A clear-eyed head-to-head comparison of ADP TotalSource and Insperity — pricing, service model, software, benefits, and where each one fits best. Updated for 2026.
| Attribute | ADP | Insperity |
|---|---|---|
| Best for | 50–10,000+ employees | 20–500 employees |
| Tag | Enterprise scale | Mid-market premium |
| CPEO certified | Yes | Yes |
| ESAC accredited | Yes | Yes |
| Typical pricing | $130–$200 PEPM (~6%–10% of payroll on bundled pricing). Higher end for large organizations. | $140–$220 PEPM. Premium pricing reflects high-touch service model. |
| Service model | Mature enterprise model with deep multi-state and federal contractor capabilities. Named HR business partner plus extensive specialist pool. Larger client account teams. | Premium high-touch service — named HR business partner, named payroll specialist, named benefits counselor. Multiple touchpoints per client. Industry-leading service satisfaction scores. |
| Health benefits | Aetna, UnitedHealthcare, Cigna, Kaiser. Strong national network access and large group-style buying power. | UnitedHealthcare master plan plus regional carrier access (BCBS, Aetna, Kaiser, Cigna). Strong rate stability year-over-year. |
| Technology | ADP Workforce Now backbone — robust, configurable, extensive reporting and analytics. Some legacy UX feel; payroll/tax engine is best-in-class. | Insperity Premier platform — modern, clean UX, mobile app. Less customization depth than ADP but easier to use day-to-day. |
| ICHRA support | Yes — supports ICHRA administration and integration with marketplace plans. | Yes — supports ICHRA as an alternative to group plans, with administration through a Triton Benefits partner channel. |
Mid-to-large businesses (75+ employees), federal contractors, multi-state operations, regulated industries that need depth of specialist support.
Established mid-market businesses (25–500 employees) that want a strategic HR partner, not just payroll/benefits administration. Particularly strong for professional services, healthcare, and multi-state operations.
The choice between ADP TotalSource and Insperity comes down to your size, complexity, and what kind of service relationship you want.
Choose ADP TotalSource if mid-to-large businesses (75+ employees), federal contractors, multi-state operations, regulated industries that need depth of specialist support.
Choose Insperity if established mid-market businesses (25–500 employees) that want a strategic hr partner, not just payroll/benefits administration. particularly strong for professional services, healthcare, and multi-state operations.
For a personalized recommendation that factors in your industry, headcount, location, and specific compliance needs, take our 2-minute quiz — we'll evaluate both of these against the rest of the 30+ PEOs we work with and recommend the three that actually fit.
ADP typically prices at $130–$200 PEPM (~6%–10% of payroll on bundled pricing). Higher end for large organizations.. Insperity typically prices at $140–$220 PEPM. Premium pricing reflects high-touch service model.. Actual pricing depends on your headcount, industry, and benefits selections — request custom quotes from both to compare.
Yes — moving between PEOs is mid-year possible but most companies time switches to coincide with January 1 (to align with benefits plan year and to reset payroll year-to-date wage bases). Plan 60–90 days for transition.
ADP: Yes. Insperity: Yes. CPEO certification means the PEO assumes federal payroll tax liability — important in regulated industries.
Both ADP and Insperity offer master 401(k) plans you can join. Investment lineups and fees vary — compare expense ratios and employer match flexibility during sales process.
Easiest path: use our matching quiz — we'll share your profile with both (if they fit your business) and you'll get apples-to-apples quotes. Otherwise contact each PEO's sales team directly with your headcount, industry, and zip code.
Tell us about your business in 2 minutes — we'll match you with the three PEOs that actually fit. Free service.