Co-employment
Professional Employer Organization (PEO) Services
A PEO co-employs your workforce alongside your own legal entity, taking over payroll, benefits and HR compliance while you retain the employment relationship. TalentStores matches you to vetted PEO partners; we are not the co-employer ourselves.
- Model
- Co-employment
- Requires own entity
- Yes
- Partner selection
- Compared, not assigned
How it works
PEO differs from EOR in one decisive way: you already have an entity. You keep it, and a co-employment agreement splits responsibility — the PEO partner administers payroll tax, benefits procurement, workers' compensation and HR compliance, while you keep hiring authority, direction of work and your employer brand.
TalentStores runs the selection. We map your headcount, state or provincial footprint, benefit expectations and risk profile, then surface vetted PEO partners from our partner ecosystem with their master health plans, workers' comp classification, administration fee model and service-level commitments compared line by line.
After the co-employment agreement is signed, the platform becomes the operating layer: new hires, terminations, comp changes and benefit elections are initiated in TalentStores and pushed to the partner, and every PEO charge lands on the same consolidated invoice as the rest of your workforce spend.
- 1
Assess the footprint
Entity, headcount, jurisdictions and current benefit spend reviewed.
- 2
Compare PEO partners
Master plans, comp classification and fee models set side by side.
- 3
Sign co-employment
Agreement executed with the partner; you retain your entity and brand.
- 4
Operate in-platform
Hires, changes and elections initiated once and synced to the partner.
What's included
PEO partner shortlisting
Vetted co-employers matched to your jurisdictions, headcount band and industry risk class.
Benefits benchmarking
Master medical, dental, vision and retirement plans compared against your current standalone spend.
Payroll tax administration
Partner-run withholding, deposits and quarterly returns under the co-employment structure.
Workers' compensation placement
Classification review and coverage arranged through the partner's programme.
HR compliance support
Handbook, policy and mandatory training coverage maintained by the partner.
Exit planning
Clean unwind path back to standalone HR or across to another partner without a payroll gap.
Frequently asked questions
What is the difference between PEO and EOR?
PEO requires you to have your own legal entity and shares employment responsibility with a partner. EOR does not — a partner entity employs the worker entirely. If you have an entity and want cheaper benefits and less admin, PEO fits; if you have no entity, EOR is the route.
Is TalentStores a co-employer?
No. Co-employment is a legal relationship between you and a licensed PEO in our vetted partner ecosystem. TalentStores provides the marketplace, the comparison, the workflow layer and consolidated settlement.
Will our employees notice the change?
They see a new payroll and benefits portal and usually better plan options, but their manager, role, title and employer brand stay the same. TalentStores runs the communication and enrolment workflow so the transition lands on a single cycle date.
Can we use PEO in some countries and EOR in others?
Yes, and most scaling companies do. The platform tracks which engagement model applies to each worker, keeps the reporting unified, and bills PEO and EOR partner charges together on one monthly invoice.
Ready to talk through Professional Employer Organization (PEO)?
Book a working session with our team, or take a self-guided tour of the platform first. Either way you will see the real workflow, partners and commercials before you commit.
Prefer numbers first? See pricing