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Your credit union opened two new branches this year. Or your medical practice merged with the group across town. Either way, headcount jumped, and so did the PEO invoice. Meanwhile your HR lead still can’t change a pay rule without putting in a request with the PEO. That’s usually when owners start comparing LandrumHR alternatives.
LandrumHR, now branded Landrum HR Solutions, is a family-owned, IRS-Certified PEO founded in Pensacola in 1970. It serves employers across the Gulf Coast and Southeast, and its published testimonials lean heavily on banks, credit unions, and medical practices. It also works the way every PEO does. It becomes a co-employer, takes responsibility for your wage taxes, and puts your employees on its PEO health plans.
Below are five alternatives. One takes you out of co-employment entirely. The other four are PEOs, and we’ll be clear about which problems each one solves and which it doesn’t.
Best Landrum Alternatives at a Glance
- Netchex: Best for Gulf Coast and Southeast businesses that want to run payroll and HR in-house, with no co-employment.
- TriNet: Best if you want a national PEO, or its HR Plus option without co-employment.
- Insperity: Best for mid-sized companies that want to stay in a full-service PEO.
- VensureHR: Best for buyers who want a very large PEO and accept an acquisition-driven company.
- Justworks: Best for very small, tech-forward teams comfortable in a PEO.
How We Evaluated These LandrumHR Alternatives
We focused on the questions a growing Landrum client actually faces. Does the option keep you in co-employment? Who controls the daily payroll and HR setup? And how does the cost behave as you add people and give raises?
Reviewer data comes from G2, Capterra, Trustpilot, and third-party PEO scoring where available. Landrum details come from its own site, its press releases, and the IRS Certified PEO listing, all checked in September 2026.
1. Netchex: Keep the Employer Relationship
Netchex is payroll and HR software, not a PEO. Your employees stay your employees, your wages report under your own EIN, and your benefits plans belong to your company, set up with the broker you choose. It’s a Louisiana company, founded in 2003, so you keep a Gulf South partner without keeping a co-employer.
Your team gets real control. Payroll, time and attendance, benefits administration, recruiting, onboarding, and performance run in one system you configure, and most teams run payroll in about 15 minutes with OneScreen Payroll. When you need help, a US-based, FPC-certified team answers 90% of calls in under a minute, and every customer has a dedicated Account Manager.
Moving off a PEO is a project, and Netchex treats it that way. Implementation is free, project-managed, includes your 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 | ✗ No IRS-Certified PEO protections, since there’s no PEO relationship |
| ✓ Your own benefits plans and your own broker | ✗ No PEO workers’ comp policy; you place coverage with your own carrier |
| ✓ Your team configures its own payroll and HR workflows | ✗ Leaving a PEO takes a planned implementation, about six weeks |
| ✓ 4.5/5 on G2, 8.9/10 G2 Quality of Support | |
| ✓ Free, project-managed implementation with 96% implementation satisfaction |
Compare: Netchex vs. LandrumHR
2. TriNet: A National PEO With an ASO Option
TriNet is one of the biggest PEOs in the country. Its standard offering is co-employment, like Landrum’s. It also sells TriNet HR Plus, an ASO model without co-employment, which took over the former Zenefits customer base after TriNet acquired Zenefits in 2022.
Capterra reviewers mention limited customization inside industry-specific bundles, rising per-employee costs at scale, and account rep turnover. Trading a family-owned regional PEO for a national one can mean trading a familiar HR partner for a rotating one.
| Strengths | Considerations |
| ✓ National scale and broad PEO benefits | ✗ Standard PEO is still co-employment |
| ✓ HR Plus option without co-employment | ✗ Reviewers cite rising per-employee costs and rep turnover |
Compare: Netchex vs. TriNet
3. Insperity: Full-Service PEO, Mixed Reviews
Insperity is a big-name PEO built for businesses that have outgrown informal HR but don’t want a full in-house team. Moving from Landrum to Insperity is a lateral step. You’d still be in co-employment, just with a larger provider.
Reviewers are lukewarm. Insperity holds roughly 3.9/5 on G2 and 8.0/10 for Quality of Support. Aggregated complaints center on rising cost, rigid administrative processes, and service that fades after onboarding.
| Strengths | Considerations |
| ✓ Established PEO with broad benefits access | ✗ Co-employment, same as Landrum |
| ✓ Dedicated implementation specialist at onboarding | ✗ Reviewers cite rising cost and rigid processes |
Compare: Netchex vs. Insperity
4. VensureHR: Scale Built on Acquisitions
VensureHR, based in Chandler, Arizona, is about as far from Landrum’s family-run model as a PEO gets. It’s backed by Stone Point Capital and has grown through a long run of acquisitions, reaching its 108th by April 2026. That brings scale. It can also mean systems and service teams that change as companies get folded in.
Reviews reflect that. VensureHR holds 3.6/5 on G2 across 42 reviews, with a 7.3/10 Quality of Support score. Reviewers describe payroll errors, a dated platform, slow benefits updates, and unexpected fees after signup.
| Strengths | Considerations |
| ✓ Very large PEO footprint | ✗ Still co-employment |
| ✓ Reviewers praise personal support during onboarding | ✗ 3.6/5 on G2, with complaints about unexpected fees |
Compare: Netchex vs. VensureHR
5. Justworks: Simple App, Same Co-Employment
Justworks was founded in New York in 2012 for small, tech-forward teams. Setup is quick and the interface is clean. It’s still a PEO, though, so the co-employment question doesn’t go away.
Trustpilot sentiment is weak: 1.9/5 across 34 reviews, with repeated complaints about slow or unresponsive support. One reviewer said the platform felt thin past 100 employees. For a multi-branch bank or medical group, that’s a warning sign.
| Strengths | Considerations |
| ✓ Modern, easy-to-use interface | ✗ Still co-employment |
| ✓ Quick setup for small teams | ✗ 1.9/5 on Trustpilot, with support complaints |
Compare: Netchex vs. Justworks
Why Growing Southeast Businesses Leave Landrum and Other PEOs
Good service doesn’t cancel out the structure. Three things tend to push growing clients out.
Your admins lose the controls. In a PEO, processing, filing, enrollment, and compliance live inside the PEO’s service model and systems. At Landrum, that’s the MyLandrum platform and an assigned HR Business Partner. Helpful people, but your team still asks where it used to act.
Your employees become their employees. Landrum’s FAQ describes paying taxes on wages paid to its employees, meaning your staff. Health coverage runs through its PEO plans, and workers’ comp through its policy. Leaving means rebuilding every piece in your own name.
The fees climb with you. PEOs usually charge per employee or as a percentage of payroll, and Landrum quotes on request. Every new branch, provider, or raise pushes the fee up, stacked on wages, employer taxes, premiums, and workers’ comp.
Direct payroll and HR software solves all three. You keep the employer relationship, your team owns the workflow, and your costs aren’t tied to a co-employment fee. If you want the details on what certification does and doesn’t cover, the IRS explains Certified PEOs here.
Want the side-by-side? Read Netchex vs. LandrumHR: 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 a business ready to leave co-employment, Netchex is the strongest Landrum alternative. You stay the sole employer on your own EIN, 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 also sells HR Plus, an ASO model without co-employment. TriNet’s core offering, Insperity, VensureHR, and Justworks are all co-employment PEOs, so switching among them keeps the same basic structure you have with Landrum.
PEOs typically charge an administrative fee per employee or as a percentage of payroll. Adding staff raises it, and so do raises. The fee is charged on top of wages, employer taxes, benefit premiums, and workers’ comp, so the total can grow faster than headcount alone would suggest.
Landrum clients get health coverage through its PEO plans and workers’ comp under its policy, so leaving means setting both up in your company’s name. Netchex works directly with your benefits broker during implementation and administers your plans in one system, so employees enroll in coverage your company owns.
Outgrowing Your PEO? Take HR Back.
See how Netchex runs payroll, HR, benefits, and time tracking for growing Southeast businesses, with you as the only employer.
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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