There is a line item bleeding money out of your business that doesn’t show up on your P&L as a problem.

You signed a contract with a PEO — or maybe you’re still running HR in-house — and somewhere between payroll, benefits, workers’ comp, and compliance, you are almost certainly overpaying. Not by a little. By 20 to 30 percent, on average.

This is the HR gap that most business owners never think to close.

A PEO, or Professional Employer Organization, bundles payroll, benefits, HR administration, and compliance into one co-employment arrangement. For many small and mid-sized businesses, it’s one of the smartest moves available. But PEOs are complicated to evaluate, the sales process is built to confuse you, and most owners either pick the wrong one or never revisit the deal once it’s signed.

Matt Butler is the Chief Revenue Officer and Partner at PairPEO, a Charlotte-based brokerage that helps businesses cut through the noise — for free. PairPEO doesn’t sell PEOs. They issue RFPs on your behalf, deliver side-by-side financial comparisons, and help you choose the option that actually fits your business. If your current PEO turns out to be your best option, they’ll help you renegotiate it.

On April 15th, we’ll discuss:

The PEO Landscape: What a PEO actually is, who it’s right for, and why the direct sales model is designed to keep you in the dark.

The Real Cost: How to calculate what you are actually spending on HR — including the hours you’re not counting — and what a well-structured PEO should save you.

The Process: How PairPEO runs an RFP, what a side-by-side comparison looks like, and how to make a confident decision without a sales pitch in the room.

The Exit Connection: Why getting your HR infrastructure right now makes your business more valuable — and more sellable — later.

Stop overpaying. Start knowing your numbers.

Who Should Watch This?

This session is essential for any business owner who is:

• Currently using a PEO but hasn’t revisited the contract in more than a year.
• Running HR in-house and wondering whether there’s a better structure.
• Planning for growth, a sale, or a succession and needs a clean, scalable HR operation.
• Spending too much time on payroll, compliance, or benefits administration — and not enough time running the business.