.png)
.webp)
The 90-day timeline
A PEO transition is a 90-day project, not a renewal decision.
90+ days out — Decision & planning
Review your PEO contract and serve written notice.
60–90 days — Secure your benefits
Appoint a broker and review your new plan options.
45–60 days — Set up payroll & HR
Move payroll and HR onto your own EIN and systems.
45 days — Workers' comp & compliance
Line up a new policy and assign an owner to every filing.
30 days — Tell your employees
Identify what's changing, what isn't, and who to ask.
Day of and week after exit — Exit & confirm
Verify coverage, payroll, and final filings all landed.
Ignition can take benefits off your exit checklist.
We handle the market review, plan selection, carrier approval, and enrollment while you coordinate the rest of the transition.
Is it time to move?
A PEO transition can be the right next step as you grow.
A Professional Employer Organization (PEO) is built for early-stage companies that need payroll, benefits and compliance running before they have an HR team.
As you grow, you may want more visibility into carriers, claims data, plan design, and pricing instead of relying on the PEO's default options. A combination of these changes can signal that you're ready to move.
That's where Ignition comes in.
We show you what benefits actually cost outside the bundle, then handle the move if the numbers hold up.
How it works
Step 1 · Share the basics. A short form and your census.
Step 2 · See your workforce risk. Where your premium is fair, and where it isn't.
Step 3 · Review and choose. Every fully insured option side by side, plus level-funded or self-funded if the numbers favor it. You decide.
{{cta-case-study-get-started}}
AWM Capital — $156,914 saved in 30 minutes.
Light Labs — A finished renewal turned into $113,115 in savings.
{{cta-case-study-see-all}}
FAQs
How do we get out of a PEO?
Start with your contract's exit window, which usually keys off your renewal date and needs notice in advance. Then secure benefits, payroll, workers' comp and compliance in that order, working backward from the exit date.
When should we start?
About 90 days before your exit. Benefits need the most runway, 60 to 90 days, because a market review, plan selection, carrier approval and enrollment all have to fit inside it.
Will there be a gap in coverage?
Not if it's planned properly. Your new coverage starts the day your PEO coverage ends.
What happens to payroll and HR?
What separates is the employer-of-record layer, not necessarily the software. Plenty of companies keep the payroll platform they're already using and move off the co-employment arrangement around it.
What's the downside of a PEO?
Visibility. Bundling benefits, HR, payroll and compliance into one invoice makes it hard to see what any single piece costs. And because pricing is pooled, a healthier-than-average team may not see that reflected in its rate.
How does a PEO make money?
Typically through administrative fees and through how benefits costs are built into bundled pricing. Because the services are packaged together, clients often have limited visibility into the cost of each part.
What if we're mid-contract?
You can still start. The market review and the numbers don't depend on your notice date, and knowing what benefits cost outside the bundle is useful whether you move this year or next.
If we can't find a better setup than what you've got, we'll tell you on the call.
.png)
