Practicing since 1987. Big 8 training, CPA judgment, and PEO industry experience — on your side of the table.
For CEOs, CFOs, and HR directors of 20–500 employee companies: get a CPA-level consultation of your PEO proposal so you do not over-pay or under-protect.

We help you see what is really inside your PEO relationship — costs, risks, and opportunities.

Four things we establish before you sign anything.

  • Discover your true HR cost and risk baseline.
  • Put your PEO proposal under the microscope — uncover hidden payroll-tax mark-ups, benefit-load assumptions, renewal escalators.
  • Negotiate better terms that protect your business.
  • Stay in control through onboarding and renewal review.
How the engagement works
  • Step 1 Discovery Review your cost structure, benefits, and compliance.
  • Step 2 Proposal Review Expose hidden cost factors and contract traps.
  • Step 3 Negotiation Strengthen terms, define SLAs, and reduce renewal risk.
  • Step 4 Oversight Maintain control through data-driven monitoring.
What Your PEO Rep Will Not Tell You

Most PEO contracts embed 5–25% hidden markups. Renewal rates often jump 10–20% without explanation.

  • Payroll‑tax markup not disclosed
  • Benefit load assumptions inflated
  • Ambiguous renewal clauses
  • No audit or termination rights
  • Pass‑through fees without detail
Mark J. Burger, CPA — a practice dating to 1987

I am Mark J. Burger, CPA, I have practiced since 1987 —Big 8 firms Arthur Young & Company and Ernst & Young, Partner at one of South Florida’s largest CPA and advisory practices, and three decades running an independent practice advising business clients on PEO structures, tax, wealth management, and operations. I have seen every fee trap, every renewal escalation, every misaligned contract. My only allegiance is to your business.

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