When you’re comparing FrankCrum and GMS, you’re looking at two established regional PEOs with different strengths. This isn’t a situation where one is objectively better—it’s about which one aligns with your specific business needs, employee count, and operational priorities. We’ll break down the real differences in pricing models, service delivery, technology, and where each provider tends to excel. No fluff, just the decision factors that actually matter when you’re signing a multi-year co-employment agreement.
1. FrankCrum
Best for: Businesses in the Southeast prioritizing relationship-driven service and straightforward HR support
FrankCrum is a Clearwater, Florida-based PEO that’s been operating since 1981 and remains family-owned.
Where This Tool Shines
FrankCrum’s biggest advantage is consistency in service delivery. Because they’ve stayed family-owned rather than pursuing aggressive acquisition growth, their account management model tends to be more stable. You’re less likely to experience the account rep turnover that plagues larger PEOs.
Their regional focus in the Southeast means stronger carrier relationships and benefits access in Florida, Georgia, and surrounding states. If your workforce is concentrated there, you’ll likely see better health plan options and more competitive workers’ comp rates than you would with a provider stretched thin across all 50 states.
Key Features
IRS-Certified CPEO Status: Provides tax liability protection and demonstrates financial stability through rigorous IRS auditing requirements.
Proprietary HR Technology Platform: Handles payroll, benefits administration, and employee self-service through a single system built specifically for their service model.
Pay-As-You-Go Workers’ Compensation: Spreads workers’ comp payments across payroll cycles instead of requiring large upfront deposits, which helps with cash flow management.
Dedicated Account Management: Assigns a primary contact who handles most HR questions rather than routing you through a general call center.
Strong Benefits Access for Small Groups: Leverages their client base to negotiate better health insurance rates for businesses with 10-50 employees who typically face higher premiums.
Best For
FrankCrum works well for businesses with 10-150 employees headquartered in the Southeast who want a stable, relationship-focused PEO. They’re particularly strong for companies in industries with moderate risk profiles—think professional services, healthcare offices, or light manufacturing—where workers’ comp is a concern but not the primary driver. If you value having the same account rep year after year and don’t need cutting-edge HR technology, their approach makes sense.
Pricing
FrankCrum typically structures pricing as a percentage of gross payroll (often 3-6%) or a per-employee-per-month fee ranging from $80-$150 depending on your risk profile, employee count, and which services you’re bundling. Workers’ comp gets factored in separately based on your industry classification codes and claims history.
2. Group Management Services (GMS)
Best for: Multi-state businesses seeking broader geographic coverage and industry-specific HR expertise
Group Management Services is an Ohio-based PEO founded in 1996 that has expanded nationally through strategic acquisitions.
Where This Tool Shines
GMS’s growth strategy gives them a wider footprint than most regional PEOs. If you have employees across multiple states or plan to expand geographically, their infrastructure handles that complexity better than providers built around a single region. They’ve developed specific expertise in certain verticals through their acquisitions, which means you might get more tailored support if your industry aligns with one of their focus areas.
Their service tier structure provides more flexibility than FrankCrum’s model. You can start with basic payroll and benefits administration, then add HR consulting, compliance support, or risk management services as your needs evolve. This modularity works well if you already have some internal HR capacity and don’t want to pay for services you won’t use.
Key Features
IRS-Certified CPEO Status: Meets the same federal certification standards as FrankCrum, ensuring tax liability protection and financial accountability.
Broader Geographic Coverage: Supports businesses operating in multiple states with consistent service delivery and compliance management across different jurisdictions.
Multiple Service Tier Options: Offers unbundled packages so you can select specific services rather than paying for a full-suite PEO relationship.
Industry-Specific Expertise: Has developed specialized knowledge in certain verticals like manufacturing, healthcare, and professional services through their acquisition strategy.
Integrated Payroll and HR Platform: Combines payroll processing, time tracking, benefits enrollment, and compliance tools in a unified system with employee and manager self-service portals.
Best For
GMS makes sense for businesses with 20-200 employees operating across multiple states or planning geographic expansion. They’re particularly strong for companies in industries where they’ve built specific expertise—manufacturing operations, healthcare providers, or professional services firms with complex compliance needs. If you want the option to unbundle services or already have an internal HR person handling some functions, their tiered approach provides more control than an all-or-nothing PEO model.
Pricing
GMS structures pricing based on which service tier you select. Full-service PEO arrangements typically run 4-7% of gross payroll or $90-$180 per employee per month. Their unbundled options start lower—around 2-3% or $60-$100 per employee monthly—but you’ll pay separately for workers’ comp, benefits administration, and any HR consulting you add. Total cost depends heavily on your employee count, industry risk, and which modules you’re activating.
Making the Right Choice
Both FrankCrum and GMS serve the small-to-mid-sized business market, but they’re not interchangeable. FrankCrum tends to work better for companies that value relationship-driven service and have straightforward HR needs concentrated in the Southeast. Their family-owned structure means more consistent account management and fewer surprises when your rep leaves for another company.
GMS often appeals to businesses wanting broader geographic coverage or specific industry expertise. Their acquisition-driven growth gives them wider reach, but it also means you need to verify which legacy system your account will actually use and whether the industry expertise they claim matches your specific needs.
The real differentiator comes down to service delivery expectations and geographic footprint. If you’re in Florida with 25 employees and want a stable relationship with the same account rep handling your questions, FrankCrum’s model aligns better. If you’re in Ohio with 75 employees across three states and need industry-specific compliance support, GMS’s infrastructure handles that complexity more naturally.
Your best move is getting detailed proposals from both, comparing them against your actual payroll data, and pressure-testing each provider’s claims during the sales process. Ask specific questions about account management turnover, technology platform limitations, and what happens when you need to add employees in a new state. The answers will reveal which provider actually matches your operational reality.
Before you renew your PEO agreement, compare your options. Most businesses overpay due to bundled fees and unclear administrative markups. We break down pricing, services, and contract structures so you can make a smarter decision.