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Unbiased advice
We're not employed by any PEO. Our job is to find the best fit for you, not the highest commission. Our fee comes from the PEO you choose — at no markup to your rate.
Colorado's booming tech, aerospace, and outdoor industries have driven rapid headcount growth. Companies in Denver and Boulder frequently outgrow their HR setup between 25 and 75 employees. We compare every major PEO — Justworks, Rippling, ADP TotalSource, Paychex PEO, Insperity, and more — so you get the right fit at the best rate. Our advice is 100% free to you.
PEOs we compare for Colorado businesses
Six reasons a broker outperforms going directly to one PEO sales rep — especially in Colorado.
We're not employed by any PEO. Our job is to find the best fit for you, not the highest commission. Our fee comes from the PEO you choose — at no markup to your rate.
We've evaluated every major PEO operating in Colorado — pricing structures, HR tech, benefits quality, implementation support, and contract terms.
Because we place multiple clients per year, we carry pricing leverage with every PEO we work with. Clients routinely save 10–20% versus going direct.
Evaluating PEOs is a 60–80 hour process if you do it yourself. We compress that into a single conversation and a structured comparison document.
Colorado has specific employment law requirements that vary from federal baseline. We match you with PEOs that have proven Colorado compliance infrastructure.
We run the comparison, present your options, and let you decide. There's no pressure, no minimum commitment, and nothing to pay if you choose not to move forward.
Not every PEO has the same depth of Colorado compliance infrastructure. These are the specific requirements we vet for.
Colorado's FAMLI Act requires paid family and medical leave contributions — a PEO handles withholding and administration automatically
Colorado Equal Pay for Equal Work Act has strict job-posting and pay-range disclosure requirements
State income tax of 4.4% with local taxes in Denver and Aurora that vary by location
Four steps from form submission to a live PEO — typically 4–8 weeks.
Tell us your headcount, location, and current payroll setup. That's enough for us to get started.
A consultant reaches out to learn more about your goals — benefits priorities, budget, implementation timeline.
We build a side-by-side comparison of the 3–5 PEOs best suited for your Colorado business, with pricing and our recommendation.
Once you choose, we negotiate the contract and stay involved through implementation.
Send it over. We’ll tell you in 48 hours what you’re actually paying for — and where you can renegotiate.
Nothing. PEO brokers are compensated directly by the PEO you ultimately choose, as a standard part of their channel partner program. This doesn't increase your rate — we negotiate on your behalf, and clients typically save 10–20% versus going direct.
Most PEOs target companies between 10 and 500 employees. The sweet spot where PEO economics are most compelling is usually 25–150 employees — large enough to benefit from pooled buying power on benefits and workers' comp, small enough that in-house HR infrastructure isn't yet cost-effective.
Implementation typically takes 4–8 weeks from signed contract to live payroll. We manage the transition timeline and coordinate between you and the PEO to make sure the cutover is clean.
Yes. Switching PEOs is one of the most common reasons businesses come to us. We review your current contract for termination clauses, compare your current rates against the market, and manage the transition so there's no payroll disruption.
Strong fit for Denver/Boulder SaaS startups under 75 employees. Published pricing simplifies founder evaluation.
The right call for Colorado venture-backed tech and biotech in the Boulder/Denver corridor.
High-touch pick for Colorado mid-market professional services firms 50+ employees with CFAMLI compliance complexity.
Tech-forward CO companies with distributed teams benefit from Rippling's IT + HR consolidation. Flag the CPEO gap.
Strong CO mid-market service team; reasonable pricing for 25–150 employee firms.
We place clients across Colorado, including Denver, Colorado Springs, Boulder, Fort Collins. The right PEO often varies by metro because of regional service-team coverage.
The PEO handles employer premium contributions, employee deductions, and the back-end coordination with the Colorado Department of Labor and Employment when an employee files a claim. The employer's primary responsibility shifts to providing job protection during leave.
Some, not all. Cannabis-industry employers face federal-illegality overhang that has caused most major PEOs to decline cannabis-touching clients. CoAdvantage and Vensure have historically been more open; verify in writing before relying on any quote.
Yes. The Equal Pay for Equal Work Act requires pay-range disclosure on every posting, internal or external. PEO HR templates and posting workflows include this; the audit-and-update cadence is part of the value.
For a 10–40 employee Denver tech startup, expect $90–$160 per employee per month depending on whether you go with a flat-rate PEO (Justworks $59–$109 published) or a premium-tier one (Sequoia One, TriNet) with broader benefits.
Free, no-obligation comparison. We follow up same day.