Frequently Asked Questions

1. How does Questco structure its pricing?

We use a straightforward pricing model that can vary based on the size and needs of your business. In most cases, costs are based on the number of employees and the services you choose.

2. Are there hidden costs with Questco, such as onboarding fees or annual benefit renewals?

We’re upfront about costs so you don’t run into surprises. Our onboarding fee, for example, is equal to one month of administrative costs, since we set everything up at least 30 days in advance to make sure your start is seamless. If you choose to offer the Questco Health and Welfare Benefits Plan, the insurance carriers pay us (or our

affiliated brokers) a commission for services like plan design and administration. Those commissions are already built into the premiums — nothing extra is added to your bill — and the percentage depends on the insurer and product. Each year we share the exact numbers during renewals, and you decide whether to continue or opt out.

3. Is Questco more affordable than bigger PEOs?

We are often more affordable for small and mid-sized businesses because we focus on efficiency and tailoring services to fit your company’s size. Larger PEOs sometimes charge more for services that smaller companies don’t fully use. Our approach is designed to give you the right level of support without unnecessary cost.

4. Does outsourcing HR really save money, or is it just shifting the expense?

Outsourcing HR can save money by reducing compliance risks, avoiding costly payroll errors, and lowering benefit costs through pooled buying power. It also cuts down the time business owners and managers spend on administrative work. The savings come not just from direct costs, but from freeing up resources to focus on growth.

5. Besides cost savings, what other ROI should I expect from HR outsourcing?

The return isn’t just financial. Businesses often see improvements in employee satisfaction, lower turnover, and more consistent compliance. By outsourcing HR, leaders also gain back time and peace of mind to focus on running and growing the company.

6. At what point does it make more sense to hire in-house HR staff instead of outsourcing?

Hiring in-house HR often makes sense once a company grows large enough to justify the salary of a full-time HR professional, usually around 75–100+ employees. Even then, many businesses keep a PEO for benefits and compliance while using an internal HR team for culture and people management. In many cases, it’s not an either/or choice — the two models can complement each other.

7. How many employees do you need before outsourcing HR makes sense?

There isn’t a strict cutoff, but many businesses start considering HR outsourcing once they reach around 10–15 employees. At that point, payroll and compliance become more complex, and the cost of mistakes increases. Outsourcing helps smaller teams stay compliant while giving leaders more time to focus on growth.