90 days before your renewal date is the right time. That's when you still have options. If your score points toward a switch, 90 days gives you enough runway to evaluate alternatives, get a quote, and implement without reacting to a deadline.

Almost every switch traces back to one of two things: a benefits renewal that came in too high with no alternatives offered, or a service breakdown — payroll errors, compliance misses, no one picking up the phone. Sometimes it's both. The scorecard is built around those two triggers because that's where most gaps show up first.

Ask for their 2025 data: what percentage of calls are answered within 60 seconds and what percentage of cases are closed within 24 hours. G&A answers 87.59% of calls within 20 seconds and closes 81.21% of cases within 24 hours. If your current provider can't give you comparable numbers in writing, that's the answer.

With most large PEOs, no. They require you to use their benefits structure. G&A allows carve-outs and will administer an open market plan if you choose to stay with your current broker. Get any flexibility commitment in writing before you sign.

Three documents to get a quote: your employee census, your current carrier renewal invoice, and your current summary of benefits. Implementation typically takes 6-7 weeks from signing to first live payroll. Starting the evaluation at 90 days means you have time to make the right call without pressure.

A strong score means your provider is delivering. Renewal makes sense. But knowing exactly what you have and what it's worth is reason enough to spend 15 minutes seeing what's out there.