Leaving CoAdvantage?
See the real numbers.
CoAdvantage has a strong Southeast and national presence. As you scale, the bundled PEO model frequently costs more than standalone alternatives. We'll show you the comparison.
The 4 reasons CoAdvantage clients call us.
We help Southeast and nationwide companies exit CoAdvantage, typically 75 to 350 employees.
Southeast Market Concentration
CoAdvantage's strongest presence is in FL, GA, TX, and the Southeast. If your workforce has spread beyond that footprint, national standalone carriers often provide more consistent coverage and service.
Bundled Insurance Economics
CoAdvantage's model bundles medical, workers' comp, and ancillary insurance with standard PEO markups. Unbundling each line and going to market consistently reveals savings.
Master Plan Design Limits
CoAdvantage's master health plan offers a curated plan set. A full standalone RFP often produces richer benefits at lower cost for groups 75+.
Tech Modernization Options
CoAdvantage's HRIS is functional. If your team wants modern platforms like Paylocity, Rippling, or Paycor, exiting the PEO unlocks those options.
From CoAdvantage invoice to
market-ready in 4 steps.
Same forensic process we use for every PEO exit, customized for CoAdvantage's specific invoice structure and carrier relationships.
CoAdvantage Invoice Forensics
We extract your CoAdvantage invoices line by line. Admin fees, insurance spreads, workers' comp markup, and pass-through costs all separated and quantified.
Census Cross-Reference
Your employee census gets mapped against CoAdvantage's tier structures to calculate accurate per-employee cost profiles and exposure.
Full Market RFP
We run competitive RFPs across medical carriers (UHC, Aetna, Cigna, BCBS, Kaiser), HRIS platforms, workers' comp, and ancillary lines.
Decision Workbook
Comprehensive Excel workbook with rate cards, enrollment data, invoice breakdown, and market comparison. One document, every number.
What companies leaving CoAdvantage ask most.
How much does a CoAdvantage exit analysis cost?
Nothing. The analysis is 100% free with no obligation. We extract your CoAdvantage invoices line by line, map your census data, and show you exactly what you would save transitioning to standalone benefits, payroll, and HRIS. If you move forward, we earn standard broker commissions from carriers, never from you.
How long does a CoAdvantage exit take?
The analysis takes 1 to 2 weeks from the time we receive your CoAdvantage invoices and census. Full exit execution (carrier selection, enrollment, payroll/HRIS implementation, COBRA coordination) typically runs 60 to 90 days depending on your target effective date.
What size companies leave CoAdvantage?
The sweet spot is typically 40 to 300 employees. Below 40, PEO economics can still work. Above 300, almost any mid-market broker can beat PEO pricing. The 40 to 300 band is where the exit math gets clearest.
Will my employees lose benefits during a CoAdvantage exit?
No. We coordinate effective dates so your new standalone benefits start the day after your CoAdvantage termination. Employees experience a plan change, not a coverage gap. We manage enrollment, ID card distribution, and employee communication.
What does a CoAdvantage exit replace?
Everything CoAdvantage bundles: group medical, dental, vision, life, disability, workers' compensation, EPLI, payroll processing, HRIS, and compliance support. We run a full RFP across carriers (UHC, Aetna, Cigna, BCBS, Kaiser) and HRIS platforms (Paylocity, Gusto, ADP Workforce Now, Rippling, Paycor) and build a tailored replacement stack.
Get your free CoAdvantage
exit analysis.
Find out exactly what CoAdvantage is costing you and what you could save with a standalone approach. No obligation, no pressure, just real numbers.
- Line-by-line breakdown of your CoAdvantage invoice
- Census-matched employee cost profiles by tier
- Full market RFP across major carriers and HRIS platforms
- Comprehensive decision workbook delivered in 1 to 2 weeks
- 100% free, we're paid by carriers, never by you
Request Your Free Analysis
Submit and we'll be in touch within 24 hours.
Sources & Methodology
Data sources: Industry benchmarking data and competitive market RFP results from comparable PEO exit engagements, particularly in Southeast markets.
Savings methodology: Illustrative savings range based on typical recoverable PEO overhead for a 120-employee company. Actual savings vary by census, industry, geography, and CoAdvantage service tier. Numbers represent estimated annual PEO overhead, not total invoice.
Leaving CoAdvantage with LeavePEO
LeavePEO is the national PEO exit practice at IMA Financial Group, the 2nd largest independent insurance brokerage in the United States. We specialize in helping companies exit CoAdvantage and transition to standalone benefits, payroll, and HRIS solutions tailored to their workforce.
Our CoAdvantage exit process starts with a line-by-line invoice extraction to identify the recoverable overhead (admin fees, insurance loads, workers' comp markup, compliance fees) buried in your PEPM. We then run a full market RFP across UHC, Aetna, Cigna, BCBS, Kaiser, and other major medical carriers, plus HRIS platforms like Paylocity, Gusto, Rippling, ADP Workforce Now, and Paycor. The analysis is free, delivered in 1 to 2 weeks, and comes with a comprehensive Excel workbook showing every number.
Whether you're a CFO, HR leader, or business owner evaluating a CoAdvantage exit, we provide the forensic data and market comparison you need to decide with confidence. We serve companies nationwide with 40 to 1,500+ employees.