PEO comparison center / ESI vs. LandrumHR
LandrumHR Alternatives: Compare PEO Services and HR Support With ESI
Looking at LandrumHR alternatives? Separate ongoing PEO support from staffing, recruiting and individual HR projects before you compare proposals.
Landrum HR Solutions offers a PEO relationship, while the wider Landrum group also provides workforce and talent services. For employers evaluating ESI, the starting point is the work your company wants help managing: payroll, benefits, HR administration, compliance and risk support.
ESI vs. LandrumHR at a Glance
Compare the proposed services for your existing workforce, then evaluate any additional hiring needs separately. Open a buyer question to see what to ask both providers.
| Comparison area | Landrum HR Solutions | What to review with ESI |
|---|---|---|
Service modelAre we comparing the same type of agreement?Label each proposal as PEO, staffing, recruiting or a defined consulting project. Identify the contracting entity and included services before comparing totals. | Landrum HR Solutions provides PEO services within a broader group of workforce businesses. | Compare ESI’s proposed PEO scope with the HR Solutions agreement. |
HR adviceWho helps a manager through an employee issue?Ask both teams to explain a real workflow: gathering facts, reviewing options, documenting decisions and following up. Confirm which decisions and approvals stay with your managers. | Describes an assigned HR business partner and employee-relations guidance. | Confirm the ESI contacts, manager support and escalation process in your proposal. |
Payroll administrationHow are hours approved before payroll?Demonstrate supervisor approval, missed punches, overtime review and corrections. Record the cutoff, responsible approver and process for a late change. | Lists payroll processing, timekeeping, deductions and tax administration. | Review payroll schedules, time-data requirements and correction procedures with ESI. |
Employee benefitsDo the offered plans fit every employee location?Compare networks, eligibility, dependent costs and renewal terms using the same workforce information. Ask how employees obtain enrollment and coverage help. | Offers health and retirement benefit services through its PEO offering. | Review available plans, employer contributions and benefits administration in an ESI proposal. |
Safety and claimsWhat happens after an injury is reported?Request a documented reporting route, coverage details and named contacts. Clarify employer duties and how payroll, HR and the claims team exchange information. | Includes risk-management resources and assistance with workplace injury reporting. | Discuss the coverage, claims coordination and safety support applicable to your workforce. |
Staffing and recruitingWill changing PEOs affect another service?List active staffing assignments, recruiting projects and related agreements. Confirm which may continue independently and whether any notice or conversion terms apply. | The broader Landrum group separately markets workforce staffing and specialist talent services. | Identify any recruiting or staffing needs separately from the ESI PEO proposal. |
TechnologyCan managers complete the workflows they need?Use sample onboarding, time approval, employee changes and reporting tasks in each demonstration. Verify exports, permissions, integrations and training. | Markets MyLandrum as its HR information system. | Test ESI’s proposed HCM tools against the tasks your team performs. |
Cost and transitionWhat is the full cost of the change?Separate recurring PEO charges from benefit contributions, insurance, setup fees and any staffing or recruiting charges. Include transition work, notice terms and data access. | Obtain current pricing for the exact PEO and any additional services selected. | Request an ESI proposal based on the same workforce and benefit assumptions. |
This is a proposal review guide, not a ranking. Service availability, insurance, benefits, eligibility, technology and pricing depend on the workforce and written agreements.
Understanding Landrum’s Different Services
Landrum’s current corporate site identifies three divisions: HR Solutions, Workforce Solutions and Talent Solutions. HR Solutions is the PEO offering; Workforce Solutions covers staffing and workforce management; Talent Solutions specializes in recruiting HR and marketing professionals. Review Landrum’s service divisions.
That distinction matters when searching for LandrumHR competitors. An employer trying to fill open shifts has a different requirement from an employer seeking help administering benefits for its existing team. Confirm which service solves your problem and whether more than one agreement is involved.
Begin with the work, then choose the service
Write two lists: work your internal team needs help administering and roles you need help filling. Use the first list to evaluate the PEO proposal and the second to assess any hiring services.
A single brand may offer several solutions, but the scope, contacts and charges still need to be clear for each one.
What to Compare in the PEO Relationship
Landrum HR Solutions describes an assigned HR business partner, payroll and tax administration, employee benefits, and risk-management support. These are relevant capabilities to evaluate directly; the comparison should focus on the proposed delivery and responsibilities. See its PEO service overview.
ESI’s published service areas include payroll, HR, employee benefits, compliance, risk management and HCM technology. Ask ESI to turn those service areas into a written plan for your business.
- Manager support: who answers employee-relations questions and how are urgent matters escalated?
- Payroll ownership: who approves time, submits changes and checks the final payroll?
- Employee assistance: where do employees go for benefits or pay questions, and how are unresolved issues followed up?
- Worksite needs: what support applies to each location, job type and risk exposure?
Ask for examples from both teams. Provider size and service breadth are useful context, but they do not show how your account will operate.
When ESI Belongs on Your Shortlist
Consider an ESI proposal when you want to review the administration and support around your existing employees. Describe what is prompting the comparison: payroll corrections, benefits renewal, limited internal HR capacity, worksite growth or uncertainty about who owns a task.
Your internal team needs a clearer division of work
Build a responsibility checklist for onboarding, time approval, benefit changes, leave questions and employee departures. Mark what the provider performs, what it advises on and what your managers must approve. This makes the proposal easier to assess and the eventual implementation easier to manage.
You use several employment services
Document any staffing, recruiting, consulting and PEO arrangements separately. A provider change may affect only one of them. Avoid replacing a service you still need or budgeting twice for the same activity by identifying the boundaries early.
Your workforce or locations have changed
Give both providers an up-to-date picture of employee locations, roles, schedules and benefit needs. Ask them to confirm support for that workforce. A proposal based on an old census may miss the reasons you are reviewing the relationship now.
Test one complete employee workflow
Ask each provider to demonstrate a new hire moving from approved information to onboarding, benefit eligibility and the first payroll. Identify the handoffs, required approvals and employee support along the way.
A practical walkthrough helps your operations and HR teams judge how much work remains inside the business.
Compare Total Cost Without Mixing Service Categories
Ask for an itemized PEO proposal with administration charges, employer benefit contributions, insurance costs, setup fees and optional services. Use the same workforce assumptions for both providers.
If staffing or recruitment is also part of your current relationship, show those costs separately. Ask how charges change with employee count, service usage or a new location. Review minimums, renewal provisions and notice requirements alongside the recurring price.
Landrum promotes MyLandrum as its HR information system. Include the cost and effort of replacing any workflows you currently use, and test the proposed ESI tools before deciding. Review Landrum’s current technology and services.
Switching From LandrumHR: Prepare the Transition
- Map the agreements. Identify the legal entity, service scope, renewal date and notice terms for each current arrangement.
- Prepare payroll records. Agree on the transfer of employee information, balances, payroll history and reporting responsibilities.
- Coordinate benefits. Confirm coverage dates, enrollment requirements, deductions and employee communication.
- Review open matters. Assign contacts for ongoing claims and HR issues, and confirm relevant insurance arrangements.
- Test the new workflow. Schedule manager training, data checks and the first payroll review with named owners.
Keep any separate staffing or recruiting work visible in the plan. Confirm how it will continue or end before setting the PEO transition date.
LandrumHR Alternatives: Frequently Asked Questions
What is the best LandrumHR alternative?
The best option depends on whether you need PEO services, temporary staffing, recruiting or a specific HR project. For a PEO comparison, review ESI and Landrum HR Solutions using the same workforce details, benefits needs and service requirements. Select the provider whose written scope and total cost fit those needs.
Is LandrumHR a PEO or a staffing company?
Landrum HR Solutions offers PEO services. The broader Landrum group also has Workforce Solutions and Talent Solutions divisions. Those offerings address different needs, so confirm the division, contracting entity and agreement involved in your purchase.
Does a PEO agreement automatically include staffing?
Do not assume that it does. Ask the provider to identify any hiring, placement or staffing services included in the price and any separately contracted work. A PEO comparison should not treat a staffing assignment and ongoing employee administration as the same service.
How should we compare LandrumHR and ESI pricing?
Request proposals using the same employee count, locations, payroll and benefits assumptions. Separate administration charges, employer benefit contributions, insurance, implementation and optional services. If you also use staffing or recruiting, compare those costs separately. No universal price advantage is established by this page.
Can we retain a staffing relationship while changing PEOs?
That depends on the agreements and providers involved. Before giving notice, identify which employees and services sit under each arrangement. Confirm whether the staffing agreement can remain in place, how records will be handled and whether any related charges or conditions apply.
Will employees keep the same benefits after switching?
Plan availability and terms must be checked in the new proposal. Review networks, employee and dependent costs, eligibility, coverage dates and enrollment requirements. Coordinate payroll deductions and communications before the new arrangement begins.
What should we bring to an ESI comparison meeting?
Prepare your current service list, employee count and locations, benefits renewal date, payroll schedule, required systems and the main issues prompting your review. Include a list of separate staffing, recruiting or consulting agreements. Arrange secure sharing if detailed employee information is needed later.
Compare Your LandrumHR Arrangement With ESI
Bring your current scope, renewal timing and the tasks you want help managing. Review an ESI proposal for payroll, HR, benefits, technology and risk support against those requirements.
Sources and Comparison Approach
Reviewed October 8, 2026. Published by ESI, a competing provider. This guide uses official service descriptions and practical questions for evaluating proposals. It does not independently rank providers or establish a price or service-quality advantage.
Sources: Landrum service divisions, Landrum PEO services, Landrum HR Solutions and MyLandrum overview, and ESI services.
LandrumHR and related company names belong to their respective owners. ESI is not affiliated with or endorsed by Landrum. Confirm current services, coverage, availability and contractual terms directly with each provider.
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