Peace of mind
Your employees deserve the best benefits. You deserve to sleep at night.
Companies stay in bad PEO deals for one reason: fear of the move. Here is why that fear is a pricing strategy, and how the move actually works when professionals run it.
Free. No obligation. We only get paid when you save.
What your people get
A better deal for you is a better plan for them.
This is not a race to cheap. Route Finder scores plan quality alongside price: carrier networks your people already use, deductibles that do not double, coverage that transfers like for like or better. The savings come from cutting markup and pool penalties, not from cutting benefits. If a cheaper PEO means worse coverage, it loses the match. That rule is not negotiable, and it is why placed clients stay.
The compliance spine
The move, de-risked line by line.
Payroll taxes
Certified-to-certified moves carry successor treatment, so wage bases do not reset mid-year. Timed wrong, a move can cost six figures in restarted payroll taxes. Timed right, it costs zero. This is Descent Plan's first job.
Benefits continuity
Switches land on plan boundaries. Coverage never gaps a day, deductible credit transfers where carriers allow it, and your people get side-by-side plan sheets before anything changes.
Workers' comp
New certificates issue before the old ones lapse. Your class codes ride over, and if your rate was wrong, this is when it gets fixed.
The exit itself
Notice windows hit on time, in writing, so termination fees never trigger. Your data comes out clean: census, payroll history, W-2 responsibility, all assigned in writing before the move starts.
You get the checklist. We run it. Your HR lead approves each gate.
“I expected a quarter of chaos. We got five quiet weeks and a better dental plan. My team asked why we had not done it sooner.”
Ask us the scary questions.
That is what the meeting is for.
Free. No obligation. We only get paid when you save.