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15 min read

What is a Certified PEO (CPEO)?

What is a Certified PEO (CPEO)?
15 min read

What is a Certified PEO (CPEO)?

In the dynamic business world, efficiency and scalability are keys to success. Finding ways to streamline operations and increase your organization’s agility is paramount. Are you also a business owner looking to streamline your human resources and payroll management while ensuring compliance with ever-changing regulations? If so, a Certified Professional Employer Organization (CPEO) is a great choice for you.

A Certified PEO emerges as a guiding light in a world where labor laws and tax codes can feel like an intricate maze. However, understanding what a Certified PEO is and how it can help you achieve optimal business outcomes requires a deeper look. In this blog post, you’ll explore the ins and outs of Certified PEOs, from their history to the benefits they provide. So, let’s dive into it.

View our CPEO list

What is a Certified PEO (CPEO)?

A Certified Professional Employer Organization (CPEO) is a business entity that provides comprehensive HR solutions for small to mid-sized businesses. However, it goes beyond merely offering services; it’s about creating a co-employment relationship where the PEO contractually shares certain employer responsibilities with the client company. By doing so, the CPEO can manage various aspects like payroll administration, tax filing, insurance, and employee benefits while the client company continues to control the day-to-day operations and management of the employees.

The “certified” aspect signifies that the PEO has met stringent Internal Revenue Service (IRS) criteria, providing additional credibility and assurance to client companies. The IRS certification indicates these organizations’ high standards, adding an extra layer of trust and reassurance for businesses seeking their services.

IRS Certified Cpeo

More than just a service provider, a CPEO can be considered a strategic partner, taking on much of the administrative burden of running a business. They are experts in areas of compliance, labor laws, and employee benefits, allowing companies to focus on their core competencies. A CPEO also provides businesses with a competitive edge, offering employee benefits typically available only in larger corporations, thus aiding in attracting and retaining top talent.

Video: Why use a Certified PEO (CPEO)

What Separates a Certified PEO (CPEO) from a Non-Certified PEO?

A Certified Professional Employer Organization (CPEO) and a non-certified Professional Employer Organization (PEO) offer HR services to businesses, but the difference lies in the IRS certification. A CPEO goes through a rigorous certification process with the Internal Revenue Service (IRS) and meets certain requirements before receiving their certification. This certification indicates that the organization has met a high standard of compliance and provides assurance for businesses that use their services.

In contrast, non-certified PEOs are not subject to the same level of scrutiny and regulation. They may lack the financial stability, tax compliance, or operational transparency that certified PEOs are mandated to uphold. Companies may find themselves exposed to greater risk when working with non-certified PEOs, as errors or inadequate HR services are more likely to occur.

Background of Certified PEO (CPEO)

The IRS established the Certified Professional Employer Organization (CPEO) program following the passage of the Small Business Efficiency Act (SBEA) in 2014. This Act recognized Professional Employer Organizations (PEOs) for the first time in federal statute, establishing a voluntary certification program for these entities. To gain certification, PEOs must meet stringent financial, operational, and ethical standards, providing the IRS and their clients with an assurance of their ability to meet their employment tax obligations.

The CPEO program continues to be updated and improved through close collaborations between the IRS and stakeholders. It aims to create a safe and transparent market for businesses to access professional HR services. The CPEO program also offers its members a wide range of benefits, including access to workers’ compensation insurance, payroll administration services, and risk management.

Who is Eligible for Becoming a CPEO?

Certified Professional Employer Organizations (CPEOs) are pivotal in the modern employment landscape. They provide various HR and administrative services to client businesses. To attain the status of a CPEO, a company must meet specific eligibility criteria set forth by the Internal Revenue Service (IRS) in the United States. Here are the requirements that must be met by a company to become a CPEO:

Business Entity Status

The foremost requirement is that the entity must function as a legitimate business entity to become a Certified Professional Employer Organization (CPEO) in the United States. The organization seeking CPEO status should have a formal legal structure, such as a corporation, limited liability company (LLC), or similar entity. Sole proprietorships and unincorporated entities typically do not meet this eligibility criterion. It ensures that the CPEO acts as a responsible and accountable business entity in providing its services to clients.

Physical Business Location within the United States

Another critical eligibility requirement for CPEOs is maintaining at least one physical business location within the United States. This physical presence is fundamental to their ability to effectively carry out their duties related to employment tax withholding, reporting, and other obligations. It also demonstrates a commitment to operating within the U.S. legal and regulatory framework. It ensures the integrity of employment tax compliance processes.

History of Financial Responsibility, Organizational Integrity, and Tax Compliance

CPEO candidates must possess a track record that underscores their financial responsibility, organizational integrity, and compliance with federal, state, and local tax obligations. This aspect is vital in maintaining the credibility and trustworthiness of CPEOs, as they play a pivotal role in managing payroll taxes on behalf of their client businesses. Ensuring that the CPEO adheres to these financial and tax standards is a fundamental prerequisite to ensuring that client businesses’ tax liabilities are accurately managed and met.

Knowledgeable and Experienced Management

The management of a CPEO should be comprised primarily of individuals who are U.S. citizens, reinforcing the commitment to U.S. employment tax compliance. Moreover, these individuals must possess a deep understanding of federal and state employment tax compliance regulations and sound business practices related to these compliance requirements.

This knowledge and experience are necessary as CPEOs serve as intermediaries between client businesses and tax authorities. They require expertise to navigate the intricate landscape of employment tax laws effectively. It also assures clients that the CPEO is well-equipped to handle their employment tax obligations competently and fully comply with all relevant regulations.

What a CPEO Must Do to Maintain Certification?

CPEO Account Updates

To be eligible for CPEO certification, an organization must regularly update its account with the IRS. These updates include providing the IRS with any changes to the information initially provided during application. This process ensures that the IRS has the most accurate and up-to-date information regarding the CPEO. Regular updates are essential to maintaining the transparency and trust at the heart of the CPEO-client relationship.

In addition, these updates need to report any material changes in the CPEO’s business activities. It includes any changes in the CPEO’s business structure, tax status, or operational procedures. Timely reporting of such changes is crucial for ensuring that the IRS knows the CPEO’s business landscape and can adjust its oversight accordingly.

Annual Verification

Annual verification is another critical eligibility requirement for CPEOs. This process involves the CPEO affirming that it continues to meet all the requirements for certification. The members of a controlled group have to submit annual verification separately. However, to process CPEO annual verification, a CPEO has to pay a use fee of $1,000.

The annual verification process allows the IRS to confirm that the CPEO maintains the high standards required for certification. Furthermore, annual verification allows the CPEO to demonstrate its commitment to transparency and compliance. By willingly engaging in this process, the CPEO underscores its dedication to maintaining its status and serving its clients to the best of its ability.

Bond

The CPEO bond is a financial safeguard designed to protect the interests of employees and clients. CPEOs must maintain a bond equivalent to 5% of their federal employment tax liability, with a minimum bond amount of $50,000 and a maximum of $1 million. Ensuring this bond is current and sufficient is paramount, as it guarantees compensation if the CPEO defaults on its tax obligations or fails to provide the agreed-upon services.

To maintain certification, CPEOs must carefully track their tax liabilities, updating their bond as needed to reflect any changes in their tax obligations. Failure to maintain an adequate bond can lead to decertification, potentially causing significant harm to the CPEO’s reputation and client relationships. It’s imperative that CPEOs routinely assess their bond requirements, collaborating closely with their financial and legal advisors to ensure compliance and the financial security of all parties involved.

Annual Audited Financial Statements

CPEOs are mandated to submit annual audited financial statements to the IRS, reflecting their financial stability and responsibility. These financial statements provide transparency into the organization’s financial health, ensuring it can meet its payroll tax obligations and other financial commitments.

The audited financial statements should be prepared by a qualified independent auditor in accordance with Generally Accepted Accounting Principles (GAAP). By submitting these statements, CPEOs demonstrate their accountability and financial transparency, instilling trust among clients, employees, and regulatory authorities. CPEOS must adhere to deadlines for financial statement submission, as failure to do so can result in certification revocation.

Moreover, maintaining robust financial records not only safeguards the interests of all stakeholders but also contributes to the overall integrity and reliability of the CPEO industry. In conclusion, CPEOs must diligently adhere to bonding requirements and ensure the timely submission of audited financial statements to uphold their certification status.

Quarterly Assertions, Attestations, and Working Capital Statements

Quarterly assertions, attestations, and working capital statements are critical components of a Certified Professional Employer Organization’s (CPEO) efforts to maintain its certification. These activities ensure transparency and financial stability in the CPEO’s operations.

On a quarterly basis, a CPEO must provide assertions and attestations regarding its compliance with various tax-related requirements, such as the timely filing and payment of employment taxes. These assertions safeguard against potential tax liabilities and demonstrate the CPEO’s commitment to upholding its obligations.

Additionally, the submission of working capital statements is essential to showcase the CPEO’s financial health and ability to meet its financial obligations. These statements include information about the CPEO’s current assets and liabilities, providing a snapshot of its liquidity.

Maintaining a healthy working capital position is imperative to ensure that the CPEO can cover its operational costs and any potential liabilities promptly. This financial transparency benefits the CPEO and instills confidence in its clients and government agencies. It demonstrates that the CPEO is well-prepared to fulfill its role in employment tax compliance and workforce management.

What are the Roles of a Certified PEO?

A CPEO enables its clients to outsource their human resource and payroll functions, freeing up time for them to focus on their core business activities. Here are some of the primary roles and responsibilities of a CPEO:

Payroll Tax Liability

One of the pivotal roles of a Certified Professional Employer Organization (PEO) lies in managing and mitigating payroll tax liability for client companies. Payroll tax encompasses various federal, state, and local taxes. PEOs, through their expertise and established infrastructure, accurately calculate, withhold, and remit these taxes on behalf of their client companies. It not only ensures compliance with tax laws and regulations but also alleviates the administrative burden on businesses.

Furthermore, PEOs often have a thorough understanding of complex tax codes and can assist in optimizing tax strategies. They help businesses navigate the intricate web of tax regulations, ensuring they minimize tax liabilities while staying within legal boundaries. It includes taking advantage of tax credits, deductions, and incentives the client company may not have otherwise known. By effectively managing payroll tax liability, PEOs allow businesses to focus on their core operations and growth, confident that their tax obligations are being handled competently and efficiently.

Maintaining Tax Credits

One of the critical roles of a CPEO is to help businesses maintain eligibility for certain tax credits. While the IRS stipulates that some tax credits are lost when entering into a PEO arrangement, a CPEO is certified to help businesses retain these credits. It includes credits such as the Work Opportunity Tax Credit (WOTC), Empowerment Zone credits, and others tied to the employer’s tax identification number.

Moreover, a CPEO has the expertise and knowledge to navigate complex tax laws and regulations. They can guide businesses in taking full advantage of applicable tax credits and incentives, helping to reduce overall tax liability. This guidance is particularly valuable for small and medium-sized businesses lacking the internal resources to manage these aspects efficiently.

Wage-Base Restart

A common concern for businesses when starting a relationship with a PEO is the possibility of a wage-base restart. When a business enters into a PEO agreement, the IRS may view it as a change in employer status, which can trigger a wage-based reset for federal unemployment tax (FUTA) and Social Security. It could result in the business having to pay these taxes twice on the same wages.

However, partnering with a CPEO eliminates this concern. Due to the IRS certification, a CPEO prevents a wage-base restart, ensuring that businesses aren’t double-taxed. This benefit is exclusive to Certified PEOs and is one of the significant differences between a CPEO and a traditional PEO. This key feature not only saves businesses from potential financial stress but also brings peace of mind, knowing that their wage base will remain consistent.

How to Choose The Right Certified PEO (CPEO)?

Choosing the right Certified PEO is an important decision, and there are several factors to consider when making your choice. The following are key elements to look for in a CPEO:

Understand Your Business Needs

Before you start looking for a Certified PEO (CPEO), it’s crucial that you have a clear understanding of your business needs. Each CPEO offers different services and specializes in certain areas. Thus, it’s essential to identify the specific areas where your business requires assistance. It could be anything from payroll and HR support to benefits administration and compliance.

Reflecting on your current HR challenges, your company’s size, industry, and future goals will help you determine the services you need. Additionally, consider the level of involvement you want the CPEO to have in your operations. Some businesses prefer a more hands-on approach, while others desire minimal interference.

Once you’ve identified your needs, you can begin your search for a CPEO that aligns with your business goals. Look for a CPEO that not only meets your current requirements but also has the capacity and flexibility to cater to your evolving needs as your business grows.

Evaluate CPEO Certification

CPEOs are recognized by the IRS; however, that doesn’t mean all of them offer the same level of service. Evaluating the CPEO’s certification is vital to ensure they meet the required standards. Check if the CPEO is certified by the Employer Services Assurance Corporation (ESAC) or the Certification Institute (CI). These certifications confirm that the CPEO meets stringent financial, ethical, and operational standards, providing an additional layer of security and trust.

In addition to the ESAC or CI certification, look for a CPEO with specific industry accreditations. For instance, a CPEO specializing in construction might have a certification from the National Association of Construction Certified PEOs (NACCP). It indicates that they have an in-depth understanding of the unique challenges and needs of the construction industry. Evaluating the CPEO certification is a crucial step in finding a reliable and competent partner.

Review Customer Service

A CPEO’s customer service is a key indicator of how they will treat your employees and handle your HR tasks. When evaluating a CPEO’s customer service, consider factors such as their response time, the quality of their responses, and overall approach to customer care. Do they provide prompt and clear responses to queries? Are they proactive in addressing issues? Do they take the time to understand your needs and concerns?

A CPEO with excellent customer service will value your partnership and prioritize your satisfaction. They will be committed to providing you with the support you need to manage your HR tasks effectively. A CPEO that falls short in this area may cause unnecessary stress and complications, so it’s crucial to assess their customer service quality before making a decision.

Check Client References and Testimonials

Client references and testimonials provide valuable insights into a CPEO’s performance and reliability. They shed light on the CPEO’s strengths and potential weaknesses from the perspective of businesses similar to yours. When checking client references, ask detailed questions about the client’s experience with the CPEO. How has the CPEO helped them overcome their HR challenges? Have there been any issues, and if so, how were they resolved?

Reviewing testimonials available on the CPEO’s website and other third-party review sites can also be helpful. Look for recurring themes in these testimonials. Are clients consistently praising the CPEO for its reliability, expertise, or customer service? These positive trends can reassure you of the CPEO’s capabilities.

Compare Pricing

Pricing plays a significant role in choosing a CPEO. It’s important to find a CPEO that offers competitive pricing without compromising on the quality of service. When comparing prices, ensure you understand what’s included in the fee. Some CPEOs may seem cheaper initially but may charge additional fees for services other providers include in their standard pricing.

It’s also crucial to consider the cost versus value proposition. A CPEO might be more expensive, but if they add value to your business, they may be worth the investment. Always ensure that you’re comparing like with like and that the CPEO’s pricing structure is transparent and straightforward.

Conclusion

A certified PEO is not just a service provider; it’s a strategic partner that can help your business grow and reach its full potential. When selecting a CPEO, it’s essential to examine the quality of their services, reliability, and pricing. Customer references and testimonials can be valuable in this process. As you research different options available to you, take into account which CPEO offers the best value and service for your business. With the right CPEO, you can rest assured that your company is in capable hands. So, take your time, do your research, and make the right decision for your business.

CPEO List

CPEO Name Street Name Addr Line 2 City State Postal/Zip Country Effective Date Past Certification Dates
Abel HR II Inc 2 Corporate Drive CRANBURY NJ 8512 US 10/1/2018
Abel HR III Inc 2 Corporate Drive CRANBURY NJ 8512 US 10/1/2018
Abel HR inc. 2 Corporate Drive CRANBURY NJ 8512 US 10/1/2018
Abel HR IV, Inc. 2 Corporate Drive CRANBURY NJ 8512 US 10/1/2018
Abel HR V Inc 2 Corporate Drive CRANBURY NJ 8512 US 10/1/2018
ABO Co-Employment Services, Inc. 16010 19 Mile Road CLINTON TOWNSHIP MI 48038 US 1/1/2021
ABO Employer HR Services, Inc. 16010 19 Mile Road CLINTON TOWNSHIP MI 48038 US 1/1/2021
ADP TotalSource CO XXI, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource CO XXII, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource DE IV, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource FL XI, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource FL XIX, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource FL XVI, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource FL XVII, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource FL XVIII, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource FL XXIX, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource I, Inc. 10200 Sunset Drive Attn: Legal Department MIAMI FL 33173 US 1/1/2017
ADP TotalSource II, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource III, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource MI VI, LLC 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource MI VII, LLC 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource MI XXX, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource NH XXVIII, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource of CO XXIII, Inc. 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
ADP TotalSource, Inc 10200 Sunset Drive MIAMI FL 33173 US 1/1/2017
Alabama Staff, Inc. 1608 13th Avenue South Suite 220 BIRMINGHAM AL 35205 US 7/1/2020
Alcott HR Group I LLC 71 Executive Blvd. FARMINGDALE NY 11735 US 4/1/2019
Alcott HR Group LLC 71 Executive Blvd FARMINGDALE NY 11735 US 1/1/2017
ALT-SOURCE XI LLC 480 WILDWOOD FOREST DR STE 500 THE WOODLANDS TX 77380 US 10/1/2018
America’s Back Office, Inc. 16010 19 Mile Road CLINTON TWP MI 48038 US 4/1/2023
America’s Back Office, Inc. – CA 16010 19 Mile Road CLINTON TOWNSHIP MI 48038 US 1/1/2021
America’s Back Office, Inc. – Midwest 16010 19 Mile Road CLINTON TOWNSHIP MI 48038 US 1/1/2021
America’s Back Office, Inc. – US 16010 19 Mile Road CLINTON TOWNSHIP MI 48038 US 7/1/2019
AMERICAN ONE SOURCE SOUTHWEST, INC. 900 AUSTIN AVENUE SUITE 600 WACO TX 76701 US 10/1/2021
AMERICAN ONE SOURCE, INC 900 Austin Ave Ste 600 WACO TX 76701 US 10/1/2021
Armhr, LLC 5015 CAMPUSWOOD DR SUITE 204 EAST SYRACUSE NY 13057 US 4/1/2020
Avalon HR 2 LLC 100 S Pace Blvd PENSACOLA FL 32502 US 1/1/2017
Avalon HR LLC 9685 Soldier Creek RD LILLIAN AL 36549 US 1/1/2017
Axcet HR Solutions 10975 Grandview Drive Suite 200 OVERLAND PARK KS 66210 US 1/1/2017
C2 Essentials, Inc. 3975 Virginia Mallory Drive Suite 100 CHANTILLY VA 20151 US 10/1/2017
Choice Employer Solutions III Inc 9007 BRITTANY WAY TAMPA FL 33619 US 1/1/2017
Choice Employer Solutions Inc 9007 BRITTANY WAY TAMPA FL 33619 US 1/1/2017
Concurrent HRO LLC 11811 Upham St Unit A BROOMFIELD CO 80020-0000 US 10/1/2023
Continuum HR of Texas, LLC 11691 GATEWAY BLVD STE 104 FORT MYERS FL 33913 US 1/1/2020
DecisionHR PEO, Inc. 9455 Koger Blvd Suite 200 ST PETERSBURG FL 33702 US 1/1/2017
EMERGENT IV LLC 480 WILDWOOD FOREST DR STE 500 THE WOODLANDS TX 77380 US 10/1/2018
EMERGENT XIII LLC 480 WILDWOOD FOREST DR STE 500 THE WOODLANDS TX 77380 US 10/1/2018
EMERGENT XIV LLC 480 WILDWOOD FOREST DR STE 500 THE WOODLANDS TX 77380 US 4/1/2021
EMERGENT XV LLC 480 WILDWOOD FOREST DR STE 500 THE WOODLANDS TX 77380 US 4/1/2021
EMPOWER HR, LLC 126 N JEFFERSON STE 250 MILWAUKEE WI 53202 US 1/1/2018
Engage PEO, LLC 3001 Executive Drive Suite 340 CLEARWATER FL 33762 US 1/1/2017
Erigo, Inc. 211 Grandview Drive Ste 206 FT. MITCHELL KY 41017 US 1/1/2017
ESC Choice, Inc. 20 Pineview Drive AMHERST NY 14228 US 1/1/2017
Extensis II Inc. 900 Route 9 North Third Floor WOODBRIDGE NJ 7095 US 1/1/2017
Extensis III, Inc. 900 Route 9 North Third Floor WOODBRIDGE NJ 7095 US 1/1/2017
Extensis Inc. 900 Route 9 North Third Floor WOODBRIDGE NJ 7095 US 1/1/2017
Extensis IV, Inc. 900 Route 9 North WOODBRIDGE NJ 7095 US 1/1/2017
Extensis VI LLC 900 Route 9 North WOODBRIDGE NJ 7095 US 1/1/2017
Extensis VIII Inc. 900 Route 9 North WOODBRIDGE NJ 7095 US 1/1/2017
FESPRO INTERNATIONAL CORPORATION 3120 SCOTT BLVD STE 301 SANTA CLARA CA 95054 US 7/1/2023
G&A Outsourcing VII, LLC 17220 Katy Freeway Suite 350 HOUSTON TX 77094 US 10/1/2020
Genesis HR Solutions, Inc. 30 CORPORATE DRIVE Suite 100 BURLINGTON MA 1803 US 1/1/2017
Group Management Services Inc 3750 Timberlake Dr RICHFIELD OH 44286 US 1/1/2018
GTD Benefits Inc. 11691 GATEWAY BLVD STE 104 FORT MYERS FL 33913 US 1/1/2020
Hawaii Leasing Professionals LLC 75-5591 PALANI ROAD Suite 3008 KAILUA KONA HI 96740 US 1/1/2018
HR Hawaii Inc 75-5591 Palani Road Suite 3008 KAILUA-KONA HI 96740 US 1/1/2020
HR Resourcing LLC 10303 E Dry Creek Rd Ste 400 ENGLEWOOD CO 80112 US 1/1/2017
HR Service Group LLC 3905 National Drive, Suite 400 BURTONSVILLE MD 20866 US 7/1/2020
HUMAN CAPITAL CONCEPTS LLC 9002 N Purdue Road Suite 301 INDIANAPOLIS IN 46268 US 1/1/2017
INFINITI HR, LLC 3905 National Drive Suite 400 BURTONSVILLE MD 20866 US 10/1/2018
Insperity PEO Services, L.P. 19001 Crescent Springs Drive KINGWOOD TX 77339 US 1/1/2017
InTandem Human Resources, LLC 650 S Cherry St. Suite 1221 DENVER CO 80246 US 1/1/2017
Justworks Employment Group LLC 55 Water St 29th Floor NEW YORK NY 10041 US 1/1/2017
Landrum Professional Employer Services, Inc. III 219 E Garden Street Suite 500 PENSACOLA FL 32502 US 1/1/2017
LBMC Employment Partners, LLC 201 Franklin Road Suite 200 BRENTWOOD TN 37027 US 1/1/2017
Lever1, LLC 5200 Metcalf Ave Suite 300 OVERLAND PARK KS 66202 US 4/1/2022 01/01/2019 thru 08/12/2020
LYONS HR, LLC 201 South Court Street Suite 700 FLORENCE AL 35630 US 1/1/2017
Midwest Ventures, LLC 2400 Wolf Road Suite 100 WESTCHESTER IL 60154 US 1/1/2017
MidwestHR, LLC 2400 Wolf Road Suite 100 WESTCHESTER IL 60154 US 1/1/2017
Modern Business Associates V, Inc. 9455 Koger Blvd Suite 200 ST PETERSBURG FL 33702 US 1/1/2017
Nextep Business Solutions III Inc. 1800 N. Interstate Drive NORMAN OK 73072 US 1/1/2017
Nextep Business Solutions IV Inc. 1800 N. Interstate Drive NORMAN OK 73072 US 1/1/2017
Nextep Business Solutions V Inc. 1800 N. Interstate Drive NORMAN OK 73072 US 1/1/2017
Nextep Business Solutions VI Inc. 1800 N. Interstate Drive NORMAN OK 73072 US 1/1/2017
Nextep Business Solutions VII, Inc. 1800 N. Interstate Drive NORMAN OK 73072 US 1/1/2017
Nextep Business Solutions, Inc. 1800 N. Interstate Drive NORMAN OK 73072 US 1/1/2017
Nextep, Inc. 1800 N. Interstate Drive NORMAN OK 73072 US 1/1/2017
Oasis HR Solutions III, LLC 2054 Vista Parkway Suite 300 WEST PALM BEACH FL 33411 US 1/1/2017
OnePoint HRO LLC 10303 E Dry Creek Rd Suite 400 ENGLEWOOD CO 80112 US 1/1/2017
Optimum Employer Solutions, LLC. 2530 Red Hill Avenue SUITE 200 SANTA ANA CA 92705 US 4/1/2022
Paychex PEO VI LLC 911 Panorama Trail South ROCHESTER NY 14625 US 1/1/2017
Paychex PEO VII, LLC 911 Panorama Trail South ROCHESTER NY 14625 US 1/1/2017
Payroll Made Easy II, Inc. 11691 Gateway Blvd. Ste.104 FORT MYERS FL 33913 US 1/1/2020
Payroll Made Easy, Inc. 11691 Gateway Blvd. Ste.104 FORT MYERS FL 33913-7922 US 10/1/2018
Prestige Employee Administrators II, LLC. 538 Broadhollow Road Suite 311 MELVILLE NY 11747 US 1/1/2017
Prestige Employee Administrators, LLC 538 Broadhollow Road Suite 311 MELVILLE NY 11747 US 1/1/2017
Prestige PEO III LLC 538 Broadhollow Road Suite 311 MELVILLE NY 11747 US 1/1/2022
Professional Employer Resources, Inc. 500 N. Maitland Avenue Suite 201 MAITLAND FL 32751 US 1/1/2020
Professional Employer Services II, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
Professional Employer Services, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
Propel PEO, Inc. 669 N. Academy Street GREENVILLE SC 29601 US 1/1/2017
Resourcing Edge 2, LLC 1309 Ridge Road Suite 200 ROCKWALL TX 75087 US 10/1/2017
Resourcing Edge 3, LLC 1309 Ridge Road Suite 200 ROCKWALL TX 75087 US 10/1/2017
Resourcing Edge I, LLC 1309 Ridge Road Suite 200 ROCKWALL TX 75087 US 1/1/2017
S2 HR Solutions 1A, LLC 3001 Executive Drive Suite 340 CLEARWATER FL 33762 US 1/1/2017
S2 HR Solutions 1B, LLC 3001 Executive Drive Suite 340 CLEARWATER FL 33762 US 1/1/2017
S2 HR Solutions 1C, LLC 3001 Executive Drive Suite 340 CLEARWATER FL 33762 US 1/1/2017
S2 HR Solutions 1D, LLC 3001 Executive Drive Suite 340 CLEARWATER FL 33762 US 1/1/2017
S2 HR Solutions 2A, LLC 3001 Executive Drive Suite 340 SAINT PETERSBURG FL 33762 US 7/1/2021
S2 HR Solutions 2B, LLC 3001 Executive Drive Suite 340 SAINT PETERSBURG FL 33762 US 7/1/2021
S2 HR Solutions 2C, LLC 3001 Executive Drive Suite 340 SAINT PETERSBURG FL 33762 US 7/1/2021
S2 HR Solutions 2D, LLC 3001 Executive Drive Suite 340 CLEARWATER FL 33762 US 1/1/2017
S2 HR Solutions Group 1, LLC 3001 Executive Drive Suite 340 CLEARWATER FL 33762 US 1/1/2017
Sequoia One PEO, LLC 548 Market St PMB 78488 SAN FRANCISCO CA 94104-5401 US 1/1/2018
Staff Management, Inc. 5919 Spring Creek Road ROCKFORD IL 61114 US 1/1/2017
Staff-Line, Inc. 53 Academy Street POUGHKEEPSIE NY 12601 US 1/1/2020
Staffpay, LLC 9851 IRVINE CENTER DRIVE #200 IRVINE CA 92618 US 4/1/2019
STS National Administrative Services, Inc. 9455 Koger Blvd Suite 200 ST PETERSBURG FL 33702 US 1/1/2017
SWBC Professional Employer Services I LLC 30815 US Hwy 281 N BULVERDE TX 78163 US 1/1/2017
SWBC Professional Employer Services II LLC 30815 US Hwy 281 N BULVERDE TX 78163 US 1/1/2017
SWBC Professional Employer Services III LLC 30815 US Hwy 281 N BULVERDE TX 78163 US 1/1/2017
Syndeo Outsourcing II, LLC 3504 N. Great Plains Dr. Ste. 200 WICHITA KS 67220 US 4/1/2023
Syndeo Outsourcing, LLC 3504 N Great Plains Dr. Ste. 200 WICHITA KS 67230 US 1/1/2017
Tandem Professional Employer Services II, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
Tandem Professional Employer Services III, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
Tandem Professional Employer Services IV, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
Tandem Professional Employer Services V, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
Tandem Professional Employer Services VII, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
Tandem Professional Employer Services VIII, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
Tandem Professional Employer Services, LLC 2400 Wolf Rd., Ste. 100 WESTCHESTER IL 60154 US 1/1/2017
The Employer Advantage, LLC 3131 Ten Pin Ln JOPLIN MO 64801 US 1/1/2018
The Labor Source, Inc. 6160 Summit Drive N Suite 500 BROOKLYN CENTER MN 55430 US 7/1/2021
Transcomp, Inc. 900 Austin Avenue Suite 600 WACO TX 76701 US 10/1/2021
Transport Tax Consulting Inc. 480 Wildwood Forest Dr Suite 500 THE WOODLANDS TX 77380 US 4/1/2021
TriNet HR III-B, Inc. One Park Place Suite 600 DUBLIN CA 94568 US 7/1/2018
WorkSmart Systems, Inc 8531 Bash St. INDIANAPOLIS IN 46250 US 1/1/2019

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Charlotte speaks with authority as RemotePad’s recruitment and HR tech maestro. With a background in marketing, Charlotte has worked for major brands in the industry, including leading HR software provider, FactorialHR. Originally from Manchester, UK, with a bachelor’s degree from the Manchester Metropolitan University, Charlotte currently resides in sunny Barcelona, Spain.

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