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Adams Keegan operates as a PEO, which means a hotel or hospitality business that signs on becomes a co-employer with Adams Keegan under its tax ID. Payroll, benefits, and a chunk of your HR liability shift to a Memphis-based company running its own branded platform called Efficenter. For a small boutique property just trying to get benefits access, that tradeoff can work.
But here’s the catch. Adams Keegan has zero published reviews on G2, Capterra, or Hotel Tech Report. Zero. For a company asking hotel operators to hand over co-employment of their staff, that’s a real gap. There’s no independent way to check whether the service holds up once the honeymoon period ends.
Below are five real alternatives for hotel and hospitality HR teams, starting with the one built specifically for operators who want their own EIN, their own control, and a support team that actually answers the phone.
Best Adams Keegan Alternatives for Hotel and Hospitality HR
- Netchex: Best for hotels and hospitality groups ready to leave a PEO for direct HCM software with a dedicated Account Manager and no co-employment.
- TriNet: Best for properties wanting to stay in a PEO model but with a more established national footprint.
- ADP TotalSource: Best for hotel groups wanting a PEO backed by a large national payroll provider. Reviewers and brokers describe slow support and hard-to-read fees.
- Insperity: Best for hospitality businesses wanting broader PEO benefits access, though reviewers rate its service and support lower than Netchex’s.
- G&A Partners: Best for hospitality operators wanting a Texas-based PEO alternative to Adams Keegan’s Memphis footprint, with the same co-employment tradeoffs.
How We Evaluated These Platforms
We looked at hospitality-specific functionality like tip management and shift differentials, native time and attendance, service and support quality, and whether the model requires co-employment. Independent review availability mattered too. A vendor that can’t be checked on G2, Capterra, or a hospitality-specific site like Hotel Tech Report is a harder sell for a business handing over employer status.
Data was pulled from G2, Capterra, Trustpilot, Yelp, and each vendor’s own site. Claims about Adams Keegan were last verified in September 2026.
1. Netchex: Direct HCM Software Built for Hourly Hotel Teams
Netchex was founded in Louisiana in 2003 for the businesses that keep America running, and hotels are a core part of that. Front desk staff, housekeeping, maintenance, and food and beverage all run on different schedules with different pay rules, and Netchex was built around that reality instead of around a corporate office job.
You keep your own EIN. No co-employment, no shared liability, no third party sitting between you and your staff. You get a dedicated Account Manager, free white-glove implementation in about six weeks, and a US-based, FPC-certified service team that answers 90% of calls in under a minute. And unlike Adams Keegan, Netchex has published reviews you can check on G2 and Capterra.
Netchex has been a game changer for our payroll and HR processes. Their customer service team is always available and quick to resolve any issues we run into.
Source: Verified Reviewer, HR Manager, G2
| Strengths | Considerations |
| ✓ You keep your own EIN, no co-employment | ✗ Your team runs payroll itself instead of handing it to a PEO |
| ✓ Tip management, shift differentials, and OT built in | ✗ Requires a short implementation period vs instant PEO signup |
| ✓ Dedicated Account Manager for every customer | |
| ✓ Native time & attendance across multiple properties | |
| ✓ 4.5/5 on G2, independently verifiable | |
| ✓ 90% of calls answered in under 1 minute, with first-call resolution | |
| ✓ 4.8/5 customer satisfaction and an 8.9/10 G2 Quality of Support score | |
| ✓ Free, project-managed implementation in about 6 weeks |
2. TriNet: A Larger PEO, Same Co-Employment Model
TriNet is one of the largest PEOs in the country and offers broad benefits access along with established compliance support. It’s a real step up from a small regional PEO in terms of scale. That said, the underlying model is unchanged. Your hotel’s staff are still co-employed, and Capterra reviewers describe limited customization within TriNet’s industry bundles, rising per-employee costs at scale, and inconsistent account rep continuity.
On Trustpilot, TriNet holds a 1.4/5 rating across 124 reviews, with reviewers citing customer-service responsiveness issues, especially under its newer service model.
| Strengths | Considerations |
| ✓ Large PEO with broad benefits access | ✗ Co-employment structure limits flexibility |
| ✓ Established compliance support | ✗ Account rep continuity reported as inconsistent |
Sources: TriNet on Trustpilot | TriNet on Capterra
3. ADP TotalSource: National Scale, Corporate Feel
ADP TotalSource is ADP’s PEO offering, backed by a public payroll company founded in 1949. For a hotel group that wants the safety of a household name, that matters. Reviewers and brokers, though, describe slow support, which can be a rough fit for a property manager who needs quick answers during a Friday night rush.
One G2 reviewer wrote that despite a promised dedicated support agent, “you seldom get one.” PEO broker themissionhr.com lists slow customer support and a lack of transparency in quotes and fee structures among its concerns.
| Strengths | Considerations |
| ✓ Backed by ADP’s national payroll infrastructure | ✗ Slow support reported by reviewers and brokers |
| ✓ Master health plan with multiple national carriers | ✗ Co-employment structure limits flexibility |
Sources: ADP TotalSource on G2
4. Insperity: Broad PEO Benefits, Lower Support Ratings
Insperity is one of the best-known PEOs and pairs a hotel’s HR needs with a wide benefits network. On independent review sites, though, its service scores trail Netchex’s. Insperity holds roughly a 3.9/5 rating on G2 with an 8.0/10 Quality of Support score, both below Netchex’s 4.5/5 and 8.9/10. Reviewers also describe support thinning out after the initial onboarding period, once the assigned team settles into steady state.
| Strengths | Considerations |
| ✓ Established, well-known PEO with broad benefits access | ✗ Co-employment means shared liability and less direct control |
| ✓ National account support infrastructure | ✗ G2 Quality of Support score of 8.0/10, below Netchex’s 8.9/10 |
5. G&A Partners: A Regional PEO Alternative to Adams Keegan
G&A Partners is a Houston-based PEO founded in 1995 that, like Adams Keegan, works through a network of regional offices. Its Yelp rating sits around 2.6/5 across 14 reviews, and some lower-rated reviews cite payroll-accuracy issues and slow issue resolution. If you’re specifically trying to move away from Adams Keegan but still want to stay inside a PEO structure, G&A Partners is a reasonable lateral move. It doesn’t solve the underlying issue, though. You’re still co-employed, and switching from one regional PEO to another doesn’t get your business its own EIN back.
| Strengths | Considerations |
| ✓ Named client-advocate support model | ✗ Still a co-employment PEO structure |
| ✓ Founded in 1995, with regional offices | ✗ About 2.6/5 on Yelp (14 reviews) |
Why Hotel Operators Are Rethinking the PEO Model
A PEO can look appealing when a hotel is small and just needs benefits access fast. The math changes once a property grows, adds locations, or starts caring about who actually controls its HR data. Co-employment means your staff legally sit under the PEO’s tax ID, not yours. That’s a real tradeoff, not a footnote.
Your admins lose control of their own workflows. With Adams Keegan or any PEO on this list, payroll processing, tax filing, benefits enrollment, and compliance run inside the PEO’s service model and systems. Your hotel team requests changes instead of configuring them, even when a property needs a new pay rule this week.
Your employees become their employees. Under co-employment the PEO is an employer of record, so wages report under its tax ID and benefits are often its plan. Leaving means moving payroll, benefits, and workers’ comp back to your business, property by property.
Fees stack up as you grow. PEOs charge per employee or as a percentage of payroll, so the bill climbs with every hire and raise, on top of wages, taxes, benefits premiums, and workers’ comp. TriNet reviewers cite rising per-employee costs at scale, and a broker flags opaque fee structures at ADP TotalSource.
Direct HCM software flips that. You keep your own EIN, your own control, and your own relationship with your team, while still getting the benefits administration, compliance support, and payroll accuracy a PEO promised in the first place. That’s the gap Netchex was built to close for hospitality operators specifically.
Curious how this plays out in practice for a hotel comparing Adams Keegan’s Efficenter platform directly against Netchex? Read Adams Keegan vs Netchex for Hotel Payroll and HR in 2026 for a full side-by-side.
See the full comparison: Netchex vs. Adams Keegan, including service, features, and switcher reviews.
Frequently Asked Questions
Netchex is direct HCM software built specifically for hourly, multi-location hospitality workforces. You keep your own EIN instead of entering co-employment, and you get a dedicated Account Manager plus tip management, shift differentials, and overtime built directly into payroll, with free, project-managed implementation in about six weeks.
As of this writing, Adams Keegan has zero published reviews on G2, Capterra, or Hotel Tech Report. That means there is no independent, third-party way to verify its service quality before you sign a co-employment agreement, which is worth weighing carefully for a decision this big.
It depends on size and priorities. A PEO can work for a very small property that mainly wants fast benefits access. Once a hospitality business grows past a couple dozen employees or adds locations, most operators want their own EIN back along with more direct control over HR data, which is where direct HCM software like Netchex fits.
Netchex provides free, project-managed implementation in about six weeks, including data import and support for transitioning out of a co-employment arrangement. Plan early for your own workers’ comp policy and benefits plans with your broker, and a dedicated Account Manager stays with you once you go live.
Ready to Leave the PEO Model Behind?
See how Netchex handles payroll, HR, benefits, and time tracking directly for hotels and hospitality groups, with a real person answering the phone.
This guide reflects publicly available product information and independent reviewer data (G2, Capterra, Trustpilot, Yelp, Better Business Bureau, Reddit, Software Advice, GetApp) as of 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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