FrankCrum is a national professional employer organization providing payroll and payroll-tax administration, human resources, employee benefits, compliance assistance, workers’ compensation, retirement benefits, risk support, and workforce technology. FrankCrum traces its roots to 1981 and currently says more than 4,700 businesses use its HR, payroll, workers’ compensation, and employee-benefits services.
Workers’ compensation is one of FrankCrum’s most distinctive competitive strengths.
FrankCrum’s PEO can provide workers’ compensation through affiliated carrier Frank Winston Crum Insurance. Its current program promotes pay-as-you-go billing tied to actual payroll, no initial down payment, no year-end payroll audit under the program, claims management, workplace-safety resources, multi-state support, and online certificates of insurance.
FrankCrum also places substantial emphasis on personalized service. Its current model includes roles such as payroll coordinators, HR consultants, compliance specialists, benefits specialists, safety specialists, account managers, and other professionals. Its FrankAdvice HR offering pairs employers with a dedicated HR consultant who can work directly with payroll and benefits teams.
Those capabilities make FrankCrum a serious competitor for businesses searching for a PEO with strong payroll, workers’ compensation, HR, benefits, and risk-management support.
But workers’ compensation pricing, HR technology, and access to specialists do not determine whether a PEO will be the right fit for your company.
The real difference often becomes clear after implementation—when payroll needs immediate attention, a manager is dealing with a sensitive employee issue, a benefits question affects several people, or a workplace injury requires coordination across HR, payroll, workers’ compensation, safety, claims, and compliance.
That is where service structure, responsiveness, coordination, and accountability matter.
For employers comparing ESI vs. FrankCrum, ESI offers a service-focused PEO relationship built around integrated payroll, human resources, employee benefits, compliance support, workers’ compensation, risk management, and workforce technology.
You do not simply need a PEO that can provide workers’ compensation. You need an employer-services partner that helps payroll, HR, benefits, compliance, and risk work together when your business needs them most.
Compare Providers:
ESI vs. Engage PEO
Comparison Area | FrankCrum | ESI PEO |
PEO model | National full-service PEO with particularly strong workers’ compensation positioning | Full-service PEO serving small and midsize employers |
Payroll and HR | Payroll and tax administration combined with dedicated HR consulting and compliance support | Payroll and HR support connected through a dedicated service structure |
Employee benefits | Health, dental, vision, retirement, voluntary benefits, and benefits administration through the PEO relationship | Benefits planning and administration based on available options and employer needs |
Compliance support | Dedicated HR and regulatory resources supporting policies, employee relations, payroll compliance, and workplace requirements | Practical HR compliance guidance, policy support, and multi-state assistance |
Workers’ compensation | Major differentiator; affiliated carrier, payroll-integrated pay-as-you-go coverage, claims management, safety resources, and online certificates | Coverage, claims coordination, safety resources, and risk-management support |
Technology | MyFrankCrum HRIS plus bswift benefits technology and employee self-service | Integrated HCM technology supported by payroll, HR, benefits, and risk professionals |
Service experience | Dedicated payroll, HR, compliance, benefits, safety, and account-management professionals | Dedicated team designed to provide direct and connected employer support |
Risk positioning | Strong workers’ compensation, claims, safety, OSHA, and higher-risk industry capabilities | Risk-management and workers’ compensation support integrated with broader employer services |
Potential fit | Employers placing significant emphasis on workers’ compensation, safety, payroll, and dedicated PEO specialists | Employers prioritizing connected service, coordination, responsiveness, and accountability |
FrankCrum’s current service portfolio includes payroll and tax services, employee benefits, retirement plans, HR management, workers’ compensation, and MyFrankCrum HR technology.
Its workers’ compensation program is particularly differentiated by its affiliated insurance carrier and direct integration with payroll, HR, claims management, workplace safety, and risk resources.
Services, benefit plans, workers’ compensation arrangements, underwriting, technology, pricing, and responsibilities vary according to the employer’s workforce, industry, employee locations, risk profile, and applicable PEO agreement.
Businesses rarely compare PEO providers simply because they enjoy changing payroll systems or workers’ compensation arrangements.
Usually, something is creating friction.
Payroll may require more internal follow-up than expected. Managers may need more practical HR guidance. Employee-benefits questions may move among several departments. A workers’ compensation claim may require more coordination than leadership expected.
In other situations, nothing may be obviously wrong.
The employer may simply want to know whether its current PEO still provides the right combination of workers’ compensation, benefits, technology, professional support, and total value.
FrankCrum already positions itself around dedicated support rather than impersonal software or rotating call centers. Its current payroll materials describe dedicated payroll specialists and account managers, while FrankAdvice provides a dedicated HR consultant familiar with the client’s organization.
That means a credible FrankCrum alternative should not rely on the claim that FrankCrum lacks human service.
It does not.
The better comparison is what happens when an employer issue belongs to several professionals at the same time.
Who owns the complete problem?
Who coordinates HR and payroll when a leave or termination affects both?
Who connects the workers’ compensation claim with HR, safety, payroll, and return-to-work considerations?
How much project management remains with the employer?
ESI is designed for businesses that want payroll, HR, employee benefits, compliance, workers’ compensation, risk management, and workforce technology functioning through a connected PEO relationship.
FrankCrum is a professional employer organization headquartered in Clearwater, Florida. The organization traces its origins to 1981, when Frank W. Crum Jr. and Frank Crum Sr. founded Great American Temporary Service. The business later evolved into the FrankCrum PEO organization.
Today, FrankCrum markets a full-service PEO covering payroll, payroll taxes, HR management, employee benefits, retirement plans, workers’ compensation, compliance, and workforce technology.
Payroll services include payroll processing, direct deposit and other payment methods, tax administration, multi-state payroll, multiple pay rates, job costing, department tracking, certified payroll capabilities, and payroll reporting. MyFrankCrum provides online and mobile payroll access for employers and self-service access for employees.
HR services are delivered through FrankAdvice. FrankCrum states that employers receive a dedicated consultant who learns the organization and can help with employee relations, policies, handbooks, job descriptions, performance management, compliance, and other workplace issues. The consultant can coordinate directly with FrankCrum’s payroll and benefits teams.
Employee benefits include health coverage, dental, vision, life, disability, HSA and FSA programs, retirement resources, voluntary benefits, employee-assistance programs, and other offerings. FrankCrum currently uses bswift for benefits administration and provides employees with AskEmma, an AI-supported benefits-navigation tool.
FrankCrum’s workers’ compensation capability is particularly distinctive.
Its PEO can provide workers’ compensation through affiliated carrier Frank Winston Crum Insurance, with an additional partner carrier available for broader underwriting needs. The current program includes pay-as-you-go premiums, claims management, workplace-safety resources, return-to-work support, multi-state coverage, OSHA-related support, and 24/7 certificate access through MyFrankCrum.
FrankCrum has also expanded its regional presence. In May 2025, the company described itself as a national PEO while announcing dedicated representation across Texas and Arizona, including markets such as Dallas, Austin/Waco, San Antonio, Phoenix, and Tucson.
Those are meaningful capabilities.
The employer’s decision should still go beyond whether the provider offers strong workers’ compensation or a broad service portfolio.
It should examine how those services actually work together for the company.
FrankCrum explicitly competes on service.
Its current homepage describes a client support structure involving payroll coordinators, HR consultants, regulatory-compliance specialists, tax and unemployment specialists, benefits specialists, safety specialists, account managers, and learning-and-development resources.
FrankAdvice goes further by assigning an HR consultant intended to understand the company’s culture and history rather than routing each HR question to a different person. FrankCrum also says that consultant can work directly with payroll and benefits teams.
Those are legitimate strengths.
The more useful comparison is therefore not:
Does FrankCrum provide dedicated support?
It does.
The better question is:
How does the complete service structure perform when an issue crosses several functions?
A benefit deduction problem may begin with employee benefits but require a payroll correction.
An employee leave can involve HR guidance, benefits eligibility, payroll, documentation, and compliance.
A workplace injury can involve workers’ compensation, claims administration, workplace safety, payroll records, HR procedures, and return-to-work planning.
ESI’s service model is built around connecting payroll, HR, employee benefits, compliance, workers’ compensation, and risk management through a dedicated support structure.
The objective is not simply access to professionals.
It is clear ownership and coordination when several professionals need to work on the same employer issue.
Personalized service matters. Connected accountability matters too.
FrankCrum itself promotes integration as a benefit of the PEO relationship.
Its workers’ compensation materials describe one PEO relationship connecting workers’ compensation, payroll, HR, claims support, and compliance rather than forcing an employer to coordinate several separate providers.
Its retirement-plan materials make a similar argument, describing payroll, benefits enrollment, and 401(k) administration as connected services supported through one FrankCrum relationship.
That is a meaningful strength.
The real comparison is how the integration performs in practice.
Consider a workplace injury.
The insurance claim may be only one component.
The employer may also need to address payroll records, accident reporting, workplace safety, HR documentation, employee communication, leave, restrictions, and return-to-work arrangements.
Or consider a termination.
Payroll, final wages, benefits, documentation, unemployment, employee records, and compliance may all become relevant.
When every specialist handles only one part of the issue, leadership can still become the project manager.
ESI is designed to reduce that friction by bringing payroll, HR, employee benefits, compliance, workers’ compensation, and risk management into a connected PEO relationship.
The comparison should therefore focus on how ownership moves across functions, not simply whether all the functions appear on the provider’s website.
FrankCrum does not position itself as a software-only provider.
Its MyFrankCrum HRIS is explicitly marketed as technology supported by a dedicated PEO team. The platform supports payroll, employee information, workflows, onboarding, employee self-service, reporting, benefits access, and certificates of insurance.
Benefits technology is supported through bswift and AskEmma, while payroll workflows are connected to MyFrankCrum and can integrate with UKG for time data.
Those are meaningful technology capabilities.
ESI also provides integrated HCM technology supporting payroll, employee records, onboarding, workforce administration, reporting, and employee self-service.
The distinction is not simply about which platform has more features.
The more useful question is whether the technology supports the way your company operates—and whether the people behind the technology can resolve issues that software alone cannot solve.
A portal can generate a certificate of insurance.
A serious workplace injury may still require claims expertise, HR coordination, safety follow-up, documentation, payroll information, and return-to-work decisions.
A benefits platform can show an employee’s election.
It may not explain why a payroll deduction is incorrect and coordinate the correction.
A payroll system can calculate wages.
It cannot always guide a manager through a sensitive employee situation.
Technology should simplify the routine work. The service relationship should handle the situations that require judgment, context, and coordination.
Workers’ compensation can have a substantial influence on the economics of a FrankCrum proposal.
FrankCrum promotes pay-as-you-go coverage based on actual payroll, no initial down payment, no year-end audit under its program, claims-management support, and integration between workers’ compensation and payroll.
Those can be meaningful advantages for employers—particularly businesses in construction, skilled trades, and other industries where workers’ compensation represents a significant operating consideration. FrankCrum specifically identifies construction, roofing, landscaping, electrical, and other trades among industries considered by its affiliated carrier.
Benefits also deserve close evaluation.
FrankCrum currently promotes master health plans, multiple plan structures, national carrier networks, retirement programs, and full benefits administration.
But strong workers’ compensation or benefits positioning does not eliminate the need for proposal-level analysis.
FrankCrum currently uses customized PEO pricing rather than publishing one universal per-employee rate. The company says pricing depends on the employer’s individual business, challenges, goals, and service needs.
The better comparison is the complete relationship:
What is included? Who provides the support? How are problems resolved? Which employee benefits are available? How is workers’ compensation structured? What technology is included? What remains the employer’s responsibility? What will the business spend in total?
ESI develops customized proposals around the employer’s workforce, locations, benefits requirements, workers’ compensation exposure, risk profile, and service expectations.
That allows leadership to compare total PEO value rather than one insurance rate or administration fee.
FrankCrum may be a particularly strong option for employers that place workers’ compensation near the top of their PEO decision criteria.
Its relationship with affiliated carrier Frank Winston Crum Insurance gives the organization a distinctive workers’ compensation structure. FrankCrum currently promotes payroll-integrated pay-as-you-go premiums, no down payment, no year-end payroll audit under the program, dedicated claims management, safety resources, multi-state support, return-to-work assistance, and online certificate access.
That structure may be particularly relevant to contractors and companies in skilled trades.
FrankCrum says its affiliated carrier considers businesses in construction, roofing, landscaping, electrical work, and other trades, and its PEO materials emphasize certificate speed and workers’ compensation administration for companies that need proof of coverage to begin jobs.
Its broader PEO model adds dedicated payroll, HR, benefits, compliance, safety, and account-management resources around that workers’ compensation capability.
Those are legitimate advantages.
ESI does not need to be the right choice for every employer.
The purpose of comparing ESI vs. FrankCrum is to determine whether FrankCrum’s particularly strong workers’ compensation model—or ESI’s broader connected employer-services relationship—better matches what the company needs.
Workers’ compensation can be critical.
It is still one part of the employment relationship.
ESI may deserve closer consideration when the employer places equal or greater value on how payroll, HR, employee benefits, compliance, workers’ compensation, and risk management operate together.
That distinction matters because an employee injury rarely ends with an insurance claim.
The employer may also need help with HR documentation, workplace safety, payroll records, employee communication, leave, restrictions, return-to-work planning, and manager guidance.
Likewise, many of the employer’s most difficult issues may have nothing to do with workers’ compensation.
A sensitive termination.
A leave question.
A payroll correction.
A benefits dispute.
A difficult manager-employee relationship.
A compliance question involving employees across several jurisdictions.
For employers comparing ESI vs. FrankCrum, the useful question is therefore not:
Which provider has the strongest workers’ compensation story?
It is:
Which provider gives our leadership team the strongest overall employment infrastructure?
ESI helps employers bring payroll, HR, employee benefits, compliance, workers’ compensation, risk management, and workforce technology into a connected service relationship.
For companies that place a premium on coordination, responsiveness, practical professional support, and accountability across employer responsibilities, ESI offers a compelling FrankCrum alternative.
FrankCrum’s workers’ compensation capabilities deserve careful consideration.
But an attractive workers’ compensation structure should not determine the PEO decision by itself.
Start with the proposed coverage.
Understand the carrier.
Review classification codes.
Examine rates.
Understand payroll-based premium calculations.
Determine how claims are reported and managed.
Review safety resources.
Evaluate return-to-work support.
Understand certificate-of-insurance procedures.
Then expand the comparison.
Who will process payroll?
Who supports managers with employee problems?
Which employee-benefit plans are actually available?
How are benefits issues coordinated with payroll?
What compliance resources are included?
What technology will administrators and employees use?
How does implementation work?
How are urgent issues escalated?
What happens when the workers’ compensation claim becomes an HR issue too?
FrankCrum’s own model demonstrates why the comparison needs to be broader: its workers’ compensation proposition is deliberately combined with payroll, HR, compliance, claims management, and safety rather than sold as insurance alone.
The same principle should guide the buying decision.
The goal is not to find the PEO with the lowest workers’ compensation rate.
It is to find the provider that delivers the right combination of coverage, expertise, benefits, technology, responsiveness, coordination, and accountability for your organization.
Changing PEO providers requires careful coordination.
Payroll timing, payroll taxes, employee records, benefit termination and effective dates, workers’ compensation coverage, open claims, workplace-safety information, HR documentation, technology access, historical reporting, and employee communications may all require attention.
A transition from FrankCrum deserves particular scrutiny around workers’ compensation.
Employers using Frank Winston Crum Insurance may have payroll-linked premium arrangements, certificates of insurance, open claims, return-to-work matters, and loss information tied directly to the PEO relationship. FrankCrum’s current program also provides online certificate access and claims administration through its integrated workers’ compensation infrastructure.
Each of those components should be identified before changing providers.
Employee benefits require similar planning.
FrankCrum may administer health, dental, vision, retirement, voluntary benefits, HSA/FSA programs, COBRA administration, and other programs through its benefits structure.
Technology should also be reviewed.
MyFrankCrum can contain payroll records, tax documents, employee information, benefits access, onboarding data, reporting, and other workforce information.
The existing PEO agreement should be reviewed for notice requirements, renewal terms, termination provisions, workers’ compensation responsibilities, benefits arrangements, and data-access requirements.
ESI can help evaluate the current structure, identify transition requirements, and develop an implementation plan around payroll, workforce information, employee benefits, workers’ compensation, employee locations, and service needs.
The first step is not committing to a change.
The first step is understanding whether a change would create a measurable improvement.
The best FrankCrum alternative depends on what the employer values most about the relationship.
FrankCrum has particularly strong positioning around payroll-integrated workers’ compensation, claims management, safety support, HR, benefits, and dedicated professional service.
ESI is an alternative for employers seeking payroll, HR, employee benefits, compliance, workers’ compensation, risk management, and workforce technology through a connected PEO service relationship.
Both providers can support employers across payroll, human resources, employee benefits, compliance, workers’ compensation, risk management, and workforce technology.
FrankCrum has a particularly distinctive workers’ compensation structure because its PEO can provide coverage through affiliated carrier Frank Winston Crum Insurance and integrate coverage with payroll, claims management, certificates, safety, and HR support.
ESI emphasizes connected employer services, professional coordination, responsiveness, and accountability across the broader PEO relationship.
The better fit depends on which provider’s actual service structure and proposal align with the employer’s priorities.
Yes.
FrankCrum describes itself as a full-service professional employer organization providing payroll, HR, benefits, workers’ compensation, compliance, retirement plans, technology, and related support.
Its PEO uses a co-employment structure under which FrankCrum and the client allocate specified employer-related responsibilities while the client continues directing its business operations.
FrankCrum traces its origins to 1981, when Frank W. Crum Jr. and Frank Crum Sr. founded Great American Temporary Service. The organization subsequently evolved into the FrankCrum PEO business.
FrankCrum currently lists its headquarters in Clearwater, Florida, at 100 South Missouri Avenue.
Yes.
FrankCrum described itself as a national professional employer organization in its May 2025 expansion announcement for Texas and Arizona and says it has supported businesses across the country for decades.
Employers should still confirm service, benefits, workers’ compensation, and applicable PEO arrangements for each workforce location.
FrankCrum’s current homepage says more than 4,700 businesses trust the company with HR, payroll, workers’ compensation, and employee benefits.
Because client counts change, this should be treated as a current published figure rather than a permanent statistic.
Yes.
FrankCrum provides payroll processing and payroll-tax administration. Its current capabilities include multiple payroll frequencies, direct deposit, pay cards, paper checks, multiple pay rates, job costing, multi-state payroll, certified payroll, department allocations, and related reporting.
Yes.
FrankCrum’s FrankAdvice service gives employers access to a dedicated HR consultant who can support employee relations, policies, handbooks, performance management, job descriptions, compliance, and other workplace matters.
FrankCrum says the consultant can also work with its payroll and benefits teams when an issue crosses those functions.
Yes.
FrankCrum currently offers and administers employee-benefit programs that can include health coverage, dental, vision, life insurance, disability, HSA and FSA programs, retirement benefits, voluntary benefits, employee-assistance programs, and other offerings.
Actual plans, carriers, networks, costs, and eligibility depend on the employer and applicable arrangement.
FrankCrum currently uses the bswift platform for benefits administration and provides AskEmma as an AI-supported benefits-navigation tool for employees. bswift can be accessed through MyFrankCrum.
Yes.
Workers’ compensation is one of FrankCrum’s most prominently marketed PEO services.
Its program can provide coverage through affiliated carrier Frank Winston Crum Insurance and includes payroll-integrated premiums, claims management, workplace-safety resources, return-to-work support, multi-state administration, and certificate access.
FrankCrum states that workers’ compensation can be provided through its affiliated carrier, Frank Winston Crum Insurance. It also says an alternative partner carrier is available to expand coverage and underwriting options.
Yes.
FrankCrum’s current workers’ compensation program uses pay-as-you-go premiums based on actual payroll. It markets the arrangement with no initial down payment and no traditional year-end payroll audit under the program.
Specific terms should be confirmed in the employer’s written proposal and insurance documents.
FrankCrum specifically markets its workers’ compensation offering to industries including construction, roofing, landscaping, electrical work, and other skilled trades.
Actual eligibility and pricing depend on underwriting, classifications, claims history, geography, and other risk factors.
Yes.
Clients with applicable Frank Winston Crum Insurance policies can generate and send workers’ compensation certificates through MyFrankCrum. FrankCrum currently promotes 24/7 certificate availability.
Yes.
FrankCrum’s workers’ compensation service includes 24/7 claims reporting, dedicated claims support, return-to-work assistance, medical-provider coordination, loss analysis, injury documentation, and related claim-management resources.
Yes.
Its current workers’ compensation and risk offering includes industry-specific safety resources, optional inspections, OSHA reporting support, training materials, accident procedures, and loss-analysis resources.
MyFrankCrum is FrankCrum’s HR information system.
It supports employer and employee workflows involving payroll, employee information, reporting, self-service, onboarding, benefits access, and other HR processes. Applicable users can also access workers’ compensation certificates through the platform.
Yes.
FrankCrum offers a multiple-employer 401(k) plan integrated with its payroll and HR services. The company currently works with Slavic 401K for plan administration and investment-platform services.
FrankCrum does not currently publish one universal PEO price.
Its pricing page says pricing is customized around the employer’s business, challenges, goals, and service requirements rather than taken from a standard price list.
A meaningful comparison therefore requires a current written proposal.
That depends on the employer and the proposed arrangements.
FrankCrum pricing can include payroll, HR, employee benefits, workers’ compensation, compliance, technology, retirement services, and other components depending on the account.
Employers should compare total cost, included services, workers’ compensation, employee benefits, technology, support, and employer responsibilities rather than focusing on one administration fee.
Yes, subject to the employer’s existing service agreement, insurance arrangements, benefits, notice requirements, and termination provisions.
Employers using FrankCrum workers’ compensation should pay particular attention to coverage termination, certificates, payroll-integrated premiums, open claims, loss information, safety matters, and return-to-work cases.
Benefits, payroll data, HR records, tax information, and MyFrankCrum records should also be reviewed before system access changes.
No.
FrankCrum’s current explanation of its PEO relationship states that the client maintains decision-making authority and control over business operations while FrankCrum assumes specified administrative responsibilities through co-employment.
The same basic principle applies when evaluating an ESI PEO relationship.
Compare the entire relationship rather than workers’ compensation alone.
Examine payroll, HR expertise, employee benefits, compliance support, workers’ compensation coverage, claims management, workplace safety, technology, implementation, service access, escalation procedures, contract terms, total cost, and accountability.
For FrankCrum specifically, determine how much value its affiliated workers’ compensation carrier and risk structure create for your company.
Then determine whether that advantage outweighs differences elsewhere in the PEO relationship.
FrankCrum offers a credible and differentiated PEO proposition.
Its full-service model combines payroll, HR, employee benefits, compliance, retirement plans, workforce technology, workers’ compensation, claims management, and workplace-safety support.
Its workers’ compensation structure is particularly significant.
The combination of an affiliated insurance carrier, payroll-integrated pay-as-you-go premiums, claims support, risk resources, and online certificates makes FrankCrum especially relevant for employers that place significant weight on workers’ compensation or operate in industries such as construction and skilled trades.
FrankCrum also makes a credible personalized-service argument through dedicated payroll, HR, compliance, benefits, safety, and account-management professionals.
ESI offers a different emphasis.
Its PEO relationship is centered on integrated employer services, practical professional guidance, responsiveness, and coordination across payroll, HR, employee benefits, compliance, workers’ compensation, and risk management.
Because both providers can make credible arguments around human service and integration, the strongest comparison happens below the marketing language.
Compare the actual workers’ compensation arrangement.
Compare the actual benefits.
Compare payroll support.
Compare HR expertise.
Compare claims and safety resources.
Compare technology using your real workflows.
Compare what happens when a workplace claim becomes an HR and payroll issue too.
Compare who owns a complicated problem involving several departments.
And compare the complete economics of the relationship.
For some employers, FrankCrum’s workers’ compensation structure may be a significant deciding factor.
For others, the stronger priority may be how effectively the entire PEO relationship coordinates employer responsibilities from one issue to the next.
ESI can help review an existing FrankCrum arrangement or proposal and compare service structure, employee benefits, workers’ compensation, payroll, technology, responsibilities, potential gaps, and total cost.
You can then determine which provider better supports the way your company operates and grows.
Get a Side-by-Side PEO Comparison
See how ESI compares with FrankCrum across payroll, HR, employee benefits, compliance, workers’ compensation, claims management, risk management, workforce technology, service, and total PEO value.
Trademark and Comparison Disclaimer: FrankCrum, FrankAdvice, MyFrankCrum, Frank Winston Crum Insurance, and related company and product names are trademarks of their respective owners. ESI is not affiliated with, sponsored by, or endorsed by FrankCrum or Frank Winston Crum Insurance. Services, employee-benefit programs, workers’ compensation coverage, insurance carriers, underwriting, technology, pricing, geographic availability, and contract terms may change. Employers should review current written proposals, insurance documents, official provider materials, and applicable PEO service agreements before making a decision.
Still doing your own payroll? Tasks involved with Payroll and Employee Administration are purely transactional events.
At eESI, our business is all about assisting with the management of any organization’s most valuable resource: people.
A benefit package can be a major incentive to lure the best new talent to your workforce and keep your current employees happy.
Risk is a basic part of business. As a co-employer we work to eliminate, mitigate or share your associated legal liabilities.
eESI continuously utilizes the latest in technological advances through online and mobile solutions to make your life easier.
Still doing your own payroll? Tasks involved with Payroll and Employee Administration are purely transactional events.
At ESI, our business is all about assisting with the management of any organization’s most valuable resource: people.
A benefit package can be a major incentive to lure the best new talent to your workforce and keep your current employees happy.
Risk is a basic part of business. As a co-employer we work to eliminate, mitigate or share your associated legal liabilities.
ESI continuously utilizes the latest in technological advances through online and mobile solutions to make your life easier.
