Comploy is a Colorado PEO and ASO, operating as Vertical Insurance Group LLC, that bundles co-employment, administrative services and an in-house commercial insurance agency for small employers in industries national PEOs often decline: cannabis, child care, construction, hospitality and retail. It is a shortlist name for a Colorado employer in those industries and not a credentialed one: no CPEO certification, no ESAC accreditation, and no published founding year, staff count or worksite employee count, so diligence falls on the buyer.
We've placed clients with Comploy across multiple industries and headcounts. The assessment below reflects what actually happens in real engagements, not what the Comploy sales deck says happens, not what the affiliate review sites report based on commission spreads, and not what aggregated G2 stars suggest.
Comploy is based in Wheat Ridge, Colorado, and operates as Vertical Insurance Group LLC doing business as Comploy. It is privately held and independent. The company does not publish its founding year, its staff count or the number of worksite employees it serves, which is the first thing to note about it: the public record is thin, and anything beyond what follows has to come from the firm directly.
What it does publish is its positioning. Comploy is a true co-employment PEO with group health, workers' compensation and payroll bundled, and it also offers an ASO arrangement, so a client can move between co-employment and administrative services without changing vendors. Alongside the PEO sits an in-house commercial insurance agency, which is why the firm is workable for risk classes that a PEO alone would struggle to place.
Comploy is on neither the IRS CPEO list nor the ESAC accredited directory. CPEO certification moves sole liability for federal employment taxes to the PEO; ESAC provides bonded third-party financial assurance. Without either, a client carries more counterparty risk on payroll tax remittance than with a certified provider, and we treat financial statements as a prerequisite rather than an option.
Comploy quotes per client, as PEPM or a percentage of payroll, and does not publish pricing. Because it offers both PEO and ASO, ask for both structures priced at your headcount: the ASO quote shows what you are paying for co-employment itself, and it tells you what stepping down would cost if the PEO relationship stops making sense.
For cannabis, construction and hospitality employers the workers' compensation and commercial insurance lines will dominate the comparison, and this is where the in-house agency is relevant. Ask which carrier is writing your workers' compensation, confirm it in writing, and get the class-by-class rates. Then compare the whole package to a PEO that writes the same industries at national scale.
On medical, a PEO of undisclosed and presumably small scale has limited master plan leverage. Ask for the plan-by-plan rate table at your census and compare it to a larger master plan; for a single-site operator the local bundle may still win on convenience, but the comparison should be made. Contracts are annual in the normal course; confirm notice and exit terms in the client service agreement.
A client can start in co-employment and step down to administrative services, or the reverse, without a vendor change. That is rare, and it suits a small employer whose needs will change: a child care operator opening a second site, a retailer consolidating locations.
Cannabis payroll and payments carry compliance and banking complications that most PEOs will not touch; construction and hospitality carry workers' compensation exposure that tech-first PEOs price out or refuse. Comploy serves all of them as its stated focus rather than as exceptions.
Having the insurance agency alongside the PEO means hard-to-place risk classes can be handled by the same firm, and an owner gets payroll, benefits and commercial coverage from one local relationship instead of three vendors.
Comploy describes an in-house service team rather than an outsourced call center, with a Colorado presence. For a Front Range small business, the people are reachable.
We frame these as considerations rather than negatives because most are real trade-offs rather than disqualifying flaws, but they are things we make sure clients understand before signing.
This is the central consideration. With no federal sole-liability shift and no bonded financial assurance, the client bears more counterparty risk on payroll tax remittance than with a certified PEO. We would ask for financial statements, a workers' compensation carrier confirmation and reference accounts of similar size before placing a client here.
No founding year, staff count or worksite employee count is published. That limits what can be said about master medical leverage and operating depth, and it means the buyer has to ask for the facts a larger PEO would print on its website.
Comploy is built for Colorado and Mountain West small employers. A company spread across many states needs a national service bench and should compare a national PEO that writes its industry.
When a client is evaluating Comploy, these are the three alternatives we most often put on the shortlist. The rationale below explains when each one beats Comploy and when it doesn't. For the full comparison on cost, benefits and service, read Comploy alternatives compared.
A national CPEO with a franchise and hospitality practice that also writes higher-risk classes and single-employee accounts, for a hospitality or multi-unit operator that wants IRS certification.
Read full review →The Rocky Mountain alternative that bundles accounting, recruiting and managed IT with co-employment; it carries the same credential gap, so compare on service scope.
Read full review →A family-owned Intermountain West PEO with local named service teams and a six-plan medical program, for a Mountain West employer outside the hard-to-place industries.
Read full review →A 15-minute call, then we shortlist the alternatives, gather quotes, and sit in the negotiation calls. Free to you, our fee is paid by the PEO you ultimately pick, at the same rate regardless of which one.
No. Comploy is not on the IRS CPEO list and is not ESAC accredited. If your finance team requires either credential, compare a certified PEO that writes your industry.
Small businesses of roughly 5 to 150 employees, with the best fit between 10 and 75, from single-site operators to multi-location retailers.
It is based in Wheat Ridge, Colorado, and focuses on Colorado and Mountain West small employers.
No. Quotes are per client, as PEPM or a percentage of payroll. Ask for both the PEO and the ASO structure priced at your headcount.
The absence of both CPEO certification and ESAC accreditation, together with undisclosed scale: no published founding year, staff count or worksite employee count. Ask for financial statements and a workers' compensation carrier confirmation.
Both write hospitality and higher-risk classes that national PEOs decline. INFINITI HR is an IRS-certified national PEO built around franchise and multi-unit operators; Comploy is a Colorado PEO and ASO with an in-house insurance agency and a cannabis practice. Certification and national reach favor INFINITI HR; a Colorado cannabis or child care operator may find Comploy the more practical fit.
Yes. Cannabis operators needing compliant payroll and payments are one of its stated target industries, which few PEOs will serve.
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