acts to willingly not pay the proper payroll taxes.
The PEO becomes an administrator for independent contractors making sure that businesses remain compliant with the rules and that independent contractors are receiving the proper checks and notices for taxes. While startup partners must still take the time to coordinate the contracts and assigned tasks for independent contractors, they no longer need to be knee-deep in issuing payments.
To set a new business up for success requires proper capitalization, a sound business plan and risk management. Companies that work with PEOs have a track record for success with 50 percent fewer going out of business compared to those not working with a PEO.
How can a human resources arm lead to business industry success?
The numbers don’t lie, according to the statistics from NAPEO:
Businesses working with a PEO grow seven to nine percent faster
Employee turnover is 10 to 14 percent lower for PEO company clients
Business closure is 50 percent less likely
The value of the PEO isn’t founded in rocket science. It is the reason major corporations with exceptional corporate cultures dominate the market: they have great people and invest in them.
With all the human resources services offered by a PEO, it is easy to see why a company of any size in any industry will have a better chance of attracting and keeping talented employees. Human resources is much more than file maintenance and employee on-boarding for benefits administration.
It is a critical component that every great company spends time and money on building their people up to be better.
Investing in your own leadership and the growth of your team will drive productivity, improve overall employee morale,
and help a startup get buy-in from employees for a new visionary approach.
The PEO partnership opens up doors for a small startup to build in the infrastructure for employee development and growth. Training opportunities are available along with the many other compliance training services that the PEO already offers. At the request of the client company, the PEO can conduct surveys, personality assessments and mentor relationship. This gives employees the ability to see a road map for success not just for the startup but also for their own future success.
When your employees believe you are capable of delivering the promises of the company and see a way for them to grow and succeed at their own goals and dreams, work improves. Employees believe they matter and are more conscientious in how they work and the goods they deliver.
Consider a new software company that hires a coder to build the platform for a new program. The idea feels like a revolutionary concept that could be the next Facebook. It is all very exciting and the coder along with other employees feel company leadership can make it happen. If the coder is identified as a strong team leader, a career/promotion path is outlined that aligns not just with what the company needs but also with the coder’s own personal goals for growth and success.
By investing in the employee, the company has a loyal team member who wants to excel at his job because he wants to move up the ladder as quickly as possible.
One of the criticisms often heard by those who don’t want to adopt the PEO partnership model is that you are giving up company control. You don’t retain control over employees, and you must consult with another party every time you want to make an employment adjustment, meaning you can’t just hire and fire without following protocol.
This is a short-sighted approach to a key partnership for many small and mid-sized business owners. The small business owner has the final say as to who they want to hire and fire and when. However, the PEO only remains the employer of record for compliance purposes. By following the extra protocol steps, the small business owner ensures he isn’t making a hasty decision that could lead to any number of adverse actions, such as a lawsuit, fines, or criminal prosecution. Control remains with business leaders.
Every business should consider investing in a PEO partnership and the return on that investment. Don’t just compare the cost of HR outsourcing payroll, which can be as low as $15 per employee per paycheck. Consider payroll processing as well as the additional savings benefits.
While a startup business owner will still need to pay his pro-rata portion of workers’ compensation insurance and health insurance premiums, the overall savings add up due to the economies of scale. Pricing for the PEO will depend on the overall selection of services bundled together.
When considering the costs associated with hiring a Professional Employer Organization (PEO), it is essential to understand that these costs can vary depending on the specific PEO and the range of services required. Typically, PEOs employ one of two pricing models: a flat fee per employee or a percentage of the total payroll. To put these costs into perspective, let’s compare them to the average expense of hiring a human resources generalist to handle internal HR needs.
On average, a human resources generalist costs around $51,593 annually. However, for small business owners with a payroll of approximately $1 million, the costs of outsourcing comprehensive HR services to a PEO can range from $20,000 to $40,000 per year. It is important to note that PEOs often charge a monthly fee that covers a wide range of services beyond basic HR functions.
These additional services may include payroll processing, benefits administration, risk management, and compliance assistance. When all these services are factored into the monthly fee, most companies end up paying around two to four percent of their salary costs. By outsourcing HR services to a PEO, businesses can benefit from cost savings and access to expertise in various HR functions.
The specific costs associated with hiring a PEO will depend on factors such as the size of the company and the level of services required. It is advisable for businesses to carefully evaluate their needs and compare different PEOs to find the most cost-effective solution for their specific requirements.
As the company grows and the PEO manages the HR tasks, the employer can decide to invest in better ways to build team spirit and cooperativity. The startup can invest through the PEO to hold different training, team-building exercises, and leadership development. When a small business truly understands the value of a partnership and not a provider of services with a PEO, they can develop the programs hand-in-hand and work specifically for the company.
One of the criticisms often heard by those who don’t want to adopt the PEO partnership model is that you are giving up company control. You don’t retain control over employees, and you must consult with another party every time you want to make an employment adjustment, meaning you can’t just hire and fire without following protocol.
This is a short-sighted approach to a key partnership for many small and mid-sized business owners. The small business owner has the final say as to who they want to hire and fire and when. However, the PEO only remains the employer of record for compliance purposes. By following the extra protocol steps, the small business owner ensures he isn’t making a hasty decision that could lead to any number of adverse actions, such as a lawsuit, fines, or criminal prosecution. Control remains with business leaders.
There are both regional and national PEO providers. Finding a broker who can help place your business with the right one is the first step to ensuring the partnership will work for everyone. The PEO broker works for you, the business owner. Explain what you need immediately and lay out your growth plan so he can find the PEO provider to help you grow properly.
There are many great large and small PEO providers. Whether you go with Insperity, TriNet, or Justworks, being comfortable with the pricing, growth strategies, and online platforms is important. Don’t decide just on the price. You wouldn’t do that if you were buying critical business equipment needed for operations and you shouldn’t do it when investing in your biggest asset – your people.
Finding the perfect Professional Employer Organization (PEO) for your startup involves a mix of practical steps and insights from those who’ve been in your shoes. Start by looking at how much the PEO’s services will cost and weigh that against the potential benefits to your business. It’s all about getting the best bang for your buck.
Next, dive into the specifics of what each PEO offers. Does their service lineup match what your startup needs? Think about the essentials like payroll, employee benefits, and HR support—these are critical for smooth operations.
Experience in your industry can make a significant difference. A PEO that knows the ins and outs of your field can navigate industry-specific challenges and keep you compliant with regulations, saving you from potential headaches down the road.
Don’t skip on scoping out customer reviews and testimonials. What others say about their experiences can give you a clearer picture of what to expect and help you gauge the PEO’s credibility and quality of service.
And here’s a tip: lean on your network. Chat with other startup founders or small business owners who’ve worked with PEOs. Their experiences, whether good or bad, can offer valuable insights and help you make an informed choice.
By taking these steps—assessing costs and benefits, checking service compatibility, verifying industry expertise, reading reviews, and networking with peers—you’ll be better positioned to choose a PEO that not only fits your startup’s current needs but also supports its growth.
Choosing the right PEO (Professional Employer Organization) for your startup may seem overwhelming, but there are several essential factors to consider to ensure you make the best decision. Here are some steps to help guide you towards selecting the ideal PEO for your business:
Assess industry expertise: It is crucial to find a PEO that has experience and expertise in your specific industry. Different industries have unique needs when it comes to HR management, payroll, benefits administration, and compliance. A PEO well-versed in your sector will have knowledge of industry regulations and understand the specific challenges you may face.
Determine service requirements: Carefully evaluate the services your startup requires. Some common PEO offerings include HR administration, payroll and tax processing, employee benefits, risk management, and compliance support. Identify which services are essential for your business and ensure that the PEO you choose can cater to these needs effectively.
Consider scalability: As a startup, your business may experience rapid growth, so it is essential to select a PEO that can scale alongside your company. The PEO should have the capacity to accommodate your expanding workforce, handle increased administrative tasks, and provide additional services as your needs evolve.
Evaluate cost-effectiveness: Cost is a significant consideration for any startup. While it is important to find a PEO that fits within your budget, focus on the value they provide rather than solely comparing prices. Look for competitive pricing structures and transparent fee schedules. Assess the ROI of their services based on the time and resources they can save your startup.
Prioritize Service: Good customer service is crucial in any business partnership. The PEO you choose should be responsive, accessible, and willing to address your concerns promptly. Assess their level of communication and support during the evaluation process to ensure they are committed to providing excellent customer service to their clients.
Research reputation and credibility: Look for reviews, testimonials, and case studies of the PEO you are considering. Assess their reputation within the industry and evaluate feedback from other businesses they have served. This research will help you gauge their reliability, professionalism, and track record in delivering quality services.
Request references and speak to current clients: Reach out to the PEO and ask for references from their existing clients. Speaking directly with these clients will give you insight into their experiences, challenges, and overall satisfaction with the PEO’s services.
Engage in comparison shopping: It is advisable to research multiple PEO providers to find the best fit for your startup. Request proposals or quotes from several companies, comparing their offerings, contractual terms, and costs. This will provide you with a broader perspective and help you make an informed decision.
Remember, choosing the right PEO is an essential decision that can significantly impact your startup’s HR and administrative operations. Take your time, consider these factors carefully, and don’t hesitate to ask questions to ensure you find a PEO that aligns with your business goals and needs.
We specialize in connecting startups with the ideal Professional Employer Organization (PEO) tailored to their unique needs. With deep expertise and extensive knowledge of the PEO landscape, we simplify the process of finding the right PEO partner.
Our team has successfully assisted over 3,000 clients, guiding them through the maze of available options to find a PEO that perfectly aligns with their business objectives. We make the selection process as straightforward as filling out a form.
By entrusting us with your PEO needs, you benefit from our proven track record and commitment to making your setup with a PEO seamless and effective, allowing you to focus on growing your business with the confidence that your human resources, payroll, and compliance are in expert hands.
Director of Broker Sales & Strategy
Chad serves as the Director of Broker Sales & Strategy at Dinsmore Steele, where he leads the broker channel with a clear focus: delivering unmatched support, strategy, and results for our partners and their clients. With a strong commitment to responsiveness and transparency, Chad ensures every broker partner has the guidance, tools, and insights needed to navigate the PEO landscape with confidence. He excels at simplifying complex decisions, strengthening relationships, and aligning solutions that put the client’s best interest at the center.
Whether he’s shaping growth strategy, optimizing partner workflows, or advising on PEO fit, Chad brings both strategic clarity and hands-on follow-through — always grounded in his belief that great brokerage relationships are earned through consistency, honesty, and meaningful impact.
Outside of work, Chad’s world revolves around his family. He takes pride in being a dedicated husband and father, and one of his greatest joys has been coaching his kids throughout the years—from their early seasons to where they are today. Whether on the field or in business, Chad brings the same energy, patience, and commitment to helping people succeed.
Senior PEO Advisor
Alicia helps businesses navigate the world of PEOs—whether they’re evaluating options, switching providers, or simply looking to get more value from renewals. At Dinsmore Steele, she manages the RFP process from start to finish, gathers competitive quotes, and delivers detailed analyses that give clients clarity and confidence. Acting as a bridge between companies and PEOs, Alicia makes sure onboarding, compliance, and benefit transitions are smooth and stress-free.
With a strong background in PEO brokerage, consulting, and customer service, Alicia brings both industry expertise and a client-first mindset. Her style is strategic and detail-oriented—she’s known for keeping projects organized, proposals accurate, and communications clear. Over the years, she’s successfully negotiated lower fees, secured stronger service agreements, and uncovered hidden savings that translate into measurable ROI. Clients trust her not just for her knowledge, but for her ability to listen, advocate, and deliver solutions that make a real difference.
Alicia’s passion for helping others extends beyond the office. She’s a dedicated animal rescue advocate, actively volunteering with dog rescues and adoption efforts—and a proud dog mom of three herself. She also loves staying active through strength training, hot yoga, and pickleball. Whether with clients, colleagues, or in her community, Alicia thrives on building strong connections and supporting others in reaching their goals.
Peo Advisor
Ethan helps clients make sense of the complex PEO landscape, guiding them through evaluations to find the right long-term solution. Before joining Dinsmore Steele, he spent several years at ADP—starting in small business and later selling TotalSource—working closely with companies in blue collar industries, professional services, and tech. A consistent top performer, Ethan has built a reputation for listening closely, cutting through the noise, and finding solutions that actually solve the problems clients are facing.
His strengths lie in navigating the overwhelming number of PEO options to identify the best fit for each company’s goals. Ethan’s approach works because it’s rooted in problem-solving—he focuses on what matters most to clients and ensures every recommendation aligns with their specific needs. What he enjoys most is the trust clients place in him and the satisfaction of delivering solutions that truly fit.
Operations Director
Pat is the glue that keeps operations running smoothly at Dinsmore Steele. As Operations Director, Pat focuses on processes, workflows, and accounts—making sure nothing falls through the cracks and every system works the way it should.
With a career that spans industries and countries, Pat brings a truly global perspective to the team. Prior to joining Dinsmore Steele, Pat served as a Marketing Manager for a restaurant chain in the Philippines, a Regional Sales Director for a tech start-up in Vietnam, an Accounts Manager for the Central Bank of the Philippines, and an Operations Manager for an HR firm in Australia. This diverse background has given Pat the ability to see both the big picture and the finer details, spotting inefficiencies, improving workflows, and bridging gaps between teams to create systems that actually scale. Known for being strategic yet execution-focused, Pat makes sure every plan is not only effective but also executable.
Pat’s early career as an international model with Elite Model Management developed a sharp eye for branding, visual storytelling, and creative direction. That creative perspective still shows up in their work today, blending operational precision with design-minded detail. Outside the office, Pat enjoys exploring new ways to merge structure with creativity, bringing balance to both professional and personal pursuits.
Chief Human Resources and Client Experience Officer
Bobbi Jo is a seasoned HR leader who believes people strategy should always push the business forward—not just keep it running. With more than two decades of experience, she’s helped companies tackle big challenges like turnover, scaling through acquisitions, and building systems that make HR less reactive and more proactive.
As a former CHRO, Bobbi Jo knows what it takes to lead a high-performing HR team and get results in fast-changing environments. She’s streamlined processes, redesigned job structures, and rolled out performance tools that stick—all with a focus on creating efficiency without losing sight of the people behind the work. Having been both a sole contributor and a leader of large teams, she gets what HR professionals at every level are up against, and she knows how to help them shine.
Bobbi Jo is the person you call when HR needs to be more than just a support function. She guides businesses through PEO transitions, benefit renewals, and M&A integrations, while also digging into the nuts and bolts like compensation benchmarking, pay equity, recruiting strategies, and turnover action plans. She’s skilled at building or reworking HR systems, creating policies that actually work in practice, and setting up engagement programs that inspire real results. Whether it’s payroll, performance reviews, or planning the next generation of leaders, Bobbi Jo brings clarity, structure, and energy to every project.
Marketing Director
Rachel leads all things marketing at Dinsmore Steele, where she’s known for turning big business goals into smart, data-driven strategies that actually connect with people. Her superpower? Blending creativity with analytics to build marketing programs that not only look good but also drive real, measurable growth.
Rachel has worn just about every marketing hat: go-to-market planning, brand positioning, demand generation, team leadership, and more. She’s built marketing programs from the ground up, partnered with product, design, sales, and growth teams, and helped transform complex ideas into stories that resonate with customers. From launching new ad formats and running multi-channel campaigns to refining customer journeys with data insights, Rachel brings a mix of strategic thinking, collaboration, and a results-driven mindset.
When she’s not leading marketing initiatives, Rachel’s likely off exploring. She’s traveled extensively (including bungee jumping in Greece!) and loves experiencing new places and cultures. Rachel’s love for travel fuels her curiosity and creativity—she’s always drawing inspiration from new experiences. At home, she finds joy in music—she’s an accomplished pianist and never misses a chance to sit down at the keys.
Chief of Staff
Josh is an operations and marketing strategist who helps businesses scale by combining automation, CRM strategy, and airtight systems that eliminate chaos. With more than a decade of experience supporting executives and business owners, he’s built a reputation for translating big ideas into workflows that actually work.
At Dinsmore Steele, Josh manages client lifecycle campaigns, builds CRM automation in HubSpot, leads outreach strategies, and makes sure marketing vision translates into measurable results. Known for being proactive, precise, and systems-obsessed, Josh is the trusted behind-the-scenes operator who keeps both the DS team and their clients running smoothly.
Josh specializes in creating end-to-end systems that drive growth and efficiency. He builds CRM automation and marketing funnels, designs HubSpot workflows and sequences, and develops follow-up strategies for both active and lost deals. He also supports PEO lead nurturing and client retention efforts, while running survey campaigns, email drips, and slybroadcast voicemail outreach. Beyond campaign execution, Josh strengthens team communication systems, ensures content and campaign quality, and continuously optimizes processes to keep businesses running at peak performance.
SVP/Sales & Revenue
Cassandra joined Dinsmore Steele in 2023, bringing more than a decade of experience and a reputation as one of the top 1% of performers in the PEO industry—earning her the nickname “The PEO Queen.” Few, if any, know more about the inner workings of PEOs than Cassandra, and she uses that expertise to help clients navigate their options with clarity and confidence.
Her role focuses on guiding businesses to the PEO that best fits their needs and budget, then ensuring a smooth transition through the DS platform. With deep experience across PEO, ASO, EOR, HRIS, benefits, payroll, workers’ compensation, compliance, and risk mitigation, Cassandra brings both breadth and depth to every engagement. She combines market knowledge with high-volume productivity and strategic insights to help organizations achieve true scalability. Known for her compassion, professionalism, and dedication, Cassandra always chooses client success above everything else—even when that means losing profit.
Managing Partner
Barbara has been part of Dinsmore Steele since 2016, bringing with her a wealth of industry experience and a knack for building high-performing teams. An industry veteran, she quickly streamlined operations and helped shape a world-class team to better support clients, partners, and providers. What makes Barbara’s perspective especially unique is her background as a former partner in a successful PEO—giving her firsthand experience on both sides of the table and a deep understanding of what it takes to deliver real value.
Today, Barbara focuses on developing cost-effective PEO solutions for organizations of all sizes. She believes the key is understanding each company’s needs and vision, then researching and analyzing the best options to deliver the right fit. Beyond advising clients, Barbara also leverages her deep PEO expertise to work directly with both PEO and ASO providers, helping them expand their marketing engines and strengthen their reach.
Founder and CEO
In 2010, Rodney founded Dinsmore Steele with a clear vision: to give business owners an unbiased, efficient way to shop, compare, and negotiate with Professional Employer Organizations (PEOs). As CEO, he has spent the last 16 years redefining how companies build HR infrastructure—not by selling vendors, but by engineering smarter PEO strategies that protect margins and fuel growth.
Rodney often says most companies don’t pick the “wrong” PEO—they pick without a strategy. That lack of strategy costs businesses time, leverage, and profitability. Through Dinsmore Steele’s Strategic PEO Advisory™, Rodney and his team compress what would normally take months of research into a few days of outcome-driven analysis. The results speak for themselves: over 6,000 companies advised, more than $592M in savings delivered, and an average of $2,016.78 saved per employee, per year. Trusted by growth-stage founders, PE operators, and portfolio teams, Rodney has built an independent, strategic, and proven model that helps businesses design infrastructure that scales—because the right PEO strategy doesn’t just save money, it powers the next stage of growth.
