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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.
Texas is one of the fastest-growing business states in the country. Energy, tech, and logistics companies in Dallas, Austin, and Houston routinely scale from 20 to 200+ employees in under three years. 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 Texas businesses
Six reasons a broker outperforms going directly to one PEO sales rep — especially in Texas.
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 Texas — 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.
Texas has specific employment law requirements that vary from federal baseline. We match you with PEOs that have proven Texas 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 Texas compliance infrastructure. These are the specific requirements we vet for.
Texas has no state income tax, but workers' compensation is not mandatory — a PEO can provide coverage and negotiate better group rates
Texas pay equity laws are evolving; a PEO keeps you current with changing requirements across all major metros
Multi-city Texas operations (Dallas + Austin + Houston) benefit from a PEO's unified payroll across jurisdictions
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 Texas 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.
Houston-headquartered with deep Texas roots. Strong mid-market service team and recent expansion via the Ethan Allen HR acquisition. The local-relationships advantage is real in TX.
The Woodlands-based; the credible mid-market alternative to G&A for Houston/DFW/Austin/SA buyers. CPEO yes; ESAC no — flag for compliance-sensitive CFOs.
The right call for venture-backed tech employers in Austin and Dallas. Vertical specialization in technology and biotech is meaningful here.
When a Texas mid-market employer is multi-state across 5+ states, ADP's payroll and tax compliance bench is hard to beat.
The answer for Texas blue-collar SMBs (construction, staffing, restaurants) that won't fit at Justworks. Wide industry-vertical depth.
We place clients across Texas, including Houston, Dallas-Fort Worth, Austin, San Antonio. The right PEO often varies by metro because of regional service-team coverage.
Yes. Texas Labor Code Chapter 91 requires all PEOs operating in Texas to hold a TDLR license. The public registry at tdlr.texas.gov/peo/ lets you verify a license number before you sign. If a PEO can't produce a TDLR license, that's a hard stop — no exceptions.
Texas is the only state where private employers can legally opt out of workers comp. A PEO's group workers comp arrangement essentially makes the opt-out question moot — you're covered through the PEO's master policy, often at rates a single-employer subscriber couldn't access.
Possibly. Under a Certified PEO (CPEO) arrangement, the PEO becomes the employer for tax purposes and uses its master SUTA rate. For high-experience-rated Texas employers this can be a real savings; for low-rate employers it can be a slight cost. Always model both before signing.
Yes — but not all PEOs will write construction. Vensure, G&A Partners, and ADP TotalSource regularly write Texas construction; Justworks and Sequoia One will not. The right fit depends on your specific SIC/NAICS class code and claims history.
All of Texas. We place clients in Houston, Dallas-Fort Worth, Austin, San Antonio, and across the Rio Grande Valley, West Texas, and the Panhandle. The PEO recommendation often varies by metro because of regional service-team coverage.
Free, no-obligation comparison. We follow up same day.