Viking
// HR & PAYROLL

The renewal is
where it bites.

PEO and ASO comparison, payroll vendors, benefits brokerage and compliance. Introductory pricing is not the number that matters — year two is, and almost nobody models it before signing.

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PROVIDERS PAY US. YOU NEVER DO.

WHAT WE LOOK AT

PEO versus ASO versus in-houseThe tipping points where each setup makes sense for your headcount, and the cost per employee that actually results.
Year-two pricingWhat the arrangement costs once the introductory rate resets. This is the figure that decides whether it was a good deal.
Administrative fee versus pass-throughSeparating what the provider charges for its service from what it merely passes along, because only one of them is negotiable.
Benefits and carrier termsWhether the plans are competitive on their own, independent of the payroll arrangement they arrived attached to.
Exit termsHow hard it is to leave, how much notice is required, and what happens to your data and your plan year if you do.

WHY THIS CATEGORY MOVES

The comparison is deliberately hard.

PEO proposals bundle administration, benefits, workers’ compensation and payroll taxes into figures that are almost impossible to compare across providers. That is not accidental — it is how the category sells.

Reducing them to a genuine cost per employee, across the full term rather than the first year, is most of the work. Sometimes the answer is that your current arrangement is fine and the renewal simply needs pushing back on.

HOW WE'RE PAID

We are paid the same amount no matter which provider you choose.

Providers compensate us from their own margin. It is not added to your rate, your pricing is the same as going direct, and “stay where you are” is a finding we deliver in writing when the numbers say so.

// START HERE

Send your current PEO or payroll invoice.

Send the current bill and contract. Twenty minutes, no charge, no obligation to change anything.

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