Today, HR compliance, including payroll and employee benefits, is both more important and more complex than ever. In 2025, with growing recognition of workers’ rights, tightening compliance regulations in developing economies, and a new understanding of the part that the gig economy has to play in wider working systems, there’s more to do than ever before in terms of compliance processes. That’s where PEOs (Professional Employer Organizations) come in. These service providers help businesses of all sizes streamline HR operations and remain compliant across multiple jurisdictions at once.
But with so many options available in terms of providers and methods of support, how do you choose the best PEO company for your needs in 2025? This guide compares the 14 best PEO service providers, explores what makes each unique, and shows why one may stand out as the top choice for businesses navigating international expansion.
What Is a PEO (Professional Employer Organization)?
Definition and Purpose
A PEO, or Professional Employer Organization, is a third-party service provider that enters into a co-employment relationship with your company, becoming an employer to your workers for administrative purposes while you retain control over day-to-day operations and strategic decisions.
In this way, you can focus on your core business operations while the PEO expertly manages HR, payroll, benefits, and compliance assurance.
How PEOs Work: The Co-Employment Model
The co-employment model means that both the client company and the PEO share responsibilities and liabilities associated with employment. Each plays their part; you manage employee tasks, performance, and culture, and the PEO handles employment-related administration, such as payroll, tax filings, and labor law compliance.
This setup reduces your administrative burden and overheads while shielding you from many common and uncommon legal and regulatory risks.
Key Services Offered by PEOs
While the PEO market has expanded massively in the past decade, most top PEO companies in 2025 offer a broad suite of quality services, including:
- Payroll Processing – PEOs most often manage salary disbursements, tax withholdings, year-end reporting, and can even manage cross-border payroll when needed, if they offer globalized services.
- Employee Benefits Administration – As a third-party provider working with multiple clients at once, they can give access to large-group health insurance, retirement plans, dental/vision coverage, and more, often at better rates than SMBs could secure alone.
- HR Compliance and Risk Management – Generally, PEOs monitor and ensure compliance with ever-changing labor laws, from OSHA requirements to employment tax regulations.
- Recruitment and Onboarding Support – Many PEOs can assist with job postings, resume screening, background checks, and, in some cases, RPO (Recruitment Process Outsourcing) and onboarding to help you attract and retain top talent efficiently.
PEO vs EOR: What’s the Difference?
The two service types are often discussed together, but while PEOs operate on a co-employment model, EORs (Employer of Record) take full legal responsibility for the employee, offering a typically much wider range of services and taking on more liability.
Generally, EORs are ideal when a business doesn’t have a local legal entity in a foreign country, as PEOs may not be legally able to offer the same kind of employment management in some countries due to laws on direct hiring.
Some providers like INS Global offer both PEO and EOR services as options according to legality and a company’s needs for ultimate flexibility.
Who Uses PEOs?
- SMBs and Startups – Smaller businesses often lack adequate in-house resources for top-quality HR admin, or find themselves juggling responsibilities to cover multiple roles. A PEO gives them Fortune 500-level HR support without the overheads.
- Companies Expanding Into New States or Countries – PEOs are invaluable for businesses expanding across borders, especially where local employment laws are complex or unfamiliar.
- Businesses Needing Better Benefits – Companies struggling to offer competitive benefits may often turn to PEOs for peace of mind and cost-effective solutions at scale.
- Companies Wishing to Streamline – Outsourcing admin to a third-party expert provides high-quality service through a single point of contact, letting companies grow without the risk of bloat.
14 Top PEO Providers in 2025
Taking a closer look at professional employer organizations on the market today highlights a wide range of providers, offering varying levels of service in varying geographic ranges with varying leves of experience and expertise. While each offers some or all of the HR services already described as being within the remit of PEO services, the right fit for a PEO partner depends on your specific goals, whether that’s global expansion, industry specialization, or tech-first automation.
Below are 14 of the best PEO service providers in the US or other markets, based on services offered, experience, and review.
1. INS Global
Best for international HR and compliance
INS Global stands among the leaders of the global PEO landscape in 2025, offering coverage in over 160+ countries thanks to a hybrid PEO/EOR model that makes global expansion seamless and secure. With deep local expertise, multilingual support, and an integrated suite of services that support a workforce at each stage of the employment lifecycle, it’s the preferred choice for many businesses scaling internationally.
- Pros:
- Full global coverage with local HR/legal teams on the ground
- Offers both PEO and EOR services among a comprehensive suite of support options
- Tailored solutions for industry, size, and region
- Transparent pricing and flexible contracts
- Cons:
- May be overbuilt for small businesses operating solely in one domestic market
- Smaller than other providers
2. Near
Strong in the Americas
Near is a regional leader of the PEO market in North and South America, offering reliable HR services with high-touch customer support. While they’re expanding to offer a greater suite of solutions internationally, their current biggest strength lies in helping US companies enter Latin American markets.
- Pros:
- Excellent client support and customer reviews
- Specializes in Latin American compliance
- Competitive regional pricing
- Cons:
- Limited current support outside of the Americas
- Not ideal for full global strategies
3. TriNet
Industry-specific solutions for US businesses
TriNet is a US-centric PEO with a long history and a strong client base in tech, healthcare, and finance. Their solutions are tailored according to the industry, which is ideal for companies looking for vertical-specific expertise and support in entering US markets.
- Pros:
- Specific industry knowledge
- Firmly established US market presence
- Comprehensive employee benefits offerings (in the US)
- Cons:
- Currently mostly limited to the US
- Pricing can be complex depending on service bundles
4. Sequoia One
High-hand HR support for venture-backed startups
Sequoia One specializes in working with US-centric high-growth startups, especially those with venture funding formats. They provide specifically tailored guidance on benefits, compensation planning, and HR strategy for startups, but may struggle with offering support in other countries.
- Pros:
- High-end benefits and HR planning
- Great for VC-backed growth companies
- Premium service and insights
- Cons:
- Premium pricing
- No international expansion support
5. Insperity
Ideal for US-based SMBs
Insperity has quickly built a reputation for serving small and midsize businesses in the US with high-quality HR support. Their offerings are strong for local compliance, payroll, and employee development tools, but they lack reach beyond the US.
- Pros:
- Excellent US HR and compliance tools
- Great training and development support
- Trusted in highly regulated US sectors
- Cons:
- No international capabilities
- Higher costs for smaller businesses
6. INFINITI HR
Customizable PEO for niche industries
INFINITI HR offers bespoke HR solutions to companies entering the US market, with a particular strength in hospitality, retail, and franchise models. Their services are ideal for those companies that require more flexible service offerings as most of the options can be adapted to need.
- Pros:
- Custom service packages
- Experience with high-turnover industries
- White-label PEO services available
- Cons:
- No direct international presence
- Limited tech stack compared to newer players
7. Resourcing Edge
Boutique HR support with EOR partnerships
Resourcing Edge offers a more personalized experience that’s often favored by companies looking for hands-on HR guidance and person-to-person guidance. They can also provide EOR support via third-party partnerships in select countries and excel at service delivery with a reliance on tech innovation.
- Pros:
- High client satisfaction
- Hands-on HR management
- Strong onboarding and risk support
- Cons:
- Small-scale provider with limited tech tools
- International capabilities are outsourced
8. Deel
Tech-first EOR expanding into PEO
Deel is one of the biggest companies offering automated EOR and payroll tools across 150+ countries at scale. While primarily an EOR provider, it’s now developing more PEO-like features as service options where possible. With a modern UX and API integrations, their services are a big draw for tech-savvy businesses that don’t need a lot of personalized attention.
- Pros:
- Exceptional user experience and automation
- Fast onboarding in global markets
- Transparent pricing with self-service capabilities
- Cons:
- Not a traditional PEO
- Limited personal advisory
- May not suit companies needing specific or complex HR support
9. Justworks
Best for startups and growing SMBs
Justworks is a favorite among startups thanks to its simple pricing and easy-to-use platform. While their international functionality is limited, the platform is perfect for early-stage businesses in the US needing fast access to payroll and benefits.
- Pros:
- Intuitive platform
- Transparent, flat-rate pricing
- Great health and wellness benefits options
- Cons:
- US-only
- Lacks customization and depth for larger firms
10. Rippling
Automation-driven HR and IT platform
Rippling combines heavily automated HR with IT management, making it unique and somewhat niche among PEOs. Their services allow you to provide laptops and software alongside hiring and payroll, and while it’s a newer player in global PEO services, its tech platform is very appealing to modern, fast-scaling teams with specific IT needs.
- Pros:
- Highly automated, scalable platform
- Great for tech-enabled companies
- Combines HR, IT, and finance tools in one system
- Cons:
- Global functionality is still maturing
- Not as consultative or personalized as others
11. ADP TotalSource
Enterprise-grade US PEO with global payroll tools
Backed by payroll giant ADP, TotalSource offers deep HR, payroll, and tax solutions tailored for large US companies. They’re a great fit for bigger organizations already using ADP for payroll, but globalized PEO offerings remain limited.
- Pros:
- Enterprise-class compliance and systems
- Integrated with ADP payroll
- Excellent benefits packages
- Cons:
- Not built for startups or small teams
- Limited advisory support in international markets
12. Horizons
Global EOR with developing PEO services
Horizons offers Employer of Record (EOR) services with growing PEO functionality. Taking advantage of the explosion in the PEO industry, Horizons has been an option for companies needing a global employment partner for the past few years.
- Pros:
- Global hiring capabilities
- Fast onboarding on multiple continents
- Competitive solutions for early-stage global teams
- Cons:
- EOR strength outweighs PEO depth
- Limited experience or benefits customization options compared to larger providers
13. Oyster HR
Remote-first EOR provider with emerging PEO tools
Oyster focuses on remote employment across borders, helping companies legally hire team members in over 100 countries. While it’s an EOR provider at its core, the platform is also developing PEO-like tools and flexible HR services for global companies.
- Pros:
- Built for remote-first teams
- Rapid country onboarding
- Transparent cost structure
- Cons:
- Still building out full-service PEO capabilities
- Less ideal for onsite or hybrid models
14. BBSI (Barrett Business Services, Inc.)
Specializing in physical, labor-heavy industries
BBSI is a PEO specifically serving industries like manufacturing, logistics, and construction. Their focus is on risk management, safety programs, and labor compliance, so they’re ideal for companies with blue-collar workforces with little need for multinational capability.
- Pros:
- Strong in physical workforce compliance
- Safety training and workers’ comp support
- Regional field offices across the US
- Cons:
- Little relevance for knowledge-based or remote teams
- No digital platform
INS Global: The Best PEO Service Provider in 2025
Why INS Global Stands Out in the Global PEO Market
What truly separates INS Global from the rest of the PEO market in 2025 is its global-first approach and tailored service model, built from years of experience of an internationally mobile business itself.
- Coverage in 160+ Countries With Local Expertise – INS Global offers on-the-ground HR support around the world, meaning legal, tax, and payroll compliance managed at source by experts who understand the nuances of each region.
- Seamless HR, Payroll, Tax, and Benefit Services Integration – INS Global brings together everything from payroll to benefits administration into one centralized system. With additional options for recruitment or company setup support, INS Global streamlines operations and reduces the stumbling blocks common with multi-vendor setups.
- Individualized Solutions Tailored to Global Teams – INS Global sees each partner as unique, offering customized solutions based on industry, location, and workforce needs.
Key Industries Served by INS Global
INS Global works with a broad range of industries, including:
- Technology
- Manufacturing
- Life sciences
- Professional services
- Renewable energy
- Finance and fintech
INS Global’s PEO vs Other Providers: What Makes Them Different?
Compared to other top PEO companies in 2025, INS Global offers:
- True global coverage, with feet on the ground in markets that matter to you
- Multilingual expertise to directly support employees and employers
- Hybrid PEO/EOR flexibility, adapting to your needs and supporting you every step of the way as local operations develop
- Compliance-first service delivery, with legal and HR consultants involved in every client case
When a PEO May Not Be the Right Fit
- You Only Hire Contractors or Freelancers – A PEO is designed for employees, not independent contractors. If your workforce is fully freelance, an EOR or payroll platform may be more appropriate.
- You’re Operating in Countries Where PEOs Are Not Legal – Some jurisdictions require direct employment or legal entities. Here, INS Global can help with EOR services or company setup support, but traditional PEO models may not apply.
- You Want Full Internal Control Over HR Operations – If you prefer a fully in-house HR team or have highly personalized internal systems, a PEO might feel restrictive or require more transitioning.
The Benefits of Using a PEO Service
- Reduced HR Burden – Let experts with industry-grade tools and resources handle admin while you focus on growing your business.
- Compliance With Labor Laws and Tax Regulations – Avoid costly fines and the potential for crippling audits by staying on top of ever-changing rules with no extra effort.
- Access to Fortune-500-Level Benefits – Attract better talent with better health plans, retirement funds, and perks at scale.
- Risk Mitigation and Liability Protection – PEO can offer shared liability or even indemnification in certain legal scenarios where inexperience or uncertainty would otherwise lead to disaster.
- Scalable HR Infrastructure for Growth – Whether you’re growing domestically or globally, PEOs make it easy to scale without the chaos that comes with common and uncommon expansion roadblocks.
Features to Look for in a Top PEO Company
Choosing the right PEO isn’t just about offloading HR tasks to save time, but partnering with an expert who knows how to truly support and protect your business through growth.
Here are the key features to prioritize when evaluating professional employer organizations as partners for your business.
1. Global or Multi-State Coverage
If you operate or plan to operate in multiple markets, your PEO must be able to grow or develop the support it offers as you expand.
For example, not all providers can navigate complex jurisdictional labor laws, tax codes, and benefits structures. These issues can be multi-leveled, such as in the case of US-only businesses where multi-state tax handling may become essential in addition to federal tax and benefits compliance.
2. Regulatory Compliance and Labor Law Expertise
Especially important in multi-country or regulated industries, one of the biggest risks typically faced by globally expanding companies is non-compliance. Labor laws can vary dramatically from one state or country to another, and they change often according to political or legal trends. Your PEO should be able to act as your compliance safety net, advising you on everything from contracts and terminations to payroll tax filings and mandatory benefits and keeping you updated on ongoing changes.
This is especially important if you operate in highly regulated sectors (e.g., finance, life sciences) or countries with complex or evolving labor codes (e.g., China, France, Argentina).
3. Technology and Software Integration
Your PEO should be able to work with your existing tools and not need to replace them arbitrarily. Today, as technology is the backbone of efficient HR, leading PEOs offer intuitive, cloud-based platforms that integrate seamlessly with a whole range of common and uncommon tools like:
- Accounting platforms (e.g., QuickBooks, Xero)
- Time-tracking and scheduling tools
- Performance management systems
- Communication and project software (e.g., Slack, Teams)
Some providers offer strong automation, others balance simplified technology with human support, leaving the choice up to you and your specific needs.
4. Transparent Pricing Models
Unfortunately, with the proliferation of PEO providers in the last decade, it’s harder and harder to avoid hidden fees or charges with lackluster services. PEO pricing should be clear and predictable to allow you the best way to plan ahead. Whether you’re being billed as a percentage of payroll or a flat fee per employee, be wary of providers that:
- Add implementation/setup fees after signing
- Limit basic support access to specific tiers
- Charge extra for essential features like benefits administration or reporting
5. Benefits, Offerings, and Customization
One of the biggest benefits that PEOs can give small and mid-sized businesses is access to localized or large-group benefit plans. Depending on where your employees are located, you’ll need different types of plans, including:
- Medical, dental, and vision
- 401(k) or pension schemes
- Wellness stipends and mental health support
- Country-specific mandatory benefits (e.g., CPF in Singapore)
A PEO offers a way to provide the same kind of benefits that come from scaling up or working with in-country systems in your target market, without the added cost of doing it yourself.
6. Customer Support and Responsiveness
Time zones matter, and so does real human help when you need it. So, whether you’re onboarding employees in Germany or resolving a payroll issue in Texas, timely, expert support is critical. Some tech-driven providers prioritize automation, but this can lead to frustrating chatbot loops or delayed action. Instead, the best PEOs offer:
- Multilingual support
- Regional account managers
- Fast SLAs (Service Level Agreements) for critical requests
How To Determine If Your Business Needs a PEO: Common Signs You Need a PEO
- You’re Spending Too Much Time on Admin – If HR and payroll tasks are eating up the time and energy of your staff, a PEO can free up key talent to focus on growth.
- You Need Help With Compliance in Multiple States/Countries – Navigating different tax and labor laws is daunting and can be dangerous, especially if you don’t already have local experts on the ground in target markets.
- You Want to Offer Better Benefits to Attract Talent – Seeking to hire top talent means offering strong benefits alongside properly localized salary packages. PEOs offer the scale and information necessary to attract the best.
Cost-Benefit Analysis: Is a PEO Worth It for You?
PEO services aren’t free, but the ROI is compelling. Savings on legal fees, benefit premiums, and internal HR costs can quickly outweigh the service fees, especially for SMEs or companies working to project budgets.
Moreover, the strategic value of staying compliant and competitive in hiring is hard to quantify but crucial when expensive potential penalties are taken into account.
How to Choose the Right PEO for Your Business
- Match With Your Industry and Business Size – Not all PEOs are equipped to service every industry to the same level.
- Understand the Scope of Their HR and Payroll Services – Clarify what’s included in basic services and what costs extra.
- Evaluate Support and Onboarding Processes – Smooth onboarding means fast results, but requires experience with both common and uncommon challenges.
- Request Case Studies or Client References – Real-world experience with niche industries or specific issues builds confidence in practical expertise.
- Compare Costs, Contracts, and Flexibility – Get clear on terms, including cancellation clauses and scalability options for future security.
PEO Pricing and Cost Structures
Percentage of Payroll vs. Flat Fee
PEOs don’t all use the same pricing structure or cost the same. Most PEOs charge based on either a percentage of total payroll (typically between 2% and 12% based on service scope and quality) or a flat fee per employee per month, and each model has its pros and cons that have to be considered alongside project specifications:
- Percentage-based pricing scales with your payroll but can be unpredictable as salaries rise.
- Flat-fee pricing offers stability and is often preferred by CFOs budgeting for growth, but these models may cost more to begin with.
The best PEO companies in 2025 may offer flexible pricing structures depending on client size and geographic reach, making it easier to forecast costs as your team scales internationally. However, the most important thing is to look for clear and transparent pricing that allows you to plan the future without any surprises later.
Hidden Costs to Watch For
- Onboarding/setup fees
- Minimum employee requirements
- Annual rate hikes
- Separate charges for country-specific compliance
Long-Term Value vs. Short-Term Price
While cost matters, a more expensive PEO may offer superior compliance support, employee experience, and international coverage that ultimately reduces your legal exposure and improves employee retention.
It’s a big decision, but a PEO isn’t just a vendor; if they offer high-quality services, they’re a strategic partner as well that can align with your long-term vision and make for long-term savings.
Common Challenges With PEOs and How to Avoid Them
Misalignment Between HR Needs and PEO Capabilities
Some companies rush into PEO agreements without confirming that the provider offers the right kind of support for their industry or location. Before signing anything, ask:
- Do they have experience with similar businesses?
- Can they scale as your team grows across borders?
Lack of Local Expertise in Foreign Markets
Not all global PEOs are truly global, but instead focus on providing simple HR outsourcing without expertise. The result? The potential for costly mistakes in tax filings, employment contracts, or benefits.
Inflexible Service Packages
Some larger PEO providers offer cookie-cutter solutions to huge numbers of customers at once that don’t adapt to your business model. When working with too many clients, unique differences can get lost in the numbers, so it’s best to look for a provider that adjusts its services to your needs and adapts as your company evolves, whether you’re opening a new branch or pivoting your talent strategy.
PEO Market Trends in 2025
Increased Demand for Global PEO and EOR Hybrids
As companies expand faster than ever, they’re seeking providers who can support both PEO and EOR models to match increasingly evolving situations as required. A hybrid service offering gives clients the ability to switch between models as needed, from hiring a team in-country and testing the waters to launching a full legal entity once operations are stabilized.
Digital Transformation and AI in HR Tech
Automation, AI-powered compliance tools, and self-service dashboards provide user-friendly tech platforms to give HR and finance teams more visibility and control, even as the proportion of remote or hybrid workers outside the head office continues to increase. More than half of HR professionals see AI as a strong tool for the future, making it likely to play an ever-increasing role going forward.
Whether offering remote opportunities as a benefit or hiring remote workers for new markets, PEO and EOR providers can combine human expertise with advanced technology to offer seamless onboarding, payroll, and compliance tracking on a global scale.
Regulatory Pressure Driving PEO Adoption
Digital privacy and online security restrictions are getting tighter and tighter, from the GDPR in Europe to evolving labor laws in Asia-Pacific, regulation is increasing and putting more liability on companies that handle data across borders. Businesses are turning to PEOs not just for convenience but for survival, as the best PEO providers can offer with legal teams and secured, encrypted platforms to help you navigate cross-border payroll challenges with confidence.
Final Thoughts: Why INS Global Is the Best PEO Service for 2025 and Beyond
As one of the most experienced players in an increasingly crowded market, INS Global continues to lead by offering:
- Truly global service delivery with local expertise
- Flexible PEO and EOR solutions for growing businesses and large multinational corporations alike
- Transparent pricing and personalized support with no hidden costs down the line
- Advanced HR tech integrated into a human-first approach
Choosing the Right PEO Is an Investment in HR Stability and Global Growth
A great PEO doesn’t just save you money but also enables strategic growth without fear of regulatory hassles. The right provider gives you peace of mind, supports your people, and lets you focus on what you do best: building your business.
Whatever your company size, target market, or unique needs, INS Global can offer the expertise gained from nearly 20 years of helping companies like yours to expand quickly, effectively, and fearlessly in 160+ countries worldwide.
To learn more about specific PEO and EOR options in your target market, contact our HR experts today.
Frequently Asked Questions
faqs
A PEO becomes a co-employer of your staff, handling HR admin, payroll, compliance, and benefits while you retain control over their work output and all other operational management. This reduces your administrative burden and ensures your company stays compliant with labor laws.
No, some countries (most famously China and parts of the Middle East) restrict or regulate PEO models, and this may mean that EOR services or setting up a local entity are required.
A payroll provider simply processes payments while a PEO takes on a broader role, handling HR compliance, benefits, contracts, and risk mitigation.
Some PEOs offer international or global PEO services or may specialize in cross-border hiring and workforce management, helping companies expand without establishing foreign legal entities.
Absolutely. INS Global offers both solutions as required or allowed by local law, meaning you can start with an EOR for a new market and transition to a PEO or local entity setup as your needs evolve — all within one provider.
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