HR · head to head
Insperity vs Multiplier
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
- They diverge on capability: Insperity covers Co-employment PEO, Multiplier covers Global Employment.
- Prices and features above were last checked on 31 August 2026.
Where they differ
Only the attributes on which Insperity and Multiplier actually diverge.
| Attribute | Insperity | Multiplier |
|---|---|---|
| Starting price | On request | $40/month |
| Pricing model | quote | subscription |
| Founded | Unknown | 2020 |
Identical on both: free tier (No), platforms (Web, iOS, Android), 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 Insperity
- Co-employment PEO
- Master health plan
- Assigned HR specialists
- Payroll processing
- Workers compensation
- Insperity Premier portal
- Retirement plan
- Recruiting services
Only in Multiplier
- Global Employment
- Payroll
- Benefits
- Compliance
- Contractor Management
- Multi-currency Payments
- BambooHR
- Workday
What people use each for
The jobs each tool is most often brought in to do.
Insperity
- A 40 person US company that cannot get competitive medical rates on its own and wants pooled large-group covernot Multiplier
- A firm hiring across several states that does not want to open and maintain employment tax registrations in each onenot Multiplier
- A founder-run business with no HR function that needs defensible advice on terminations and classificationnot Multiplier
- A company that wants workers compensation, benefits and payroll under one contract rather than three vendorsnot Multiplier
Multiplier
No use cases recorded yet. See the Multiplier review.
Where each one falls short
Documented limitations, not opinions. Every one is a constraint you would hit in normal use.
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.
Multiplier
Nothing recorded yet. See the Multiplier review.
Pricing, plan by plan
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
Multiplier
$40/month- Contractor$40/month
- Contractor Management
- Payments
- Compliance
- Employer of Record$400/month
- Global Employment
- Payroll
- Benefits
Which should you pick?
Choose Insperity if
- You need co-employment peo.
- You work on Web, iOS, Android.
- You also want master health plan.
Choose Multiplier if
- You need global employment.
- You work on Web, Ios, Android.
- You also want payroll.
Questions people ask
- Is Insperity or Multiplier better?
- Neither clearly leads. Insperity starts at On request and Multiplier at $40/month, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
- Which is cheaper, Insperity or Multiplier?
- Insperity starts at On request and Multiplier at $40/month.
- Does Insperity or Multiplier run on more platforms?
- Insperity runs on Web, iOS, Android. Multiplier runs on Web, Ios, Android.
- What is Insperity best used for?
- Insperity is most often used for a 40 person us company that cannot get competitive medical rates on its own and wants pooled large-group cover, a firm hiring across several states that does not want to open and maintain employment tax registrations in each one, a founder-run business with no hr function that needs defensible advice on terminations and classification, a company that wants workers compensation, benefits and payroll under one contract rather than three vendors. Of those, a 40 person us company that cannot get competitive medical rates on its own and wants pooled large-group cover and a firm hiring across several states that does not want to open and maintain employment tax registrations in each one are not what Multiplier is typically brought in for.
- What can Insperity do that Multiplier cannot?
- Insperity covers Co-employment PEO, Master health plan, Assigned HR specialists, Payroll processing. Multiplier covers Global Employment, Payroll, Benefits, Compliance.
Answered from the vendors’ own pages
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.
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.
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.
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.
Related pages
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