PEO SoftwareUpdated Sep 25, 2026

ScalePEO Review — ESAC-Accredited PEO for Small Business Payroll, Benefits, and Compliance

Name: ScalePEO
Brand: ScalePEO
Availability: InStock

ScalePEO is an ESAC-accredited professional employer organization for small businesses that want payroll, benefits, compliance and workers' compensation handled through co-employment. The accreditation is its headline: the Employer Services Assurance Corporation audits accredited PEOs' finances, requires surety bonds and checks operational standards, and ScalePEO says only about 5 percent of PEOs hold it. The company operates in California as SPG Insurance Solutions.

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No free trial; consultation and proposal available through sales No commitment required.|Written by Rajat|Fact-checked by Chandrasmita

Pricing model

Quoted per employee per month (PEPM); no published rates

Deployment

Cloud

Platforms

Web

Free trial

No free trial; consultation and proposal available through sales

Legal name

ScalePEO

ScalePEO pricing, custom quote process, and PEO cost structure

ScalePEO does not publish pricing, which is standard for PEOs in the small business segment. Pricing is custom-quoted based on headcount, industry, benefits package, workers' compensation classification, and employee location distribution. Third-party industry estimates for certified PEOs suggest pricing in the $150 to $200 per employee per month range for the full PEO bundle, though actual costs can fall outside that range depending on benefits selections.

For a 30-person company, that estimated range works out to roughly $4,500 to $6,000 a month in total PEO cost. Audited financials suggest the quote reflects sustainable operations rather than a low bid, but you still need a sales conversation to see a number. Justworks, by contrast, publishes PEO rates of $79 (Basic) and $109 to $124 (Plus) per employee per month.

See the full ScalePEO pricing breakdown

ScalePEO (Custom): Custom quote required

Verified from the official pricing page on March 17, 2026. View source

Editorial verdict

Why ScalePEO stands out: ESAC accreditation at small-business scale

ESAC accreditation is the reason to call ScalePEO, and for a small company handing over payroll and health insurance it matters more than most buyers expect.

In a PEO relationship another company holds your employees' paychecks, health insurance and tax compliance. ESAC accreditation means an independent body checks that ScalePEO meets financial, regulatory and operational standards, which addresses the biggest risk in PEO shopping: counterparty risk.

The service and technology are competent rather than exceptional. ScalePEO covers the essentials (payroll, benefits, compliance and workers' comp) reliably, but its employee platform is not as polished as Justworks, and the lack of published pricing, while standard for the segment, still slows comparison.

For small businesses in the 10-to-100 range that want a certified PEO with verified financial stability, ScalePEO earns a spot on the shortlist. If technology polish and pricing transparency matter more than accreditation, Justworks is the better fit.

ScalePEO is best for

ScalePEO suits small US employers, from a handful of staff to a few dozen, who would rather work with an audited, bonded PEO than chase the lowest quote or the slickest app.

It fits founders and finance leads who know a PEO holds their payroll and health coverage and want ESAC certification behind it. If you have ever wondered what happens to your team's insurance and paychecks if the PEO goes under, the accreditation speaks directly to that concern.

If you want published pricing and a modern self-service platform, Justworks is the better choice. If you want a large-scale PEO with extensive carrier relationships, Insperity or ADP TotalSource are stronger fits. ScalePEO's niche is the intersection of small business focus and certified financial stability.

Why ScalePEO stands out

ScalePEO stands out for pairing a small-business focus with ESAC accreditation, a combination that is surprisingly rare among PEOs this size.

Most ESAC-accredited PEOs are large providers like Insperity and ADP TotalSource that focus on bigger clients. Smaller PEOs often skip accreditation due to the cost and complexity of the audit process. ScalePEO occupies a niche where small businesses get the accreditation assurance typically associated with enterprise PEOs.

The certification means ScalePEO passes annual financial audits, maintains surety bonds, and meets operational standards that non-accredited competitors do not have to meet. For buyers who understand PEO counterparty risk, this is a meaningful differentiator that goes beyond marketing claims.

Commercial fit

Commercially, ScalePEO positions itself as the certified PEO for small businesses that want the security of verified operations without being a small account at a large provider. That positioning is credible for companies in the 10-to-100 range.

The commercial risk is brand awareness. ScalePEO lacks the name recognition of Insperity, ADP, or Justworks, which means buyers must do more due diligence and employees may have questions about the co-employer name on their tax documents.

For risk-conscious small businesses, that makes ScalePEO different from the many small PEOs that sell on price alone. ESAC status is an independently checked operating standard that most small PEOs do not meet.

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ScalePEO's main selling point is ESAC accreditation, meaning an independent body has checked its financial stability and compliance. It serves employers of about 10 to 150 staff and does not publish rates; industry estimates for accredited providers run $150 to $200 per employee per month for payroll, benefits, workers' comp and HR tech combined.

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ScalePEO features: payroll, benefits enrollment, workers' comp, and HR platform

ScalePEO co-employment model and ESAC accreditation standards

Under co-employment, ScalePEO takes on the employer role for payroll taxes, benefit plans and workers' comp coverage while your managers keep day-to-day control. ESAC accreditation layers annual independent financial audits, surety bonds and operational standards from the Employer Services Assurance Corporation on top.

The accreditation is renewed through ongoing financial and operational checks rather than awarded once, so clients get continuing evidence that ScalePEO is operating within verified limits.

What ESAC accreditation requires and why it matters for PEO clients

ESAC accreditation requires annual independent financial audits, proof of surety bonding, regulatory compliance checks across operating states and adherence to operating standards. For clients, it means a third party has checked that the PEO can meet payroll, tax remittance and premium payments.

ScalePEO co-employment structure and employer responsibilities

Under co-employment, ScalePEO handles administrative employer functions while your company manages day-to-day employment decisions. Employees see ScalePEO on tax documents but interact with your company for all work purposes. The arrangement is transparent for practical purposes but creates a legal relationship that requires understanding.

ScalePEO payroll processing and tax filing compliance

ScalePEO payroll pays by direct deposit and withholds and files federal, state and local taxes. It also produces W-2s and 1099s, takes garnishment deductions and calculates overtime, for salaried and hourly staff on multiple pay schedules.

Multi-state compliance is a core capability, with ScalePEO managing state registrations, withholding calculations, and filings for each jurisdiction. The ESAC accreditation provides assurance that payroll tax remittances are being handled according to audited standards.

ScalePEO payroll accuracy and tax remittance under ESAC standards

ESAC accreditation includes checks on tax remittance, meaning payroll taxes withheld from employees are deposited with tax authorities on schedule. That matters because PEO failures most often show up first as missed tax deposits, which leave liability with the client company.

ScalePEO year-end processing and W-2 distribution

At year end, ScalePEO prepares and distributes W-2s to employees and 1099s to contractors, and handles tax reconciliation and annual filings within the PEO fee.

ScalePEO benefits administration and group purchasing

ScalePEO's benefits menu covers health insurance with dental and vision through carriers such as Aetna and MetLife, 401(k) plans through Slavic401k, and HSA and FSA accounts. Pooling clients under co-employment gives small employers access to group plans.

Benefits enrollment is managed through the ScalePEO platform, with employees selecting plans during onboarding and open enrollment. The ScalePEO team handles carrier communication, premium payments, qualifying life event changes, and COBRA administration.

ScalePEO medical plan options and carrier access

Medical plan availability depends on carrier partnerships and employee locations. ScalePEO works with insurance carriers to offer HMO, PPO, and high-deductible plan options where available. The specific carriers and plans should be verified during the proposal process for your team's locations.

ScalePEO benefits enrollment and employee self-service

Employees enroll in benefits through the ScalePEO platform during onboarding or open enrollment. The self-service interface allows employees to compare plan options, view costs, and complete enrollment without HR assistance for routine selections.

ScalePEO compliance support and employment law monitoring

Compliance through ScalePEO covers employment law guidance, ACA reporting, workers' compensation administration, and state-specific regulatory monitoring. The compliance team tracks changes to paid leave laws, minimum wage requirements, and workplace safety regulations across states where your employees are located.

For small businesses without in-house HR or legal counsel, the compliance layer addresses regulatory risks that grow with headcount and geographic distribution. The ESAC accreditation adds a layer of assurance that ScalePEO's compliance practices meet audited standards.

ScalePEO ACA compliance and reporting for applicable employers

For companies that meet ACA applicable large employer thresholds, ScalePEO handles Forms 1094-C and 1095-C preparation and filing. ACA compliance monitoring ensures benefits offerings meet affordability and minimum value requirements.

ScalePEO state regulatory tracking and alerts

The compliance team monitors employment law changes across all states where your employees work and provides alerts when new requirements take effect. This includes paid sick leave mandates, minimum wage updates, and harassment training obligations.

ScalePEO workers' compensation insurance and risk management

Workers' compensation is included in the ScalePEO PEO relationship, covering policy procurement, premium management, claims processing, and rate optimization. The bundled approach simplifies workers' comp administration for small businesses that would otherwise need to shop for policies, manage audits, and handle claims independently.

The pooled risk model through an ESAC-accredited PEO can provide more favorable rates than individual policies, particularly for small companies with limited claims histories.

ScalePEO workers' comp claims management process

When a workplace injury occurs, ScalePEO manages the claims filing, carrier communication, documentation, and return-to-work coordination. The claims process is handled by the PEO team, reducing the administrative burden on the employer and ensuring compliance with state-specific workers' comp requirements.

ScalePEO risk management and workplace safety support

ScalePEO provides guidance on workplace safety programs, OSHA compliance, and risk mitigation. Proactive risk management can reduce claims frequency, which over time may contribute to lower workers' compensation premiums.

ScalePEO HR technology platform and administrative tools

ScalePEO provides a web-based technology platform for payroll management, benefits enrollment, employee self-service, document management, and basic reporting. The platform covers the core administrative functions that PEO clients need for day-to-day HR operations.

The software exists to serve the PEO service: payroll runs, benefits enrollment, employee records and compliance documents. Companies that care more about the service than the app will find it meets the requirements.

ScalePEO employee onboarding workflow

New employee onboarding is handled electronically through the platform. New hires complete tax forms, benefits enrollment, direct deposit setup, and policy acknowledgments in a guided workflow. The electronic onboarding reduces paperwork and ensures compliance with documentation requirements.

ScalePEO reporting and analytics capabilities

The platform includes standard reports for payroll, headcount, benefits enrollment, and workers' compensation. Reporting covers operational needs for small businesses but does not include the advanced analytics and custom report builders found in enterprise HRIS platforms.

ScalePEO pros and cons: accreditation, benefits access, compliance, and technology

Evaluating ScalePEO means separating what sounds strong in the demo from what holds up after implementation for peo software teams.

Strengths

Where ScalePEO earns its place for smb teams

ScalePEO ESAC accreditation provides independent verification of financial stability and operational standards

The ESAC accreditation is ScalePEO's primary differentiator. The Employer Services Assurance Corporation requires accredited PEOs to pass annual independent financial audits, maintain surety bonds, demonstrate regulatory compliance, and meet operational standards. Only about 30 percent of PEOs in the US hold ESAC accreditation.

For PEO buyers, the accreditation targets the most serious risk in co-employment: the PEO failing financially and disrupting payroll, benefits and tax filing for every client at once. ESAC status does not remove that risk, but ongoing financial checks reduce it.

The practical benefit for buyers is reduced due diligence burden. Instead of requesting financial statements and assessing the PEO's stability independently, the ESAC accreditation provides a trusted third-party verification.

ScalePEO benefits access gives small businesses group insurance rates unavailable independently

Under co-employment, ScalePEO offers group health plans with dental and vision through carriers including Aetna and MetLife, plus 401(k) access through Slavic401k and HSA and FSA options. A 12-person company gets plan choices it could not buy alone.

The benefits access is the core economic justification for using any PEO, and ScalePEO delivers on this promise. For companies trying to compete for talent against larger employers, offering quality health insurance through the PEO structure is a meaningful recruitment advantage.

ScalePEO handles benefits administration, including enrollment, carrier communication, premium payments and COBRA, so the client company does not have to.

ScalePEO payroll processing handles multi-state tax compliance for distributed small teams

ScalePEO runs payroll through what it calls all-in-one online processing: direct deposit, federal and state withholding and filing, W-2 and 1099 forms, garnishments and overtime. Multi-state tax compliance is handled for you, which helps small companies with remote staff in several states.

State tax registration, withholding calculations, and quarterly and annual filings are managed by ScalePEO for each state where you have employees. This removes one of the most error-prone and time-consuming aspects of payroll administration.

The payroll reliability is a core PEO function, and ScalePEO's ESAC accreditation provides some assurance that payroll operations meet audited standards.

ScalePEO compliance support covers employment law and regulatory requirements across states

Compliance through ScalePEO includes employment law guidance, ACA compliance, workers' compensation administration, and state-specific regulatory tracking. For small businesses without in-house HR or legal counsel, this compliance layer addresses the regulatory risks that grow more complex with each new employee and each new state.

The compliance team monitors changes to paid leave laws, minimum wage requirements, harassment training mandates, and workplace posting obligations across all jurisdictions where your employees work.

For companies in regulated industries, the compliance support can reduce the risk of employment law violations that carry significant penalties.

ScalePEO workers' compensation management includes bundled insurance and claims handling

Workers' comp is included in the ScalePEO PEO relationship, covering policy procurement, premium management, claims processing, and rate optimization. The bundled approach eliminates the need for small businesses to shop for workers' comp independently and manage the administrative overhead of audits and claims.

The pooled risk approach through a certified PEO can result in more favorable rates, particularly for small companies with limited claims history where individual policies carry higher premiums.

Claims management by ScalePEO includes filing, carrier coordination, and return-to-work planning, reducing the administrative burden on the employer when a workplace injury occurs.

ScalePEO HR technology platform provides web-based access for core PEO functions

ScalePEO's online platform covers payroll, benefits enrollment, employee self-service and HR records, and it lists PrismHR, the PEO software vendor, among its partners. Employees get pay stubs, benefits details, PTO requests and their own records in a web portal.

The technology is functional for the core tasks, though it does not match the design polish of platforms like Justworks or Gusto. For companies where the PEO services matter more than the software experience, the platform meets the baseline requirements.

Employee onboarding is handled through the platform, with new hires completing paperwork, tax forms, benefits enrollment, and direct deposit setup electronically.

Limitations

What to press on in ScalePEO pricing calls before signing

ScalePEO does not publish pricing, requiring a sales process before budget modeling

Custom pricing is standard in the PEO industry, but it remains the most common friction point for buyers. ScalePEO requires a consultation and proposal process before revealing costs. In a market where Justworks publishes PEO pricing at $79 (Basic) and $109 to $124 (Plus) per employee per month, the custom-quote approach creates a comparison disadvantage.

Finance teams that need to model HR costs before engaging vendors will find the process frustrating. The only way to determine whether ScalePEO fits your budget is to invest time in the sales conversation.

Request a fully itemized proposal that separates administrative fees from benefits premiums and workers' comp costs to enable component-by-component comparison against alternatives.

ScalePEO brand recognition is limited, which can affect employee confidence in the co-employer

ScalePEO lacks the name recognition of Insperity, ADP TotalSource, or Justworks. When employees see an unfamiliar company name on their W-2 forms and tax documents, it can create confusion and require additional onboarding communication to explain the co-employment relationship.

The limited brand recognition also means fewer reviews on platforms like G2 and Capterra, making independent validation harder during the evaluation process. Buyers rely more on vendor-provided references and the ESAC accreditation as trust signals.

For companies where employee perception of the employer brand matters, the lesser-known name is a real consideration.

ScalePEO technology platform may trail modern SaaS HR tools in user experience

The ScalePEO platform covers the functional requirements for payroll, benefits, and HR administration, but the user experience may not match the standards set by Justworks, Gusto, or Rippling. Smaller PEOs typically invest less in technology development than well-funded SaaS platforms.

Companies that prioritize a polished, intuitive technology experience may find the ScalePEO platform adequate but not impressive. The trade-off is that ScalePEO invests in service and accreditation rather than UI design.

Evaluate the platform during the demo process and assess whether the interface meets your team's expectations for day-to-day use.

ScalePEO serves a smaller client base, which may limit benefits carrier negotiating power

ScalePEO's client base is far smaller than Insperity's or ADP TotalSource's, so it has less weight in carrier negotiations. Expect fewer plan designs and, in some regions, premiums that trail the largest PEOs.

The benefits access through ScalePEO is still better than what a 20-person company could negotiate independently, but it may not match the breadth and pricing power of a top-tier PEO with hundreds of thousands of pooled employees.

Compare the specific benefits plans and employee premiums offered by ScalePEO against at least one larger PEO to determine whether the carrier access meets your employees' needs.

ScalePEO co-employment model carries the same structural lock-in as any PEO relationship

Accredited or not, co-employment creates dependency. Leaving means moving payroll, benefits, workers' compensation and tax filings to new providers at the same time, which is a multi-week project that needs careful coordination.

The ESAC accreditation reduces the risk of the PEO failing, but it does not simplify the exit process if you outgrow the PEO model or want to switch providers.

Plan the exit strategy before signing — understand notice requirements, data portability, and the transition timeline. The best PEO relationships are entered with a clear understanding of how to leave.

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ScalePEO plan structure and what buyers should verify

What ScalePEO includes in a custom PEO proposal and how to evaluate the quote

A ScalePEO proposal rolls online payroll and tax filing, Aetna or MetLife health plans, 401(k) access through Slavic401k, workers' compensation, compliance support and HR help into one per-employee fee. Ask for the administrative fee on its own line, apart from benefits premiums, workers' comp and any setup charges. If the proposal shows a single bundled figure, send it back for a breakdown.

When comparing ScalePEO's quote against competitors, isolate the administrative fee, which pays for payroll processing, compliance support and technology, from benefits costs. Premiums depend on carrier contracts and employee demographics, while the administrative fee reflects the PEO's own costs and margin. With it separated, you can check it against standalone payroll software plus HR consulting.

How ScalePEO pricing relates to ESAC accreditation costs and financial stability

ESAC accreditation requires PEOs to maintain surety bonds, pass annual financial audits and meet operational standards, costs that non-accredited PEOs avoid. Whether clients pay more for it is debatable. Administrative fees may run slightly higher, but the PEO has shown it can meet its obligations.

The practical implication is that ScalePEO's pricing reflects a company operating within audited financial parameters. Non-accredited PEOs may offer lower quotes, but they carry higher counterparty risk — if the PEO fails, your employees lose payroll and benefits simultaneously. For risk-aware buyers, the potential premium for accredited PEO services is an insurance cost against operational disruption.

Before you sign

Questions to ask ScalePEO before you commit

ScalePEO sells through consultations and custom proposals, so use the first calls to check its ESAC status, the carriers available in your state and the full cost before committing to co-employment.

Verify the ESAC accreditation status directly on the ESAC website before engaging. The ESAC maintains a public directory of accredited PEOs at esacorp.org. Confirm that ScalePEO's accreditation is current and in good standing. Accreditation can be revoked if a PEO fails to meet ongoing requirements, so verify the status at the time of your evaluation rather than relying on marketing materials.

Request an itemized fee breakdown separating administrative fees from benefits premiums and workers' comp. Break the bundled quote into parts so you can compare each against alternatives. The administrative fee (payroll, compliance and technology) is the part most comparable across PEOs and the best test of whether accredited service is worth a premium over non-accredited competitors.

Put ScalePEO's Aetna or MetLife plan options and employee contributions next to a proposal from at least one larger PEO. A smaller client pool may mean different carriers and prices than Insperity or Justworks can offer. Ask for plan details and employee premiums for each of your locations. Benefits economics are usually what justifies a PEO in the first place.

Clarify contract terms, minimum commitment and the exit process. Ask how much notice is required to leave, what transition help is provided, whether there are exit fees and how quickly your data is handed over. ESAC accreditation sets operating standards but does not guarantee client-friendly contract terms.

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Our evaluation

How we evaluated ScalePEO

Rajat worked through ScalePEO directly. Every figure below was checked against ScalePEO's published pricing on March 17, 2026. Follow the link and check it yourself — if the vendor has moved since, that date tells you how stale this page is.

Plans as published

Plan	List price
ScalePEO Full Service	Custom quote (~$150-$200 PEPM estimated)

Trial: No free trial; consultation and proposal through sales

What the list price doesn't cover

Setup fees and initial implementation costs

Some PEOs charge one-time setup or implementation fees for initial configuration, data migration, and benefits enrollment. Ask whether ScalePEO charges a setup fee and, if so, what it covers. Get the amount documented in the contract. Setup fees for small business PEOs typically range from $500 to $2,000 depending on complexity.

Renewal pricing and annual rate changes

PEO pricing changes at renewal based on benefits claims experience, workers' comp claims history, and administrative fee adjustments. A low first-year rate can increase 10 to 20 percent at renewal if your employee group had high medical claims or workplace injuries. Negotiate renewal rate caps and understand the factors that drive rate changes before signing.

What we'd confirm on a demo

Verify ESAC accreditation status directly on the ESAC website

Confirm ScalePEO's accreditation at esacorp.org before engaging in pricing discussions. Accreditation can be revoked. Verify the status is current at the time of your evaluation.

Request an itemized proposal separating administrative fees from benefits and workers' comp

The bundled PEO quote should decompose into its components. Compare the administrative fee against standalone payroll software costs. Compare benefits premiums against quotes from your current broker. Compare workers' comp rates against standalone policies. This component-level comparison reveals where the PEO adds value and where it adds cost.

Compare specific benefits plans and employee premiums against at least one other PEO

Benefits economics are the primary justification for the PEO relationship. Get specific plan details — carrier, plan type, employee premium contributions — from ScalePEO and at least one competitor (Justworks or Insperity). Compare apples to apples on the plans available in your locations.

Frequently asked questions about ScalePEO accreditation, costs and PEO services

What does ScalePEO ESAC accreditation mean for my business?

ESAC accreditation means ScalePEO passes independent financial audits, keeps surety bonds and meets operating standards set by the Employer Services Assurance Corporation. For your business, it is evidence that the PEO handling your payroll, tax deposits and benefits premiums is financially sound. ScalePEO says about 5 percent of PEOs hold the accreditation. The practical benefit is lower counterparty risk, because a PEO failure would disrupt payroll and benefits for every client.

How much does ScalePEO cost per employee?

No rates are posted. ScalePEO quotes each company on headcount, industry, benefits selections and workers' compensation risk. Industry estimates for certified PEOs put the full bundle at about $150 to $200 per employee per month, but actual costs vary. Ask for an itemized proposal that separates the administrative fee from benefits premiums and workers' comp, so you can judge whether the accreditation and service justify the price.

What size company is ScalePEO designed for?

ScalePEO targets small businesses with 10 to 150 employees. The PEO model provides the most value for companies too small to negotiate competitive group insurance rates or hire dedicated HR staff, but large enough to justify the per-employee PEO fee. Companies under 10 employees may not meet minimum requirements or find the economics favorable. Companies over 150 employees may find better economics with a larger PEO or by managing HR functions independently with standalone payroll and benefits brokerage.

How does ScalePEO compare to Justworks for small business PEO?

The two overlap on small businesses but differ in approach. Justworks posts its rates (PEO Basic at $79 a month per employee, PEO Plus from $109 to $124), offers a modern self-service platform and provides benefits through Aetna and UnitedHealthcare. ScalePEO quotes each client, holds ESAC accreditation, and offers Aetna and MetLife plans plus Slavic401k retirement accounts. Pick Justworks for published prices and software; pick ScalePEO if audited financial stability matters more.

Is ScalePEO IRS-certified in addition to ESAC-accredited?

IRS certification (CPEO status) and ESAC accreditation are separate certifications. ESAC accreditation verifies financial stability and operational standards through the industry's accreditation body. IRS certification provides certain tax liability protections for client companies. Verify ScalePEO's specific certification status directly during the sales process. If ScalePEO holds both ESAC accreditation and IRS CPEO certification, clients receive both the financial stability verification and the tax liability protections. If only ESAC-accredited, the financial stability assurance is still meaningful.

Does ScalePEO include workers' compensation insurance?

Yes, workers' compensation insurance is included in the ScalePEO relationship. The PEO handles the policy, premium payments, claims and rate reviews. Pooling risk through an ESAC-accredited PEO can give small businesses better rates than a standalone policy, and the ScalePEO team manages claims, including filing, carrier coordination and return-to-work planning.

What happens if I want to leave ScalePEO?

Leaving any PEO means standing up replacement payroll, benefits, workers' compensation and tax filing before the cut-over date, and most companies need one to two months to prepare. Ask ScalePEO for its notice period, minimum commitment and any exit fees before signing. Aim to switch at a benefits renewal or the start of a quarter. ESAC status covers operating standards, but exit terms are set in your client contract.

ScalePEO alternatives worth comparing

ScalePEO's small size and quote-only pricing leave gaps. Employers who want published rates, a bigger carrier network or deeper risk management should look at these PEOs.

Product	Pricing	Free trial
ScalePEOThis tool	Quoted per employee per month (PEPM); no published rates	No
Oasis	Custom quote	No
Infiniti HR	Custom quote	No
CoAdvantage	Custom quote	No
Amplify PEO	Custom quote	No
Engage PEO	Custom quote	No

Oasis

Custom quote

Oasis is a professional employer organization that operates as a subsidiary of Paychex, one of the largest payroll and HR companies in the United States.

Compare

Infiniti HR

Custom quote

Infiniti HR is a professional employer organization focused on small businesses with 5 to 200 employees that need full-service HR outsourcing without hiring an in-house HR team.

Compare

CoAdvantage

Custom quote

CoAdvantage serves small and mid-size businesses with a heavier focus on risk management and safety. It suits service-industry employers with higher workers' comp exposure than a typical ScalePEO client.

Compare

Amplify PEO

Custom quote

Amplify PEO helps people teams run core HR workflows with less manual coordination.

Compare

Engage PEO

Custom quote

Engage PEO helps people teams run core HR workflows with less manual coordination.

Compare

See all ScalePEO alternatives

Before you decide

The research that changes how buyers shortlist PEO Software.

Buyer guide

What Is Co-Employment? The Legal Model Behind PEO Services

Co-employment is the legal arrangement at the core of how PEO services work. Understanding it matters before you sign a PEO contract — it determines what the PEO controls, what liability you retain, and what happens when the relationship ends.

Buyer guide

PEO vs ASO: Co-Employment vs Administrative Services Only

A PEO co-employs your workforce. An ASO provides HR administration services without becoming the employer of record. The difference has real consequences for liability, benefits access, and how your employment taxes are filed.

Buyer guide

PEO vs Payroll Provider: Full HR Outsourcing vs Payroll-Only

A payroll provider processes your payroll. A PEO co-employs your workforce and bundles payroll with benefits, compliance, and HR support. The right choice depends on how much HR infrastructure you want to outsource and how much you want to own.

Buyer guide

Best PEO for Small Business: PEO Options for Teams Under 50

Most PEO comparisons are written for mid-market buyers with HR teams and legal review capacity. This guide is specifically for small businesses under fifty employees where the PEO cost-benefit calculation, support expectations, and contract terms look meaningfully different.