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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.
Nevada's economy is diversifying beyond hospitality into tech, logistics, and manufacturing — especially around Reno and Henderson. New-to-Nevada employers benefit from a PEO that understands the state's unique regulatory environment. 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 Nevada businesses
Six reasons a broker outperforms going directly to one PEO sales rep — especially in Nevada.
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 Nevada — 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.
Nevada has specific employment law requirements that vary from federal baseline. We match you with PEOs that have proven Nevada 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 Nevada compliance infrastructure. These are the specific requirements we vet for.
Nevada's paid leave law requires paid leave for employers with 50+ employees — a PEO manages accrual and compliance
Nevada has no state income tax, but local business license fees and workers' comp rates vary significantly by industry
Las Vegas's hospitality concentration creates high workers' comp exposure that a PEO's group rates can offset
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 Nevada 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.
Flat published PEPM and clean onboarding suit Reno and Henderson professional services and tech employers under 100 with low turnover.
Broadest Nevada footprint for multi-state employers headquartered in Las Vegas with staff in California and Arizona; strong on daily overtime and MBT handling.
High-touch HR for Nevada mid-market employers with 50 or more staff where the paid leave mandate and turnover make HR administration a real job.
Hospitality, construction and staffing-adjacent employers with higher WC exposure; historically more willing to write Nevada risk classes other PEOs decline.
Reno and Sparks manufacturing and distribution employers between 25 and 150 with pay-as-you-go WC and competitive class-code rates.
We place clients across Nevada, including Las Vegas, Henderson, Reno, North Las Vegas, Sparks, Carson City. The right PEO often varies by metro because of regional service-team coverage.
Yes. Under co-employment the PEO files and remits MBT under its own account and passes the cost through on your invoice. Confirm in the quote that MBT is a pass-through at the statutory rate and not marked up inside a blended tax line.
Usually not. Collective bargaining agreements govern wages, benefits and workers compensation for covered employees, so PEOs price and co-employ the non-union census only. Tell the broker up front which positions are covered so the quote is built on the right headcount.
Nevada owes overtime after 8 hours in a workday to employees earning less than 1.5 times the state minimum wage, with a 4-10 schedule exception the employee must agree to. A PEO applies the rule in payroll automatically, which is one of the main reasons hospitality and construction employers use one.
Administrative fees for a 10 to 100 employee Nevada company typically run $80 to $160 per employee per month, with workers compensation priced by class code on top. Hospitality and construction pay more for WC; office and professional services pay less. We compare quotes from every PEO that writes Nevada at no cost to you.
Both, and the shortlist is different. Reno and Sparks employers are usually logistics, manufacturing and distribution, where WC pricing and pay-as-you-go premium drive the decision. Las Vegas employers are usually hospitality, construction and healthcare, where turnover handling and daily overtime compliance matter more.
Free, no-obligation comparison. We follow up same day.