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When you had one location, handing HR to a PEO felt like a shortcut. Now you run four, maybe ten, and every new unit means another request to your co-employer, another line on a fee you can’t fully see, and another group of employees on a benefits plan you didn’t choose. That’s usually when franchise owners start looking at Infiniti HR alternatives.
Infiniti HR, founded in 2008 and based in Columbia, Maryland, markets itself as “The PEO for Franchises®.” It’s an IRS-Certified PEO with genuine franchise credentials, including Premium Supplier status with the International Franchise Association. It’s also a co-employer, and that shapes everything else about the relationship.
Here are five options. One takes you out of the PEO model entirely. The other four are PEOs, and we’ll be clear about what you’d be trading.
Best Infiniti HR Alternatives at a Glance
- Netchex: Best for franchise operators who want to run payroll and HR across every location themselves, with no co-employment.
- TriNet: Best if you want a large, long-running PEO, or its HR Plus option without co-employment.
- Insperity: Best for mid-sized operators who want to stay in a full-service PEO.
- VensureHR: Best for owners who want a very large PEO footprint and can live with frequent acquisitions.
- CoAdvantage: Best for smaller operators who want a non-PEO starting tier from a PEO company.
How We Evaluated These Infiniti HR Alternatives
Franchise operators tend to hit the same three walls with a PEO, so we judged each option against them. Does it require co-employment? Who controls payroll and HR changes at the unit level? And what happens to the cost as you open locations and add crew?
Reviewer data comes from G2, Capterra, Trustpilot, StaffMarket, and independent PEO scoring where it exists. Infiniti HR details come from its own website and press releases. Everything was checked in September 2026.
1. Netchex: Every Unit, Your Employees
Netchex isn’t a PEO. It’s payroll and HR software your own team runs, so your crew stays on your payroll, under your own EIN. You keep your own benefits plans and the broker you already work with. Nobody else shares your employer status, and nobody else picks the plan your managers enroll in.
Netchex was built for hourly, multi-location businesses with lean HR teams, which is most franchise groups. Payroll, time and attendance, benefits administration, recruiting, onboarding, and performance run in one system you configure. Most teams finish payroll in about 15 minutes with OneScreen Payroll. A US-based, FPC-certified team answers 90% of calls in under a minute, and every customer gets a dedicated Account Manager.
Moving off Infiniti HR takes planning, and Netchex plans it with you. Implementation is free, project-managed, includes data import, and takes about six weeks.
The entire staff, from sales to implementation to service, has been stellar in their delivery. The culture of Netchex is one of a company that demonstrates the importance of relationships with clients.
Source: David Faunce, Partner, KM Consulting
| Strengths | Considerations |
| ✓ No co-employment: you stay the sole employer at every location | ✗ No IRS-Certified PEO protections, because there’s no PEO in the picture |
| ✓ Your own benefits plans and your own broker | ✗ You’ll place your own workers’ comp policy through your broker |
| ✓ Your team configures its own payroll and HR workflows | |
| ✓ 4.8/5 customer satisfaction, 8.9/10 G2 Quality of Support | |
| ✓ Free, project-managed implementation, 96% implementation satisfaction |
2. TriNet: Big PEO, Two Models
TriNet has been in the PEO business since 1988 and is now based in Dublin, California. Its core PEO is co-employment, just like Infiniti HR. It also sells HR Plus, an ASO model with no co-employment, which gives you a way to keep TriNet’s HR support without sharing employer status.
Reviewers aren’t thrilled. TriNet sits at 3.9/5 on Capterra across 145 reviews and 1.4/5 on Trustpilot across 124. Capterra reviewers also point to rising per-employee costs at scale, which is exactly the problem a growing franchise group is trying to escape.
| Strengths | Considerations |
| ✓ Long track record and national reach | ✗ Standard PEO is still co-employment |
| ✓ HR Plus option without co-employment | ✗ Reviewers cite per-employee costs that rise at scale |
Compare: Netchex vs. TriNet
3. Insperity: A Lateral PEO Move
Insperity is a household name among PEOs, and its sweet spot is companies that have outgrown informal HR without building a full department. For a franchise group, it’s a swap of one co-employer for another. Your people would still be co-employed, and benefits would still run through the PEO.
Its G2 numbers trail Netchex: roughly 3.9/5 overall and 8.0/10 for Quality of Support. Review aggregators list premium, rising cost, rigid administrative processes, and service that can thin out after onboarding among the most common complaints.
| Strengths | Considerations |
| ✓ Established full-service PEO | ✗ Co-employment, same as Infiniti HR |
| ✓ Dedicated implementation specialist during onboarding | ✗ Reviewers cite rising cost and rigid processes |
Compare: Netchex vs. Insperity
4. VensureHR: Scale Built by Acquisition
VensureHR, founded in 2004 in Chandler, Arizona, has grown mostly by buying other providers. Stone Point Capital acquired the company in 2021, and Vensure passed its 100th acquisition in 2026. For a franchisee, that raises a fair question: will the co-employer you sign with today be run the same way in three years?
Reviews are soft. VensureHR holds about 3.6/5 on G2 across 42 reviews and a 7.3/10 Quality of Support score. Reviewers mention an outdated platform, slow benefits processing, and fees that showed up after signing.
| Strengths | Considerations |
| ✓ Very large national PEO footprint | ✗ Co-employment, plus frequent ownership and platform changes |
| ✓ Named relationship contact for each client | ✗ Reviewers report unexpected fees after signup |
Compare: Netchex vs. VensureHR
5. CoAdvantage: A Lighter Tier, Same Core Model
CoAdvantage merged with PrimePay in 2025 under a shared private-equity owner, Aquiline Capital Partners. The combined company now sells a non-PEO tier next to its full co-employment PEO, which gives a small franchisee a lower-commitment way in.
Getting out is harder. An independent PEO scoring writeup from rfp.wiki rates CoAdvantage 2.6/5 on exit and data portability, citing reviewer reports of trouble regaining access after leaving. It rates cost transparency 2.7/5.
| Strengths | Considerations |
| ✓ Non-PEO starting tier alongside the PEO | ✗ Full PEO tier is still co-employment |
| ✓ Dedicated HR team for PEO clients | ✗ Low third-party scores for exit and cost transparency |
Compare: Netchex vs. CoAdvantage
Why Franchise Operators Outgrow Infiniti HR and Other PEOs
Most operators don’t leave over one bad payroll. They leave because the model stops fitting a multi-unit business.
Your admins stop running their own process. In a PEO, processing, filing, enrollment, and compliance run inside the PEO’s service model and systems. Your payroll lead goes from making changes to asking for them, one location at a time.
Your crew becomes the PEO’s crew. Co-employment makes the PEO an employer of record, and wages report under its tax ID. Infiniti HR’s own FAQ says it gives all co-employed staff “standardized” benefits. Leave, and every piece of that has to be rebuilt in your name.
The fee climbs with every door you open. Infiniti HR builds its quote around your “annual aggregate cost of labor,” and it doesn’t publish its fees. More units, more crew, and higher wages all mean a bigger bill, stacked on top of wages, taxes, premiums, and workers’ comp.
Direct payroll and HR software solves all three. You keep the employer relationship, your team keeps control of the workflow, and your cost isn’t tied to a co-employment fee. If you want to know exactly what the IRS-Certified PEO status covers, the IRS explains how Certified PEOs work.
Want the one-on-one comparison? Read Netchex vs. Infiniti HR: Which HR and Payroll Platform Is Right for Your Business in 2026? Or see the wider field in 5 Best PEO Alternatives for Growing Businesses.
Frequently Asked Questions
For an operator who wants out of co-employment, Netchex is the strongest choice. You stay the sole employer at every location, keep your own benefits plans and broker, and your team runs its own payroll and HR. Implementation is free, project-managed, and takes about six weeks.
Yes. Netchex is payroll and HR software, not a PEO, so there’s no co-employment at all. TriNet’s HR Plus and CoAdvantage’s lighter tier are non-PEO options sold by PEO companies. TriNet, Insperity, VensureHR, and CoAdvantage all still sell co-employment PEOs as their main offering.
PEOs usually charge an administrative fee per employee or as a percentage of payroll. Each new unit, seasonal hire, or raise pushes that fee higher. It’s charged on top of wages, employer taxes, benefit premiums, and workers’ comp, so total cost can climb faster than your location count suggests.
Infiniti HR provides standardized benefits to the staff it co-employs, so leaving means setting up plans in your own company’s name. Netchex works directly with your benefits broker during implementation and administers your plans in-house, so employees enroll in coverage your business owns instead of a PEO’s plan.
Ready to Take HR Back From Your PEO?
See how Netchex runs payroll, HR, benefits, and time tracking for multi-unit operators, with you as the only employer and a real person answering the phone.
This guide reflects publicly available product information and independent reviewer data as of September 2026. Feature availability may vary by plan. Contact each provider for current details.
Disclaimer: Any product roadmap or future plans provided herein are for informational purposes only. They do not represent a commitment to deliver any material, code, feature, or functionality. Plans may change without notification. The development, release and timing of any features or functionality described remain at the sole discretion of Netchex, its affiliates, and partners. Netchex does not give legal, tax, or accounting advice. You are responsible for ensuring your use of Netchex product meets your individual business and compliance requirements.
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