PEOs & ASOs
Portfolio-wide monitoring for every client, plus the PEO module generic tools can't do deeply: state readiness, licensing and renewals, co-employment logic, and the client-versus-PEO tax identity matrix.
Open the portfolio viewContinuous workforce compliance
Every law counts your workforce differently. ReadyGrid does the counting.
Connected to the payroll systems you already run, ReadyGrid continuously calculates which federal, state and local requirements apply to each employer — then launches the work before the deadline, with proof it was completed. PEO-first, never PEO-only.
Console preloaded with a fictional 12-client PEO. Snapshot runs on your real facts. No sign-up.
704,000U.S. firms with 20–999 employees
54Memployees at those midmarket firms
4.5MPEO worksite employees — the first market
4+different legal headcounts for one company
Who it's for
One decision engine. Three ways to buy it.
The core is channel-neutral: the same rule library and legal-count engine serve every lane. Only the responsibility and workflow layers change. PEOs come first because one integration reaches hundreds of employers — they are the beachhead, not the boundary.
Behind all three sits a partner network — law firms for validation and escalation, brokers and insurers for distribution, registration vendors for fulfillment. ReadyGrid decides what's required and for whom; partners execute.
Direct employers
As employee counts, locations, pay practices and laws change, your compliance program changes with them — including controlled groups spread across two or more payroll systems. Start free: see your triggered-but-unmet obligations in minutes.
Get your exposure snapshotPayroll & HCM platforms
Embed a maintained, explainable compliance decision engine into your product via API — determinations, calculations, confidence, actions and evidence, without building a legal-content operation.
See a live API payloadWhy now
The integration moat that killed this idea five years ago is gone.
Data access is solved
Payroll and HRIS platforms expose employee-level data through APIs — PrismHR, ADP API Central, isolved — and unified APIs cover 250+ systems in one integration.
AI collapsed content cost
Models read legislation, extract thresholds and effective dates, and draft structured rules for attorney review — cutting rulebook maintenance by an order of magnitude while deterministic rules keep making the decisions.
The category just validated
Paychex bought SixFifty. Gusto bought Mosey. Mitratech bought Mineral. PrismHR launched captive compliance. Every platform is buying the category — none has built continuous data-driven evaluation.
Complexity is compounding
State employment law changes 600+ times a year. Pay transparency, paid leave and remote work mean a 40-person company can carry obligations in a dozen jurisdictions.
The problem worth solving
Competent teams still miss triggers.
The failure is structural, not personal.
A PEO can have strong payroll processors, tax specialists and attorneys and still get surprised. No individual holds a complete, continuously updated view of every client's employee counts, work locations, pending hires, tax accounts — and the PEO's own state readiness. Four separate problems are being handled by hand today:
Client headcount thresholds
Payroll systems show a raw count. They don't calculate every law's separate counting rule, and they don't forecast the next threshold from accepted offers.
New-state hiring
Onboarding, payroll, tax, legal and client service each own a piece of a first hire in a new state. The gap is usually discovered late — sometimes after the first payroll.
The PEO's own state compliance
Licenses, registrations, renewals, bonds and tax accounts live in spreadsheets and calendars — not tied to live client expansion, where the risk actually comes from.
New laws and rule changes
Legal alerts tell people a law changed. They don't run the new rule against every client and say which 37 of 900 are affected — and what each one must do.
Why a raw headcount is not enough
One company. Four legal headcounts. Same day.
This is Copperline Logistics, a demo client: 48 employees on payroll across Dallas, Fort Worth and Phoenix, with three accepted offers starting August 24. Toggle the forecast and watch each law count the same company differently.
How the product works
A trigger is a change in the compliance profile.
ReadyGrid turns it into tracked work.
PEOs already receive legal newsletters, state alerts and vendor updates. The failure happens because no system continuously answers four linked questions across every client:
Q1
What applies now?
Different laws count employees differently — geography, timing, entity and worker-status tests.
Q2
What will apply next?
A pending hire, new work location or approaching threshold creates obligations before payroll shows a completed change.
Q3
Who must act?
In a PEO relationship, responsibility can sit with the client, the PEO, both — and tax identity differs by state and tax type.
Q4
Was it completed?
The handbook update, registration, notice or payroll configuration lives in a different system — or a manual process.
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01
Live facts
Payroll and HR data, pending hires, employee locations, PEO licenses and accounts — from a nightly extract or API pull.
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02
Rule library
Each rule stores its counting method, location and worksite tests, effective dates, and whether the client or the PEO owns it.
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03
Decision engine
Calculates every legal count, detects new-state entry, forecasts thresholds, applies law changes, and flags missing facts.
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04
Action package
Who must act, what must change, the deadline and lead time, the forms and instructions, and the completion criteria.
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05
Proof & follow-up
Account numbers, handbook versions, training records, payroll setup — an alert isn't resolved until the evidence exists.
Where AI belongs — and where it doesn't. AI reads law changes, compares versions, explains findings, and drafts client materials. Deterministic rules make the threshold and readiness decisions. The AI model is never the final source of truth for whether a law applies. And when a required fact is missing, the answer is unknown — a targeted fact request, never a silent “not applicable.”
The rule factory
A law is not a rule until it can be evaluated. Candidate changes move through a controlled pipeline — detect → verify against official text → structure → counsel review → test → release → replay portfolio-wide — and counsel approves each rule once, not every alert. Watch the live pipeline queue →
“Buy the radar. Verify against authority. Own the rule. Let software apply it. Use AI to accelerate it. Use humans to approve meaning and resolve exceptions.”
Four real-world triggers
Existing data in. Exact work out.
Each example uses data a PEO already has, asks only for missing facts, and creates the work before a deadline is missed.
The first release
State Expansion & Threshold Monitor
ReadyGrid launches focused: a first employee in a new state, an approaching employee-count threshold, a law change with a future effective date — plus the PEO module for the first market. One channel-neutral core, packaged per lane. Everything below ships in the first release — and it's all live in the demo console.
Data connector
Nightly API or secure file feed for client, employee, worksite, location and onboarding data. No webhooks required.
Client compliance profile
Legal entities, related companies, non-payroll employees, industry, handbook version and client-specific exceptions.
PEO state profile
Licenses, registrations, renewals, bonds, tax accounts, workers' comp availability and state readiness.
Legal count engine
Separate counts by law, location, worksite, radius, time period and full-time status — with the calculation shown.
Tax responsibility matrix
By state and tax type: registering party, account owner, filing identity, payment responsibility and rate source.
Action packages
Client instructions, PEO tasks, forms, deadlines, owners and the evidence required to close each item.
Portfolio dashboard
Every approaching threshold, new-state hire, missing account and upcoming effective date across all clients.
Audit record
Source data, rule version, calculation, decision, owner and completion evidence — for every alert, forever.
Walk the actual workflow — in every lane.
The demo console runs a fictional PEO portfolio (12 clients, 15 states), a direct employer on two payroll systems, a live rule pipeline, and an embed API view showing the raw determinations. Add a pending hire and watch the engine create the work.
Pricing
Priced by channel, around covered employees.
Every lane prices against the same unit — covered employees and active employer profiles — because that's what the engine actually monitors. Illustrative ranges:
PEOs & service bureaus
$1.50–4.00/covered employee/mo
Platform minimum plus per-employee pricing by module: thresholds, new-state readiness, PEO compliance, tax responsibility, law-change impact.
Direct employers
$149/mo+ $3/employee above 20
Base covers the first 20 employees. $224/mo at 45, $314 at 75, $539 at 150. No multistate surcharge — state count is the value, not a toll. Start free with the exposure snapshot; Scale tier adds multi-entity and API.
OEM / embedded API
$0.75–2.50/covered employee/mo
Payroll and HCM platforms embed the decision engine — determinations, explanations, tasks and evidence — at low marginal delivery cost.
PEO lane: what would monitoring cost your portfolio?
25,000 covered employees
$450,000/yr at $1.50 per employee (core modules)
$1,200,000/yr at $4.00 per employee (full module set)
Strategic ranges, not a forecast — the product must first demonstrate measured reduction in manual review and missed obligations. A PEO can resell monitoring to clients as a premium service tier. Midmarket and enterprise contracts ($12k–$500k+ annually by workers, jurisdictions, entities and governance needs) are quoted separately, and fulfillment — registrations, licensing, posters, training — adds pass-through-plus-margin revenue through partners.
Design partner program
The first proof is simple.
Load one PEO's historical data and show what the current manual process missed: every first-state hire, every threshold crossing, the tax-account responsibility for each — and which events were caught late or not at all. See the historical replay demo →
- 120-day paid pilot after data access is working — first 30–45 days in read-only observation mode.
- 6–10 states, 25–50 validated rules, focused on new-state readiness and headcount thresholds.
- A 12–24 month historical replay that surfaces known and previously unnoticed events.
- Pilot gates: ≥98% alert precision, ≥95% recall on known events, 100% traceability, zero payroll blocks.
- Architecture proof: a direct-employer or second-payroll-system pilot runs on the same core within twelve months — the platform is never PEO-only.