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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.
New York City's density of financial services, media, and tech companies creates intense competition for talent. A PEO's benefits purchasing power gives smaller companies access to large-group benefits packages. 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 New York businesses
Six reasons a broker outperforms going directly to one PEO sales rep — especially in New York.
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 New York — 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.
New York has specific employment law requirements that vary from federal baseline. We match you with PEOs that have proven New York 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 New York compliance infrastructure. These are the specific requirements we vet for.
New York's Paid Family Leave (NY PFL) has specific employee premium and benefit calculations a PEO handles automatically
NYC has its own minimum wage, Earned Safe and Sick Time Act, and Wage Theft Prevention Act requirements
New York requires detailed wage notices at hire — non-compliance penalties are steep
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 New York 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.
Headquartered in the Northeast with one of the strongest credential stacks in the industry (CPEO + ESAC + CI). Strong fit for New York white-collar SMBs.
Long Island-based; high-touch service tailored to NY professional services and skilled trades. Especially strong for SMBs under 100 employees in the metro area.
The right call for NY venture-backed tech in Manhattan and Brooklyn. Deep equity-comp expertise that generalist PEOs lack.
Strong fit for NYC growth-stage tech, finance, and biotech. Vertical-specific HR models matter at this size.
When a NY professional services firm wants a dedicated HR business partner with real compliance depth, Insperity is the high-touch national pick.
We place clients across New York, including New York City, Buffalo, Rochester, Albany, Long Island. The right PEO often varies by metro because of regional service-team coverage.
Yes. New York State licenses PEOs through the Department of Labor. Verify your prospective PEO's NY registration before signing. The licensing requirement is independent of CPEO or ESAC status.
The PEO becomes the employer of record for NY PFL purposes, processes the employee payroll deductions, files the required forms, and coordinates benefit payments when an employee files a claim. The employer's main responsibility shifts to providing job protection.
Yes, particularly for venture-backed tech companies that need to offer competitive benefits without building an HR team. Sequoia One and Justworks are the most-common recommendations for NYC tech under 75 employees; TriNet and ExtensisHR for growth-stage above that.
A competent PEO does — but you have to ask explicitly during evaluation. NYC Fair Workweek, Earned Safe and Sick Time, and Salary Transparency are not federal rules and not every PEO updates their templates promptly. We diligence this during PEO selection.
For a NYC-based SMB of 25–75 employees, expect $130–$260 per employee per month depending on the PEO tier, benefits selected, and whether pricing is PEPM or percentage-of-payroll. Premium-tier PEOs (Insperity, ExtensisHR) sit at the top of that range.
Free, no-obligation comparison. We follow up same day.