When you’re comparing FrankCrum and Premier Employer Services, you’re looking at two PEOs with distinct operational philosophies. FrankCrum has built its reputation on technology-forward HR administration since 1981, while Premier Employer Services positions itself as a relationship-driven regional provider. This comparison breaks down where each provider excels, where they fall short, and which business profiles align with each option. No fluff—just the decision factors that actually matter when you’re signing a multi-year co-employment agreement.
1. FrankCrum
Best for: Multi-state businesses prioritizing technology and federal tax liability protection
FrankCrum is an IRS-certified CPEO operating since 1981, headquartered in Clearwater, Florida, with nationwide service capabilities.
Where This Tool Shines
FrankCrum’s CPEO certification matters more than most business owners realize. Under this designation, the IRS holds FrankCrum—not you—liable for federal employment taxes. If they fail to remit payroll taxes, your business isn’t on the hook. That’s a meaningful risk transfer worth understanding before you sign anything.
Their proprietary HR technology platform centralizes payroll, benefits administration, compliance tracking, and employee self-service. If you’re tired of logging into four different systems to manage basic HR functions, this consolidation creates real operational efficiency.
Key Features
IRS-Certified CPEO Status: Federal tax liability transfers to FrankCrum, reducing your audit exposure and compliance risk.
Proprietary HR Technology Platform: Integrated system for payroll processing, benefits enrollment, time tracking, and compliance documentation.
50-State Coverage: Handles multi-state payroll, workers’ compensation, and unemployment insurance without requiring separate providers.
Integrated Benefits Administration: Direct carrier relationships for health insurance, 401(k), and supplemental benefits with consolidated billing.
Dedicated Account Management: Assigned HR representative with direct contact access, though response times vary by account size.
Best For
FrankCrum works best for businesses with 20-200 employees operating in multiple states who need technology-enabled HR management and value the liability protection of CPEO certification. If you’re expanding geographically or dealing with complex multi-state compliance, their infrastructure handles it without requiring you to become a payroll tax expert.
Pricing
FrankCrum doesn’t publish pricing publicly. Expect either a percentage of payroll model or per-employee-per-month fees based on your headcount, industry risk profile, and services included. Get specific quotes before comparing.
2. Premier Employer Services
Best for: Regional businesses prioritizing direct relationships and flexible contract terms
Premier Employer Services is a regional PEO emphasizing personalized service and hands-on HR support for small to mid-sized businesses.
Where This Tool Shines
Premier Employer Services operates on a fundamentally different service model than larger PEOs. You get direct access to HR specialists who understand your business, not a rotating support queue. For business owners who value knowing who to call when problems arise, this matters.
Their contract flexibility stands out. While many PEOs lock you into rigid multi-year agreements with steep exit penalties, Premier Employer Services negotiates terms based on your actual needs. If your business is seasonal, growing unpredictably, or testing the PEO model, this flexibility reduces commitment risk.
Key Features
Relationship-Focused Service Model: Direct access to dedicated HR specialists with consistent point-of-contact throughout the relationship.
Industry-Specific Expertise: Tailored HR guidance for specific sectors including construction, healthcare, professional services, and hospitality.
Flexible Contract Terms: Negotiable agreement structures without standard multi-year lockdowns or excessive exit penalties.
Direct HR Specialist Access: Phone and email support from actual HR professionals, not tiered call center routing.
Regional Compliance Knowledge: Deep understanding of state-specific employment law, workers’ compensation, and unemployment insurance requirements.
Best For
Premier Employer Services fits businesses with 10-100 employees operating primarily within one region who need hands-on HR support and prefer relationship-driven service over technology platforms. If you’re uncomfortable with automated systems or want someone who knows your business by name, their approach aligns better.
Pricing
Premier Employer Services provides custom quotes based on your business profile, headcount, and service needs. Pricing typically follows per-employee-per-month structures but varies significantly by industry risk classification and claims history.
Making the Right Decision
Both FrankCrum and Premier Employer Services serve legitimate needs—but for different business profiles. FrankCrum makes sense if you prioritize technology, need multi-state coverage, and want the liability protection of a certified PEO. Their CPEO status alone justifies consideration if you’re concerned about federal tax exposure or expanding into new states.
Premier Employer Services works better if you value direct relationships, operate regionally, and need flexibility over standardization. If you’ve been frustrated by impersonal service from larger providers or need someone who understands your specific industry challenges, their hands-on approach delivers real value.
The decision comes down to operational priorities. Do you need technology infrastructure that scales across multiple states, or do you need a partner who picks up the phone when you call? Are you comfortable with standardized processes, or do you require customization? Is CPEO certification important for your risk profile, or is contract flexibility more valuable?
Before committing to either, get actual quotes based on your specific headcount, industry, and claims history. PEO pricing varies dramatically—not just between providers, but based on your individual risk factors. A construction company with 50 employees will pay differently than a professional services firm with the same headcount.
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.
The right PEO relationship can save you significant money and headaches—the wrong one creates both.