For ADP TotalSource clients
The biggest PEO in America is betting you never price-check it.
ADP TotalSource runs three quarters of a million worksite employees on a June 1 plan year, with admin fees that vary threefold between similar companies. Scale is their leverage. The Ledger is yours.
Free. No obligation. We only get paid when you save.
Fee spreads that wide are not pricing. They are a bet on who asks.
The pattern
Nothing acute is wrong with ADP. That is exactly the problem.
Chronic is worse. Fees drift year over year, service tiers slip for smaller accounts, and the June renewal passes quietly because nobody told you March is when the letters go out. Companies leave ADP when someone finally benchmarks the invoice. That is a one-meeting job.
What we check: your admin fee against the $70 to $210 per-employee band, health markup against filed rates, your service tier against headcount, and exit-fee exposure with the timing to zero it out.
The alternatives
The alternatives, honestly.
Above 50 employees, most ADP refugees land at certified PEOs with stronger mid-market service ratios, and some land better staying put with a renegotiated fee. Below 50, service quality is the usual reason to move and the options are wide. Route Finder scores your fit across all 401 tracked PEOs. If ADP at a corrected rate is your best route, that is the recommendation you will get, and we make nothing on it.
What about exit fees?
Timed notice zeroes them. That is Descent Plan's job: your notice window hits on time, in writing, and the termination-fee clause never triggers.
What about mid-year payroll taxes?
ADP TotalSource is a certified PEO. Certified-to-certified moves carry successor treatment, so wage bases do not reset. We route accordingly.
Is ADP bad?
No. Unchecked pricing is. If your rate benchmarks clean, we tell you to stay and you keep the audit for next year's letter.
One ADP invoice. Twenty minutes.
Your number against 401 PEOs, before the March letters.
Free. No obligation. We only get paid when you save.