HR is eating your week—payroll runs take too long, onboarding drags, policies feel out of date, and every state change raises compliance anxiety. You know a full-time HR hire isn’t practical yet, but the risk (and the distractions) are real. If you’re a growing team that needs small business HR support you can trust—without building a department from scratch—you’re in the right place.
This guide compares 15 top providers side by side so you can pick the right fit fast. We cover what each offers, who it’s best for, transparent 2025 pricing where available, and notable trade-offs—across PEOs, outsourced HR teams, and all-in-one HR/payroll platforms. Whether you want a hands-on partner to own HR end to end or software that automates the heavy lifting, you’ll find options for teams from 10 to 250 employees. Scan, shortlist, and move forward with confidence—starting with a quick look at each provider’s strengths, costs, and gotchas.
1. Soteria HR
Soteria HR is built for leaders who want small business HR support that’s proactive, practical, and tailored—without hiring a full department. You get an embedded partner that runs the day-to-day, strengthens your people ops, and stays ahead of compliance so you can focus on growth.
What it offers
Soteria combines full-service HR administration with strategic guidance and guardrail-level compliance. It’s hands-on, not “set-and-forget,” and designed to meet you where you are—then scale with you.
- Full-service HR administration: Onboarding, offboarding, employee records, and day-to-day people ops.
- Strategic HR consulting: On-demand senior HR expertise to improve performance and prevent problems.
- Compliance & risk management: Monitoring changing laws and reducing exposure to costly HR mistakes.
- Benefits management: Design and administration of competitive, cost-effective plans.
- Custom HR playbooks: Policies, processes, and workflows aligned to your goals and culture.
- Employee handbook creation & updates: Clear, compliant, and easy to maintain.
- Recruiting & hiring support: Role scoping, selection support, and better long-term fit.
- Payroll coordination: Seamless collaboration with your payroll system for accurate, on-time runs.
- Proactive HR leadership: Issue-spotting and action before problems escalate.
Who it’s for
Soteria is a strong fit for growth-minded SMBs (10–250 employees) that need outsourced HR to tame compliance, reduce turnover risk, and support a scaling team—especially founder-led companies or lean ops/people teams wearing multiple hats.
- Best for: CEOs/COOs/CFOs and people leaders who want an embedded HR partner, multistate compliance help, or fractional HR leadership.
- Industries served: Human services, tech, professional services, manufacturing, and values-driven teams seeking high accountability and great workplaces.
2025 pricing
Soteria HR provides quote-based pricing tailored to your stage of growth and scope of need. Expect flexible ongoing retainers for managed HR, plus fixed-fee projects for handbooks, audits, or specific initiatives. Request a customized proposal outlining deliverables, cadence, and service levels.
Notable considerations
Soteria is not a PEO—there’s no co-employment. If you want a co-employer, look at PEO options; if you prefer a true partner that works within your stack, Soteria coordinates with your existing payroll and benefits providers.
- Embedded partner: Hands-on execution plus strategic guidance—not just software or templates.
- Scales with you: From foundations to fractional HR leadership as complexity grows.
- Tool-agnostic: Works with your systems; no forced platform switch.
- People-first, compliance-strong: Protects the business while building a workplace people want to stay in.
2. ADP TotalSource
ADP TotalSource is a mature, IRS- and ESAC‑certified PEO that delivers small business HR support through a true co‑employment model. If you want a single partner to shoulder payroll, benefits administration, and compliance—backed by decades of HR outsourcing experience—ADP brings structure and scale without forcing you to build an in‑house team.
What it offers
ADP focuses on comprehensive outsourced HR support with deep compliance and recruiting services, plus payroll strength refined over 60+ years.
- Certified PEO co‑employment: Full‑service payroll with tax payments/filings, benefits administration, and risk/compliance management.
- Compliance and HR guidance: Dedicated specialists advise from hiring to termination and track regulatory changes; legal assistance is available when you follow ADP‑recommended processes.
- Recruitment Process Outsourcing (RPO): Sourcing and hiring support, plus recruiter training through AIRS to uplevel your in‑house team.
- Managed services beyond the PEO: Options for managed payroll and managed HCM for organizations that want to outsource more of HR operations.
- On‑demand pay: Earned wage access so employees can tap eligible wages before payday.
Who it’s for
ADP TotalSource suits leaders who want brand‑name small business HR services with enterprise guardrails and room to grow—especially multistate employers or regulated industries that value proven compliance muscle.
- Best for: SMBs ready for co‑employment, need rigorous compliance, and want recruiting support plus on‑demand pay.
- Keep in mind: ADP offers global payroll solutions but not Employer of Record (EOR). If you need to hire abroad without entities, consider an EOR‑capable provider.
2025 pricing
ADP TotalSource doesn’t publish pricing; it’s quote‑based. Expect costs to vary by headcount, enrolled benefits, states, and service scope. Contracts are typical for PEOs; request a proposal that clarifies fees, service levels, and renewal terms.
- Pricing drivers to expect: employee count, benefits selections, multistate footprint, add‑on services (e.g., RPO, managed HCM).
Notable considerations
ADP’s strengths are proven payroll, certified PEO compliance, and optional RPO—ideal if you want breadth under one roof. Trade‑offs: pricing transparency and support responsiveness can be pain points, and there’s no EOR if global hiring is on your roadmap.
- Pros: IRS/ESAC‑certified PEO; 60+ years of HR/payroll expertise; RPO and on‑demand pay options.
- Cons: Quote‑only pricing; customer service isn’t always easy to reach; no EOR; software doesn’t include IT device/app management found in some newer platforms.
3. Justworks
Justworks is a small business–friendly, IRS- and ESAC‑certified PEO that pairs transparent pricing with enterprise‑level benefits and strong compliance. If you want small business HR support that’s easy to buy, easy to use, and backed by unlimited payroll and wellness perks, Justworks is a straightforward pick.
What it offers
Justworks delivers co‑employment HR outsourcing with clear guardrails: full‑service payroll and tax filing, benefits administration, HR advisory, and compliance support—plus add‑ons for time, contractor payments, and global hiring.
- Certified PEO + benefits: Access to medical, dental, vision and wellness perks at large‑group rates, with payroll, taxes, and compliance handled.
- Unlimited payroll: Off‑cycle runs included at no extra cost.
- HR advisory + 24/7 support: Reach the team via phone, email, chat, Slack, or SMS.
- Contractor/vendor payments: Pay contractors and vendors, including bulk uploads.
- Time tracking add‑on: Native time tool available if you want one stack.
- Global options: EOR available (12 countries listed by Justworks) and international contractor payments.
- Standalone payroll plan: For teams not ready for a full PEO.
Who it’s for
Founders and finance/ops leaders who want an accessible, modern PEO with clear pricing and big‑company benefits. It’s a fit for 10–250‑employee teams that need outsourced HR, multistate compliance, and no‑drama payroll—especially if wellness perks help retention.
- Best for: Cost‑conscious buyers who value transparency and simple, reliable HR outsourcing.
- Consider alternatives: If you need broad EOR coverage beyond a dozen countries or deep recruiting services, compare EOR‑specialists or providers with RPO.
2025 pricing
Justworks publishes pricing and keeps add‑ons clear, which makes budgeting simple for small business HR services.
- Payroll (standalone): $50 base + $8 per employee monthly
- PEO Basic: $79 per employee monthly
- PEO Plus: $109 per employee monthly
- Add‑ons:
- Time Tracking: $8 per employee/month
- International Contractor Payments: $39 per paid contractor/month
- EOR: $599 per employee/month (PEO plans only)
Notable considerations
Justworks shines on price clarity, benefits access, and unlimited payroll. Know the trade‑offs so you’re not surprised later.
- Pros: Transparent pricing; IRS/ESAC‑certified; enterprise‑level benefits + wellness; 24/7 support; vendor/contractor payments; optional EOR/time tracking.
- Cons: Doesn’t manage performance reviews; preset payout schedules for some employee types; medical/dental/vision and COBRA are PEO Plus‑only; no HR audits; EOR coverage limited compared to global‑first vendors.
4. Rippling
Rippling is a flexible, all‑in‑one platform that unifies HR, payroll, benefits, and IT—so your small business HR support can scale without re‑platforming. Its standout move: you can turn the PEO on when you need co‑employment and switch it off to run in standard software mode, keeping your data, workflows, and settings intact.
What it offers
Rippling centers on a modular stack that connects HR, payroll, and device/app management with powerful automations and compliance tools.
- Modular HR + payroll: Core HRIS, time, benefits, and full‑service payroll that sync by design.
- Flexible PEO you can toggle: Turn PEO on/off without ripping and replacing your system.
- ASO option: Outsourced admin support without a co‑employment relationship.
- Global hiring and pay: Employer of Record (EOR) and international payroll available.
- IT device and app management: Issue laptops, manage software access, and control permissions.
- 500+ integrations: Connect finance, HR, and operations tools to one source of truth.
- Compliance + workflows: Automated tax accounts/filings, alerts, and custom no‑code workflows.
Who it’s for
Choose Rippling if you want one platform that adapts as you grow—ideal for tech‑forward SMBs, multistate teams, and companies that may add global headcount.
- Best for: Leaders who want click‑to‑scale HR, integrated IT controls, and the option to move between software‑only, ASO, and PEO.
- Consider alternatives: If you require published pricing, dedicated phone support, or a simpler, budget‑first stack.
2025 pricing
Rippling does not publish pricing. Plans are quote‑based and require purchasing the core Rippling Platform before adding HR, payroll, IT, and PEO/EOR modules. Total cost depends on headcount, feature mix, and countries supported; expect pricing to rise as you add modules. Contact sales for a tailored proposal and service scope.
Notable considerations
Rippling’s flexibility and automation are hard to beat, but transparency and support modes matter when you’re evaluating options.
- Pros: Modular all‑in‑one; PEO on/off; ASO path; global payroll/EOR; deep automations; 500+ integrations; built‑in IT management.
- Cons: Pricing isn’t fully transparent; core platform is mandatory; can get pricey as you add features; lacks phone support.
5. Deel
Deel is a global-first platform that blends EOR, US/global payroll, and a US PEO, making it a strong pick if your small business HR support needs will soon include international hiring. You get compliance handled country-by-country, a free HRIS, and a dedicated onboarding manager to get you live fast.
What it offers
Deel focuses on simplifying cross‑border employment while covering day‑to‑day HR outsourcing for small businesses in the US.
- Employer of Record (EOR) in 150+ countries: Hire abroad without setting up entities.
- US PEO + US payroll: Outsource HR admin and pay US teams compliantly; some PEO tasks (e.g., state tax registration) run through partner VensureHR.
- Free HRIS (Deel HR): Core employee data, onboarding, PTO, and expenses.
- Global payroll + contractors: Pay in 120+ currencies with 15+ payment options.
- Expert local support: 200+ in‑country HR, payroll, and legal specialists.
- Add‑ons: Deel Engage (performance/learning), Deel IT (device/app management), and Immigration services.
Who it’s for
Choose Deel if global hiring is on your roadmap and you want one vendor for US and international HR support—without sacrificing compliance or speed.
- Best for: SMBs planning to scale internationally, needing EOR now and US PEO/payroll at home.
- Also good for: Contractor-heavy companies that want streamlined contracts, payments, and local compliance.
2025 pricing
Deel publishes starter pricing so you can budget small business HR services before calling sales.
- Deel HR: Free
- US PEO: Starts at $89 per employee/month
- US Payroll: Starts at $19 per employee/month
- EOR: Starts at $599 per employee/month
- Contractor: Starts at $49 per worker/month
- Deel Payroll (global employees): Starts at $29 per employee/month
- Add‑ons: Engage starts at $20 pepm; IT starts at $99 pepm; Immigration—quote; On‑demand/off‑cycle pay for PEO—$29 per employee
Notable considerations
Deel shines for global expansion and bundled small business HR support, but evaluate the trade‑offs.
- Pros: Broad EOR coverage; free HRIS; dedicated onboarding; strong payments options; deep local compliance expertise.
- Cons: Some PEO services via partner (VensureHR); on‑demand/off‑cycle pay costs extra for PEO; total cost can rise with modules; switching from PEO to US payroll isn’t seamless compared to flexible platforms.
6. Bambee
Bambee delivers small business HR support by pairing you with a dedicated remote HR manager who builds compliant policies, guides tough employee issues, and keeps you on track with an “HR Autopilot.” It’s purpose‑built for new employers and lean teams that need hands-on help setting foundations without committing to a full PEO.
What it offers
Bambee focuses on compliance, policy building, and ongoing coaching—so owners spend less time Googling HR answers and more time running the business.
- Dedicated HR manager: Remote expert for policy creation, coaching, and sensitive employee matters.
- HR audits + Compliance Score: Identify gaps, get an action plan, and track overall HR health.
- HR Autopilot: Keep policies updated, signed, and reaffirmed; track mandatory trainings.
- Employee Voices: Internal channel for feedback and concerns (not a third‑party hotline).
- Guided payroll (add‑on): Optional payroll support available at extra cost.
Who it’s for
Bambee fits startups and SMBs that want outsourced HR services to establish handbooks, policies, and training fast—especially first‑time employers or teams in the 1–70 range without in‑house HR.
- Best for: Founders and ops leaders who want a single HR point of contact, strong compliance basics, and practical coaching.
- Not ideal for: Companies needing benefits administration, recruiting/RPO, or co‑employment; consider a PEO for those needs.
2025 pricing
Bambee publishes simple tiered pricing with setup fees on higher plans. Pricing varies by headcount and service scope.
- No Employees Yet: $99/month, no setup fee
- 1–4 employees: $299/month + $500 setup
- 5–19 employees: $399/month + $500 setup
- 20–49 employees: $499/month + $1,500 setup
- 50–70 employees: $1,299/month + $2,000 setup
- 71+ employees: Quote
- Add‑on: Guided payroll—quote
Notable considerations
Bambee shines for compliance and policy setup at a price point built for small teams. Know where the edges are.
- Pros: Dedicated HR manager; robust audits; automation that keeps policies/training current; budget‑friendly starter tier.
- Cons: Payroll is an add‑on; limited benefits administration; no recruiting services; starter plan is chat/email only (phone support on higher tiers); not a PEO/EOR.
7. Insperity
Insperity is a full‑featured PEO that delivers small business HR support through a co‑employment model, taking on payroll, benefits administration, and compliance so owners don’t have to. As one business leader put it, choosing Insperity meant everyone “gets paid on time, stays compliant with mandated training, and nobody has complaints about their benefits”—the point of a true outsourced HR partner.
What it offers
Insperity focuses on relieving busy teams of the HR grind while raising the floor on compliance and employee experience.
- PEO co‑employment: Offloads payroll processing, tax handling, benefits administration, and risk/compliance tasks.
- Compliance and training support: Helps you stay current with required trainings and policies so you avoid costly mistakes.
- Benefits administration: Streamlines enrollment and service so employees get the plans and support they expect.
- Hands‑on HR help: Removes ad‑hoc “HR tasks” from office staff and centralizes day‑to‑day people operations.
Who it’s for
Insperity fits leaders who want comprehensive, small business HR services—not just software—to reduce risk, simplify operations, and improve the employee experience.
- Best for: SMBs that want a mature PEO to own payroll, benefits, and compliance end‑to‑end.
- Good fit if: You’re multistate, scaling, or tired of piecemeal tools and one‑off HR fixes.
2025 pricing
Insperity provides tailored proposals based on headcount, locations, and benefits participation. Request a custom quote to compare apples‑to‑apples on scope and service levels. For budgeting context, industry benchmarks for outsourced HR/PEO services often land around per‑employee, per‑month pricing; your final investment will vary by plan design and footprint.
Notable considerations
Insperity is designed to take HR off your plate and keep you compliant, but it’s a fuller commitment than lightweight software.
- Pros: Full‑featured PEO: payroll, benefits, compliance, training; operational relief: fewer “odd HR tasks” on office staff; employee‑friendly benefits experience.
- Cons: Not the cheapest option (you’re paying for breadth and service); PEO structure may be more than you need if you only want modular software; expect a sales‑led quote and onboarding process.
8. TriNet
TriNet is a proven choice for small business HR support when your biggest friction is getting new hires in the door smoothly and compliantly. It’s highlighted for streamlined onboarding that cuts paperwork, speeds up first days, and standardizes the steps your managers often miss—so you look buttoned‑up from offer to day one.
What it offers
TriNet’s online HR tools focus on simplifying the front end of the employee lifecycle and keeping critical records clean.
- Streamlined offer letters: Built‑in templates to generate and manage offers fast.
- Self‑onboarding: Employees complete digital W‑4s and I‑9s before day one.
- Automated workflows: Trigger tasks for equipment, policies, and other key employee events.
- PTO management and tracking: Centralized accruals and requests to reduce admin.
These capabilities help lean teams replace ad‑hoc checklists with a consistent, auditable process—exactly what growing employers need.
Who it’s for
TriNet fits founders, ops leads, and HR‑lite teams that want small business HR services centered on a clean, repeatable onboarding experience.
- Best for: 10–250‑employee organizations that value faster time‑to‑productivity and fewer onboarding errors.
- Also good for: Multi‑location teams that need standardized hiring, forms, and time‑off handling.
2025 pricing
TriNet provides custom proposals. Pricing depends on headcount, locations, and the modules you select. Request a quote and ask for a clear breakdown of implementation, ongoing fees, and included support so you can compare options apples‑to‑apples.
- Tip: Align scope to your immediate goals (e.g., onboarding + PTO) and phase in additional services later.
Notable considerations
TriNet’s strength is onboarding discipline and day‑one readiness; if you need co‑employment or global hiring, compare against providers in this guide that specialize in PEO/EOR. Pricing is quote‑based, so build a shortlist and pressure‑test service levels.
- Pros: Fast, compliant onboarding; self‑service forms; workflow automation; integrated PTO tracking.
- Cons: Quote‑only pricing; broader capabilities and add‑ons may require a larger rollout and change management.
9. Paychex
Paychex is a payroll‑led provider that many owners shortlist when they want small business HR support from a single, established vendor. It’s frequently compared alongside ADP, Rippling, TriNet, Justworks, Deel, Bambee, and others in third‑party evaluations, making it a credible option if you’re aiming to centralize core HR and payroll under one roof.
What it offers
Paychex focuses on streamlining day‑to‑day people ops for SMBs, with an emphasis on accurate payroll and practical HR tools.
- Payroll and taxes: Full‑service pay runs with tax calculations and filings.
- HR administration: Employee data management, onboarding workflows, and policy documentation.
- Benefits support: Access and administration for health plans and other employee benefits.
- Time and attendance: Tools to capture hours and sync to payroll to reduce errors.
- Advisory help: Guidance on HR best practices and compliance basics for small teams.
Who it’s for
Choose Paychex if you want small business HR services anchored by reliable payroll, with the option to expand into HR administration and benefits as you grow.
- Best for: Owners and finance/ops leaders who prefer a single vendor for payroll plus essential HR, and who value proven, widely adopted systems.
- Good fit if: You’re replacing manual processes/spreadsheets and want tighter payroll‑HR‑time alignment without a heavy IT lift.
2025 pricing
Pricing is proposal‑based. Your cost will vary by headcount, locations, feature mix (payroll, HR, time, benefits), and service levels. Request an itemized quote that breaks out platform fees vs. per‑employee charges, plus any setup or year‑end costs, so you can compare apples‑to‑apples with other small business HR support options.
Notable considerations
Paychex’s strength is dependable, payroll‑first execution with add‑on HR capabilities. As with many vendors, ensure the package matches your actual stage and avoids unused extras.
- Pros: Broad brand trust; payroll depth; expanding HR/benefits toolkit; reduces manual admin.
- Cons: Quote‑only pricing; costs can climb with add‑ons; clarify support SLAs and integrations before you commit.
10. Gusto
Gusto is a payroll‑first platform that gives small business HR support without the weight of a PEO. It automates payroll and taxes, adds essential HR and benefits tools, and helps you hire faster with job board integrations—an approachable way to replace spreadsheets and one‑off apps.
What it offers
Gusto focuses on getting payday, compliance, and hiring right, then layering in core HR so owners spend less time on admin.
- Full‑service payroll and tax filing: Automates calculations, withholdings, and filings.
- Hiring tools + job board integrations: Post roles and manage candidates with integrations to LinkedIn and Indeed.
- Benefits administration: Offer and manage health benefits and more alongside payroll.
- Core HR essentials: Employee records, onboarding forms, and policy documentation.
Who it’s for
Choose Gusto if you want reliable payroll with bundled HR and benefits, but don’t need co‑employment or heavy global functionality.
- Best for: Payroll‑led buyers and owner‑operators who want simple, affordable small business HR services that scale from a handful of employees upward.
- Also good for: Teams standardizing basic HR and benefits while keeping their tech stack lightweight.
2025 pricing
Public sources list starter pricing in a similar ballpark; your cost depends on plan and add‑ons.
- Starter range reported: from $40–$49 per month base + $6 per employee/month
- Notes: Extra tools may increase price; confirm current tiers and promos with sales before committing.
Notable considerations
Gusto is a strong payroll + HR bundle for SMBs; know where you may need extras.
- Pros: Approachable, budget‑friendly payroll; automated tax filings; benefits administration; hiring tools with major job boards.
- Cons: Not a PEO (no co‑employment); hourly teams often need separate scheduling/time‑clock tools; costs can climb with add‑ons or higher tiers.
11. Homebase
Homebase gives small business HR support that’s purpose-built for hourly teams—centralizing schedules, time clocks, payroll, basic HR, and team communication in one easy app. If you’re moving off spreadsheets and text threads, Homebase helps you automate the admin, stay compliant, and keep shifts covered without adding headcount.
What it offers
Homebase focuses on the day-to-day operations owners feel most: scheduling, time, payroll, and fast hiring—plus built-in compliance guardrails.
- Scheduling + time clocks: Drag‑and‑drop schedules, mobile time clock with GPS, shift reminders, and manager‑approved swaps to cut no‑shows and “buddy punching.”
- Payroll with tax filings: Automated calculations, withholdings, and filings; support for overtime and tip reporting; flexible pay options, including same‑day pay.
- Compliance helpers: Built‑in alerts for wage/ break rules and tools to keep policies current; simple employee handbook creation.
- Hiring + onboarding: Post once to major job boards (e.g., Indeed, ZipRecruiter), track applicants, and complete W‑4/I‑9 digitally before day one.
- Team communication & engagement: In‑app chat, announcements, and recognition to keep everyone aligned.
- Adoption: Used by 100K+ small businesses for time clocks, schedules, payroll, and HR.
Who it’s for
Great for restaurants, retail, and services that need software—not a PEO—to streamline hourly operations. Ideal for owners and ops leads who want small business HR services that make payroll painless and scheduling predictable, without a heavy learning curve.
2025 pricing
Homebase offers a free tier to get started, with paid upgrades for advanced features. Payroll is a paid add‑on. Final costs depend on feature mix and headcount—confirm current plan tiers and per‑employee pricing with Homebase before you commit.
Notable considerations
Homebase is software, not a co‑employer—there’s no PEO/EOR. If you need enterprise‑level benefits access or global hiring, look to PEO/EOR providers in this list. For hourly teams that want an all‑in‑one hub for scheduling, time, payroll, and basic HR, Homebase delivers strong value and fast time‑to‑impact.
12. QuickBooks Payroll
QuickBooks Payroll is a natural upgrade for owners who already run the books in QuickBooks and want small business HR support bundled with payroll. It centralizes people data, pay runs, and HR guidance in one system, so you spend less time reconciling tools and more time running the business.
What it offers
QuickBooks focuses on payroll-first execution with built‑in HR services and support that help you stay compliant while keeping admin light.
- Full‑service payroll: Automates calculations, withholdings, and tax filings.
- HR services & support: Access HR help and resources to manage policies, forms, and day‑to‑day questions.
- Employee onboarding: Collect key details and documents alongside payroll setup.
- Accounting integration: Native sync with QuickBooks for cleaner books, reports, and cash‑flow visibility.
- Scalable add‑ons: Expand capabilities as you grow without rebuilding your stack.
Who it’s for
Great for small teams that already use QuickBooks and want small business HR services tied tightly to payroll and accounting—without the complexity of a PEO.
- Best for: Owner‑operators, finance leads, and accountants seeking one vendor for payroll plus practical HR support.
- Good fit if: You’re standardizing processes and replacing spreadsheets with a simple, connected toolkit.
2025 pricing
QuickBooks publishes plan tiers with a monthly base plus per‑employee fees; promotions are common. Final cost depends on the tier and features you choose. Confirm current pricing, included filings, and any setup fees on the QuickBooks site before you commit.
Notable considerations
QuickBooks Payroll streamlines pay and pairs it with approachable HR support, but it’s not a co‑employer and doesn’t offer EOR.
- Pros: Payroll accuracy; HR resources; seamless accounting sync; easy for QuickBooks users.
- Cons: Not a PEO/EOR; advanced HR (recruiting, performance, global) may require other tools; verify multistate coverage and support SLAs for your footprint.
13. Jumpstart HR
Jumpstart HR is a boutique partner focused on small business HR support through outsourced services and hands‑on consulting. It’s designed for owners who want an expert to set up the HR foundation, guide compliance, and coach leaders—without the cost of a full‑time HR team.
What it offers
Jumpstart HR blends execution with advisory so you get policies, hiring help, and ongoing guidance that actually sticks.
- Employee handbooks & policies: Build or refresh clear, compliant handbooks and HR procedures.
- Recruitment support: Practical help to attract and select candidates so you can fill roles faster.
- HR setup for new employers: Configure core HR processes and docs so you launch on solid ground.
- Compliance guidance: Support for brand‑new and growing businesses navigating labor requirements.
- Strategic administration: Align day‑to‑day HR with business goals for measurable outcomes.
- Leadership & culture coaching: Develop managers and people leaders to strengthen engagement.
Who it’s for
Ideal for US startups and small businesses that need flexible, outsourced HR services to establish the basics, clean up risk, and uplevel managers—before they’re ready for a PEO or in‑house HR hire.
- Best for: Founders, office/ops managers, and first‑time employers seeking policy build‑out, hiring help, and ongoing HR coaching.
- Good fit if: You want a consulting partner that executes deliverables and teaches your team how to sustain them.
2025 pricing
Jumpstart HR provides quote‑based pricing tailored to your scope (projects vs. ongoing support). As a benchmark for planning, many HR consultants charge in the $100–$200 per hour range or offer retainer‑style monthly packages for outsourced HR. Request a proposal with clear deliverables and cadence.
Notable considerations
Jumpstart HR emphasizes advisory and foundations over heavy back‑office infrastructure.
- Pros: Strong policy creation, recruiting assistance, and leader coaching for small teams; flexible, project‑friendly engagements.
- Cons: Not a PEO/EOR (no co‑employment or global hiring); benefits and payroll typically run through your existing platforms; confirm availability and SLAs for time‑sensitive recruiting needs.
14. Astron Solutions
Astron Solutions is a full‑service consulting firm built for small businesses and nonprofits that want tailored small business HR support—not a cookie‑cutter playbook. With 25+ years of experience, Astron blends hands‑on consulting with compensation expertise, retention strategy, and practical tools to help you design a sustainable employee experience that actually sticks.
What it offers
Astron takes a customized, outcomes‑first approach. You get expert guidance plus practical tools that make policies, pay, and engagement easier to execute and measure.
- Full HR consulting: Custom projects that match your goals, context, and constraints.
- Policy development guidance: Clear, compliant policies that are easy to administer.
- Total rewards compensation consulting: Strategy, market benchmarking, and executive compensation.
- Custom compensation surveys: Design, execution, and analysis tailored to your market.
- Finders Keepers retention tool: Employee insights that drive targeted retention actions.
- Flare Talent Management Suite: A cloud‑based, modular platform to streamline HR processes.
Who it’s for
Choose Astron if you need expert, customized HR consulting to strengthen compensation, retention, and engagement—especially if you’re a small business or nonprofit building scalable foundations.
- Best for: Leaders who want a bespoke plan (not a PEO) and measurable improvements in pay strategy, policy maturity, and retention.
- Good fit if: You value evidence‑based recommendations plus tools that help your team execute.
2025 pricing
Astron provides quote‑based pricing aligned to scope and timeline. Engagements are commonly structured by project, retainer, or hourly/day rates; software components (e.g., the Flare Suite) may be priced separately. Request a proposal with deliverables, milestones, and success metrics so you can compare options apples‑to‑apples.
Notable considerations
Astron is a consulting partner, not a co‑employer—ideal when you want strategy, structure, and enablement without a PEO.
- Pros: Deep compensation expertise; retention tooling; custom surveys; modular HR software; nonprofit‑friendly.
- Cons: No PEO/EOR for co‑employment or global hiring; outcomes require stakeholder participation and follow‑through; pricing is proposal‑based (no public tiers).
15. Axcet HR
Axcet HR focuses on outsourced HR support for small businesses, emphasizing outcomes owners care about: stronger benefits, higher employee satisfaction, and reduced turnover. Their own HR outsourcing guidance spotlights how the right partner can enhance core HR functions so leaders get compliance confidence and time back.
What it offers
Axcet provides small business HR support designed to elevate day‑to‑day people operations and mitigate risk. Rather than piecemeal fixes, expect a strategic approach that improves the employee experience and the business case for HR.
- Outsourced HR services: Help enhancing core HR functions so they run consistently and compliantly.
- Benefits advantages: Support that can lead to better employee benefits and utilization.
- Retention & satisfaction focus: Programs aimed at boosting satisfaction and reducing turnover.
- Compliance & risk awareness: Guidance to avoid costly HR mistakes as regulations change.
- Owner education: Practical resources and frameworks for deciding what to outsource and when.
Who it’s for
Axcet is a fit for founders and ops/finance leaders who want small business HR services they can hand off with confidence—especially teams ready to professionalize HR, improve benefits, and curb turnover without hiring a full department.
- Best for: SMBs seeking outsourced HR support with a clear plan to raise satisfaction and reduce risk.
- Good fit if: You value a strategic partner that translates HR into measurable business outcomes.
2025 pricing
Axcet does not publish pricing. Expect quote‑based proposals tailored to headcount, locations, and scope. Ask for an itemized breakdown of monthly fees, per‑employee costs, and any setup charges so you can compare options apples‑to‑apples.
Notable considerations
Axcet’s guidance underscores the real‑world pros and cons of HR outsourcing—useful when you’re weighing providers.
- Pros: Can improve benefits access, lift satisfaction, and lower turnover while streamlining HR.
- Cons: Like any outsourced model, costs and fit matter; clarify deliverables, SLAs, and how success will be measured before you commit.
- Tip: Align your scope to business goals (e.g., benefits uplift + compliance) and phase in additional services as you scale.
Next steps
You’ve got a clear map of the options—PEO co-employment for turnkey coverage, outsourced HR partners for hands-on leadership, and software that automates the admin. The right pick comes down to risk, complexity, and how much you want off your plate right now. Move fast, but choose deliberately so HR stops being a fire drill and starts fueling growth.
- Shortlist 3 providers: One PEO, one outsourced HR partner, and one software-led platform that match your size and states.
- Scope first, price second: Define must-haves (payroll, benefits, compliance, onboarding) and nice-to-haves before requesting quotes.
- Pressure-test service: Ask about SLAs, implementation cadence, and who owns outcomes—then check references.
If you want an embedded, proactive partner without the PEO strings, talk to the team at Soteria HR and get a right-sized plan for your next stage.
