HR Outsourcing · Alternatives
BEG HR outsourcing, powered by isolved, delivers certified HR professionals, a custom handbook, and a dedicated HR Business Partner tier while your company stays the only employer of your team.
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Credit Where Due
Rippling built a genuinely modern HR and IT platform, and its PEO is offered as an add-on module layered on top of that software. For companies already running payroll, devices, and apps through Rippling, switching on the PEO module can feel like a natural extension of a system they already like.
The bundled benefits are a genuine draw. With the PEO module active, Rippling can offer companies access to group plan options through its master plans, along with workers compensation folded into the arrangement, all inside the same interface used for everything else. For a company that wants software-first convenience wrapped around a co-employment PEO, Rippling delivers a polished version of it.
The honest question is not whether Rippling built good software. It is whether the PEO layer underneath, co-employment, is the structure your company actually needs to get great HR.
The Trade-Off
These are traits of the co-employment model, not criticisms of Rippling specifically. Our PEO vs. HR outsourcing guide walks through the mechanics in full.
When the PEO module is on, Rippling becomes the employer of record for tax and benefits purposes. Your people are administered under its structure, and that legal sharing is the foundation of everything else in the bundle.
The group benefits access runs through the PEO master plans, not your own. Your existing carriers, plan designs, and broker relationships generally do not survive the transition in.
Modern software UX sits on top of the same co-employment mechanics as any other PEO. The interface is different; the legal and benefits trade-offs are not.
Rippling PEO pricing arrives after a sales process built around your census and risk profile. That is standard for full-service PEOs; it also means no number before the meeting.
Side by Side
| Factor | BEG HR Outsourcing | Rippling PEO |
|---|---|---|
| Who employs your staff | You do, always | Co-employment when the PEO module is on |
| Benefits plans | Yours stay yours | Their master plans replace yours |
| Pricing visibility | Instant estimate on screen | Quote-gated |
| Depth of service | Certified HR team, dedicated partner tier | Software-first, PEO layered on as an add-on |
| Platform | isolved | Rippling proprietary stack |
| Scope | HR support; payroll optional and separate | HR, IT, payroll, and PEO benefits bundled together |
| Exit friction | Stop the service; nothing to unwind | Unwind co-employment and replace benefits |
Honest Answer
If your company is already deep in the Rippling ecosystem for IT and payroll, and group benefits access through its PEO module is the deciding factor for recruiting, the co-employment trade may be worth it to you. Companies that consciously want a co-employer, with the shared employment administration that entails, wrapped inside a single software platform, are that market, and Rippling serves it well.
It also makes sense to stay through your current plan year rather than disrupt benefits mid-stream. Revisit the model at renewal, when a clean comparison is possible.
The BEG Alternative
BEG HR outsourcing, powered by isolved, comes in three plans. Essential is live answers from certified HR professionals. Expert adds the done-for-you compliance assets: custom handbook, posters, new hire packets, and leave administration guidance, plus support for talent acquisition and direct hire needs as you grow. Elite adds a dedicated HR Business Partner with monthly check-ins and proactive compliance alerts. All for a fraction of the $60K-$100K an in-house HR hire costs. Full detail on the HR outsourcing overview.
Your monthly estimate on screen - no call required
Also weighing the other big PEOs? See the Deel PEO alternative and the Justworks alternative.
PEO certification status is verifiable through the IRS Certified Professional Employer Organization program.
Questions
No. BEG is HR outsourcing, powered by isolved. There is no co-employment and no employer-of-record change. Your company stays the sole employer, on your own EIN, with your own benefits plans.
Rippling is primarily an HR and IT software platform. The Rippling PEO is a co-employment add-on layered onto that platform. When the PEO module is switched on, the co-employment structure and bundled benefits apply the same way they would with any PEO.
That is exactly what HR outsourcing is. BEG puts certified HR professionals, a custom handbook program, leave administration, and on the top plan a dedicated HR Business Partner behind your company, running on the isolved platform, while your legal employment structure stays untouched.
Rippling PEO pricing is quote-gated, so a sales conversation comes first. BEG shows a monthly estimate on screen after six questions, in about 90 seconds, then confirms exact pricing on a 15-minute call. We never quote a competitor dollar figure; theirs comes from them.
Because the PEO master plans belong to the PEO, exiting means placing benefits on your own again. With BEG that problem never recurs: your plans, carriers, and broker stay yours from day one, so there is nothing to unwind later.
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Your monthly estimate on screen - no call required
