Know which PEO leads are worth a discovery call
The PEO services intake asks for employee headcount, which functions a prospect wants to outsource, and whether they're already with a PEO, while collecting payroll registers and benefits documents upfront so every discovery call starts with real data.
The exact intake your peo services leads complete
This is the real 7-question guided intake for PEO Services — the same flow your customers finish before you ever pick up the phone.
What a qualified peo services lead should tell you
Qualification for businesses exploring a co-employment arrangement to outsource payroll processing, benefits administration, HR compliance, and workers' compensation coverage to a PEO, based on company size, outsourcing scope, and current provider status.
- Many Employees Company Have
- Areas Outsource Through Peo
- Use Peo Or Similar
- Authorized Make Decisions About
- Have New Peo Arrangement
- In Which State Or
- Main Reason Considering Peo
The questions your team needs answered
Every peo services intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| How many employees does your company currently have? | Company size determines PEO fit and margin potential, with 5-19 and 20-99 employee bands weighted highest in the scoring model. |
| Which areas are you looking to outsource through a PEO? | Selecting multiple outsourcing areas like payroll and benefits administration signals a broader, higher-value engagement than a single-service request. |
| Do you currently use a PEO or similar co-employment provider? | Knowing whether a prospect already uses a PEO tells the sales team if they're pitching a competitive displacement or a first-time buyer. |
| Are you authorized to make decisions about HR and payroll vendors for your company? | Decision authority is weighted heavily because an unauthorized respondent needs a different follow-up path than someone who can sign off on a vendor. |
| When are you hoping to have a new PEO arrangement in place? | The desired start timeline shows how soon the arrangement needs to be in place, shaping how quickly a discovery call should be scheduled. |
| In which state or states are your employees primarily located? | Employee location determines multi-state compliance and licensing complexity a PEO needs to be prepared to address. |
| What is your main reason for considering a PEO? | The stated motivation, whether cost, compliance, or growth, tells the rep which value proposition to lead with on the call. |
How Cliont scores peo services leads
Every answer is weighted automatically — no manual review required.
Value signals
- 1-4 employees
- 5-19 employees
- 20-99 employees
- 100 or more employees
- Payroll processing
- Employee benefits administration
Urgency signals
- Immediately
Disqualifiers
- Not sure yet
See the lead your team receives
PEO Services Lead
From first click to qualified lead
Follow prospects and clients through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the project
Smart questions adapt to their project and capture the full scope.
They share the details
The scope and any documents come attached, so you can scope before the first call.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for peo services workflows
| Cliont capability | PEO Services application |
|---|---|
| Weighted scoring engine | Ranks leads higher when they fall in the 5-19 or 20-99 employee bands, matching the catalog's highest-weighted company sizes for PEO fit. |
| Multi-select intake fields | Captures every outsourcing area a prospect selects — payroll, benefits, compliance, workers' comp — so reps see the full engagement scope before the discovery call. |
| Decision-authority gating | Flags leads where the respondent isn't authorized to choose HR and payroll vendors, routing them to a nurture track instead of a booked call slot. |
| Free-text compliance capture | Records the states where a prospect's employees are located so reps can pre-check multi-state compliance needs before contacting a lead considering a PEO for that reason. |
| Document collection at intake | Gathers payroll registers, employee census data, and benefits documentation upfront, replacing back-and-forth email requests before the first discovery call. |
Common peo services lead scenarios
Mid-size company evaluating first PEO
A 20-99 employee business with no current PEO wants payroll, benefits, and HR compliance handled, and can move within 1-3 months — the intake flags this as a high-value, near-term opportunity.
Switching from an existing PEO
The lead already answers yes to using a co-employment provider, signaling a competitive displacement deal that needs a different discovery-call angle than a first-time buyer.
Researcher without purchasing authority
Someone fills out the form but isn't authorized to select HR and payroll vendors, so the lead is scored lower and routed for follow-up with the actual decision-maker instead of a booked call.
Multi-state employer chasing compliance
Employees are spread across several states and the stated reason is managing compliance risk, which tells your team to prep multi-state HR and payroll expertise before the call.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book projects
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More payroll and employer services intake templates
PEO Services lead-intake FAQs
How does the intake treat companies that already use a PEO versus first-time buyers?
The current PEO/co-employment question tells you upfront whether you're pitching a switch or a first purchase, so reps can adjust their discovery-call approach before dialing in.
What happens if the person filling out the form can't approve a vendor?
The decision-authority question is weighted so an unauthorized respondent still comes through, but scores lower, letting you nurture the lead toward the real buyer instead of booking a call too early.
Can the intake capture employees across multiple states?
Yes, a free-text field records where employees are primarily located, which is critical for PEOs assessing multi-state compliance and licensing before committing to a discovery call.
How do I see which services a lead actually wants outsourced?
The intake uses a multi-select question covering payroll processing, benefits administration, HR compliance, and workers' compensation, so you know the full scope of interest before you reach out.
Why do mid-size companies score higher than very small or very large ones?
Company size weights favor the 5-19 and 20-99 employee bands, reflecting where PEO engagements are typically most viable, while very small or 100+ employee companies score somewhat lower without being disqualified.
What documents does the intake collect before a call is booked?
It's built to gather a payroll register or employee census and current benefits documentation upfront, so your team reviews real numbers instead of starting the discovery call cold.
Turn peo services visitors into qualified clients
Give every peo services visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you take the first call.