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Independent review · Updated 2026

INFINITI HR Review, an independent broker's honest assessment.

INFINITI HR is the CPEO for the workforce the large national PEOs price aggressively or decline: franchise systems, hotels and restaurants, higher-risk hourly classes, and accounts as small as one W-2 employee. The caution is the credential picture: the IRS CPEO listing is current, but INFINITI HR does not appear in ESAC's accredited directory even though its own boilerplate cites ESAC accreditation, so ask for a current certificate of financial assurance before you sign.

Compare INFINITI HR against alternatives →See all reviews
✓CPEO certified✓Not ESAC accredited✓Verified 2026
2008
founded
Yes
CPEO certified
1+
min sweet-spot size
PEPM or percentage of wages
pricing model

Quick verdict: the TL;DR.

Our score
3.0/5
A real franchise and hospitality practice, CPEO certification since 2018 and willingness to write risk and size that others decline; held back by an unverified ESAC claim, several separate systems and thin reporting.
Best for
Franchise groups, multi-unit hospitality operators and higher-risk hourly employers of 20 to 250 across several locations, plus very small accounts most PEOs will not quote.
Worst for
Buyers who require verified ESAC accreditation, tech-first companies that want one unified platform, and white-collar firms that need deep performance and talent modules.
Sweet spot
1 to 500 employees (sweet spot: 20 to 250 across multiple units)
Pricing
Quoted per client; not published

We've placed clients with INFINITI HR across multiple industries and headcounts. The assessment below reflects what actually happens in real engagements, not what the INFINITI HR sales deck says happens, not what the affiliate review sites report based on commission spreads, and not what aggregated G2 stars suggest.

Company background: INFINITI HR.

INFINITI HR was founded in 2008, is headquartered in Maryland, and is privately held and founder-led, with about 100 corporate staff. It has been on the IRS CPEO list continuously since October 2018, so federal payroll tax liability transfers to the PEO under section 3511 for its clients.

Its distinctive position is the franchise and hospitality practice. The company is an International Franchise Association member and runs a dedicated franchise division office in Scottsdale, and its industries run to franchises, hotels and restaurants, healthcare and home care, construction and skilled trades, staffing and retail. It writes hospitality, construction and other higher-risk classes that many national PEOs will not quote, and it will write very small accounts, down to a single W-2 employee.

The commercial model is flexible: PEPM or a percentage of wages, with employer-of-record and ASO options alongside the PEO. What is not published is scale. INFINITI HR states no worksite employee count or client count, and while its marketing boilerplate cites ESAC accreditation, the company does not appear in ESAC's accredited PEO directory, a discrepancy we treat as unresolved until a certificate is produced.

Founded
2008
Ownership
Private (independent), founder-led, Maryland
CPEO
Yes, IRS certified
ESAC
No
Sweet spot
1 to 500 employees (sweet spot: 20 to 250 across multiple units)

Pricing: what to expect.

INFINITI HR quotes per client and publishes no rate. Pricing is PEPM or a percentage of wages, and for a multi-unit operator with hourly staff the choice matters: a percentage of wages scales with payroll and tips, PEPM scales with headcount. Ask for both and compare them on your own census across every location.

For a hospitality or construction group the workers' compensation line will carry most of the comparison, because that is the line the national PEOs either decline or load. Get the class rates in writing per location and state, and ask how the experience modification is treated.

Agreements are typically annual. Confirm the notice and exit terms in the client service agreement, and given the ESAC question, add a requirement that a current certificate of financial assurance be provided before the effective date and at each renewal.

Strengths: what INFINITI HR does well.

A franchise practice that is real

An International Franchise Association membership and a dedicated franchise division office in Scottsdale are more than a landing page. Multi-unit operators get a PEO that understands location-by-location payroll, hourly turnover and franchisor reporting rather than one that treats a 12-location system as 12 small accounts.

Writes the risk others decline

Hospitality, construction and skilled trades are the classes national PEOs price up or refuse. INFINITI HR writes them, which for a restaurant group or a trades contractor can be the difference between having a PEO option and not.

No account too small

Down to a single W-2 employee. Most of the market will not quote under five or ten, so a solo operator or a franchisee opening a first unit has an option here.

CPEO certification since 2018

A continuous IRS CPEO listing means federal employment tax liability moves to the PEO and the wage base carries over on a mid-year start. For a regional PEO of this size, that credential is worth noting.

Considerations: the things to weigh.

We frame these as considerations rather than negatives because most are real trade-offs rather than disqualifying flaws, but they are things we make sure clients understand before signing.

The ESAC claim does not match the directory

INFINITI HR's boilerplate cites ESAC accreditation; ESAC's accredited PEO directory does not list it. We do not know which is current, and we do not guess. Ask for a current certificate of financial assurance in writing before you sign, and make it a renewal condition. A buyer whose CFO weights financial assurance should treat this as open until resolved.

Several systems, not one platform

Payroll, time and benefits run on separate systems. The work gets done, but an employer whose team expects one app for everything will be moving between logins.

Thin reporting and talent modules

Reporting and performance management are light compared with mid-market PEOs. A white-collar firm that wants deep performance and talent tools should look elsewhere; a multi-unit hourly operator may not miss them.

Scale is not published

No worksite employee count and no client count. Ask for both, and for master medical participation, before you assume buying power on benefits.

The fit: who should and shouldn't pick INFINITI HR.

Good fit for INFINITI HR

  • +Franchise systems and multi-unit operators of 20 to 250 across several locations
  • +Hotel, restaurant and other hospitality employers
  • +Higher-risk hourly workforces that national PEOs decline or load
  • +Very small accounts, including single-employee companies, that cannot get a quote elsewhere

Bad fit for INFINITI HR

  • −Buyers who require verified ESAC accreditation
  • −Tech-first companies that want one unified platform
  • −White-collar firms that need deep performance and talent modules
  • −Anyone unwilling to request a certificate of financial assurance before signing

Common alternatives: PEOs to compare against INFINITI HR.

When a client is evaluating INFINITI HR, these are the three alternatives we most often put on the shortlist. The rationale below explains when each one beats INFINITI HR and when it doesn't. For the full comparison on cost, benefits and service, read INFINITI HR alternatives compared.

XcelHR

DC-area PEO built around very small employers and government contractors
Sweet spot
1 to 100 employees (sweet spot: 5 to 50)
Pricing
PEPM or percentage of gross payroll, quoted per client
Typical cost
Quoted per client; not published

The other PEO that will write a one-employee account, with a federal contracting compliance bench covering SCA, Davis-Bacon and VETS reporting; it is neither ESAC-accredited nor on the current IRS CPEO list, so INFINITI HR's CPEO status is the differentiator.

Read full review →

FrankCrum

Family-owned Florida PEO with its own workers' compensation carrier
Sweet spot
10 to 500+ employees (sweet spot: 10 to 150)
Pricing
Bundled administrative fee quoted per client, driven by payroll size, headcount and workers' comp risk class
Typical cost
Quoted per client; not published

A family-owned Florida PEO that underwrites workers' compensation through its own affiliated carrier, the comparison to make for a construction or trades group where comp rates decide; it carries neither CPEO nor ESAC.

Read full review →

Vensure Employer Solutions

Industry-vertical PEO assembled through 100+ acquisitions
CPEOESAC
Sweet spot
10 to 500 employees
Pricing
PEPM or percentage of payroll, quoted per client (varies by legacy brand)
Typical cost
Quoted per client; not published

A far larger national PEO with both CPEO and ESAC that also writes construction, staffing and restaurants, for a multi-unit operator that wants scale and verified financial assurance; service varies by the legacy brand that delivers the account.

Read full review →

Want help comparing INFINITI HR against the 2-3 other PEOs that fit your business?

A 15-minute call, then we shortlist the alternatives, gather quotes, and sit in the negotiation calls. Free to you, our fee is paid by the PEO you ultimately pick, at the same rate regardless of which one.

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Frequently asked questions INFINITI HR.

Is INFINITI HR a certified PEO?

Yes. INFINITI HR has been on the IRS CPEO list continuously since October 2018. It does not appear in ESAC's accredited PEO directory, although its own marketing cites ESAC accreditation, so request a current certificate of financial assurance.

What size company is INFINITI HR best for?

It positions for 1 to 500 employees and fits best between 20 and 250 spread across multiple units. It will also write a single-employee account, which most PEOs will not.

Where does INFINITI HR operate?

It is a national PEO headquartered in Maryland, with a dedicated franchise division office in Scottsdale.

Does INFINITI HR publish pricing?

No. Quotes are per client as PEPM or a percentage of wages, with EOR and ASO options alongside the PEO. Ask for both structures on your own census.

What is the main consideration with INFINITI HR?

The ESAC discrepancy. Marketing cites accreditation; the directory does not list the company. Until a current certificate is produced, treat financial assurance as unverified. Separately, service runs across several systems and reporting is thin.

How does INFINITI HR compare to Vensure?

Both write hospitality, construction and staffing. Vensure is much larger and carries both CPEO and ESAC, but delivers service through many acquired brands; INFINITI HR is smaller, founder-led, with a focused franchise practice and an ESAC claim to verify. A franchise group should compare both on comp rates and the named service team.

Does INFINITI HR work with franchises?

Yes. It is an International Franchise Association member with a dedicated franchise division, and franchises are the first industry it names. Multi-unit hospitality is its core.

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