HR · head to head
Humaans vs Insperity
Humaans
HR
API-first HRIS for fast-growing companies that treat employee data as a system of record other tools read from
- From
- On request
- Rated
- -
Insperity
HR
US professional employer organisation providing co-employed HR, payroll and pooled benefits for small and mid-sized companies
- From
- On request
- Rated
- -
The short version
- Each has a real cost: Humaans there is no payroll engine anywhere in the product, so every country you employ in still needs its own payroll vendor and a synchronisation that someone owns when it breaks.; Insperity insperity employs staff only in the United States, so the moment you hire a person abroad you need a separate employer of record and end up running two employment models side by side.
- They diverge on capability: Humaans covers Employee records, Insperity covers Co-employment PEO.
- Prices and features above were last checked on 31 August 2026.
Where they differ
Only the attributes on which Humaans and Insperity actually diverge.
Identical on both: starting price (On request), pricing model (quote), free tier (No), user rating (Not yet rated), category (HR).
What each one covers
Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.
Only in Humaans
- Employee records
- Workflows
- Time off
- Open API and webhooks
- Onboarding
- Reporting
- App directory
- Self service
Only in Insperity
- Co-employment PEO
- Master health plan
- Assigned HR specialists
- Payroll processing
- Workers compensation
- Insperity Premier portal
- Retirement plan
- Recruiting services
What people use each for
The jobs each tool is most often brought in to do.
Humaans
- A 150 person technology company that wants employee data clean enough to drive access provisioning automaticallynot Insperity
- An operations team that will build against an API rather than wait for a vendor integrationnot Insperity
- A company replacing spreadsheets and Google Drive folders in weeks rather than running a six month HRIS projectnot Insperity
- A multi-country employer that already has payroll handled per country and needs one consolidated employee recordnot Insperity
Insperity
- A 40 person US company that cannot get competitive medical rates on its own and wants pooled large-group covernot Humaans
- A firm hiring across several states that does not want to open and maintain employment tax registrations in each onenot Humaans
- A founder-run business with no HR function that needs defensible advice on terminations and classificationnot Humaans
- A company that wants workers compensation, benefits and payroll under one contract rather than three vendorsnot Humaans
Where each one falls short
Documented limitations, not opinions. Every one is a constraint you would hit in normal use.
Humaans
- There is no payroll engine anywhere in the product, so every country you employ in still needs its own payroll vendor and a synchronisation that someone owns when it breaks.
- Applicant tracking, learning and benefits administration are absent, meaning a company wanting a single supplier will buy three or four contracts to match what a suite sells as one.
- Acquisition by Employment Hero in 2024 puts an independent, integration-first product inside a vendor that sells a bundled employment platform, and buyers should ask directly how long the standalone product will be sold on its own terms.
- Per employee per month pricing with tiered features means the cost rises with headcount growth at exactly the point a scale-up is least willing to renegotiate, and useful features such as workflows sit above the entry tier.
- Country-specific compliance depth is limited, so statutory leave rules, local document requirements and reporting obligations often need configuring by hand rather than arriving as a maintained country pack.
Insperity
- Insperity employs staff only in the United States, so the moment you hire a person abroad you need a separate employer of record and end up running two employment models side by side.
- Benefit plan design, carrier and network are set across the whole pool, so a client cannot chase a better local network or a cheaper plan without leaving the PEO entirely.
- Leaving mid-year restarts state unemployment wage bases in several states, which produces an unbudgeted tax bill in the year you exit and effectively locks clients into January transitions.
- Pricing is quoted per employee per month or as a percentage of payroll and is repriced annually alongside pooled medical renewals, so a good first-year number tells you very little about year three.
- The Insperity Premier technology has lagged standalone HRIS products on reporting, workflow and integrations, which is why the company has turned to a joint build with Workday rather than closing the gap alone.
Pricing, plan by plan
Humaans
On request- Humaans$undefined/year
- Priced per employee per month with tiered feature sets
- Employee records, time off and documents
- Workflows and reporting on higher tiers
Insperity
On request- Workforce Optimization$undefined/year
- Full-service co-employment PEO
- Master medical, dental and vision plan
- Payroll and employment tax filing
- Workforce Synchronization$undefined/year
- Lighter co-employment for larger organisations
- Client retains more benefit plan control
- Payroll and compliance administration
Which should you pick?
Choose Insperity if
- You need co-employment peo.
- You work on Web, iOS, Android.
- You also want master health plan.
Questions people ask
- Is Humaans or Insperity better?
- Neither clearly leads. Humaans starts at On request and Insperity at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
- Which is cheaper, Humaans or Insperity?
- Humaans starts at On request and Insperity at On request.
- Does Humaans or Insperity run on more platforms?
- Humaans runs on Web. Insperity runs on Web, iOS, Android.
- What is Humaans best used for?
- Humaans is most often used for a 150 person technology company that wants employee data clean enough to drive access provisioning automatically, an operations team that will build against an api rather than wait for a vendor integration, a company replacing spreadsheets and google drive folders in weeks rather than running a six month hris project, a multi-country employer that already has payroll handled per country and needs one consolidated employee record. Of those, a 150 person technology company that wants employee data clean enough to drive access provisioning automatically and an operations team that will build against an api rather than wait for a vendor integration are not what Insperity is typically brought in for.
- What can Humaans do that Insperity cannot?
- Humaans covers Employee records, Workflows, Time off, Open API and webhooks. Insperity covers Co-employment PEO, Master health plan, Assigned HR specialists, Payroll processing.
Answered from the vendors’ own pages
Humaans: Does Humaans run payroll?
No. It holds the employee record and pushes data to payroll providers. You buy payroll separately in each country.
Insperity: Does Insperity publish its pricing?
No. It quotes per employee per month or as a percentage of payroll after reviewing your headcount, state mix and claims history, and it reprices at each annual renewal.
Humaans: Who owns it now?
Employment Hero acquired Humaans in 2024. It continues to be sold, but the parent company also sells a bundled employment platform.
Insperity: Am I still the employer?
You direct the work and decide who is hired and fired. Insperity is co-employer for tax, benefits and certain compliance purposes, and it holds the registrations that wages are reported under.
Humaans: Is the API genuinely complete?
Yes. It is the design centre of the product rather than an afterthought, with documented REST endpoints and webhooks across the core objects.
Insperity: Can Insperity employ people outside the United States?
No. It is a US-only PEO. International hiring needs a separate employer of record such as Deel or Velocity Global.
Humaans: How long does implementation take?
Typically weeks. There is no configuration consultancy requirement, which is a large part of why teams choose it over a mid-market suite.
Insperity: What happens to my benefits if I leave?
You have to source your own carriers and plans from scratch and your employees move to new networks, which is why most exits are timed for 1 January.
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