The Right Plan for Your Business Exists.
You Just Haven’t Been Shown It.
We match the solution to your business. Not the other way around.
I have a health plan in place. But my employees don't use it because they can't afford the deductible.
You're paying for benefits. They're not using them. Almost always a plan design problem, not a communication problem.
Show Me What's PossibleLimited-Day Plans
These plans replace the high-deductible model entirely. Instead of a running balance employees have to clear before coverage kicks in, they pay a flat copay at the point of care which changes whether they walk in at all.
What This Looks Like in Dollars
Standard $2,500-Deductible Plan
$2,200
Warehouse worker breaks arm. ER visit, X-rays, arm set. Full bill deductible hasn't been met.
Plan We Offer
$150
Flat ER copay. Same visit, same treatment. No deductible to clear first.
A $2,200 bill keeps a $20/hour worker from going to the ER. A $150 copay is something they can plan for.
Illustrative example. Actual costs vary by plan, employer, and carrier.
- $0 deductible on covered services — coverage starts at visit one
- Flat copays for primary care, urgent care, and labs
- Typically 30–40% less than a fully-insured PPO
- Meets ACA affordability requirements for applicable large employers
- Unlimited telehealth typically included at $0
My renewal keeps climbing. Shopping the market every year doesn't seem to change anything.
When every carrier is offering the same plan structure, you're comparing prices on the same product. The structure is what needs to change.
Review My Current StructureLevel-Funded Plans
A self-funded structure with monthly costs that look like a traditional group plan. You get visibility into your actual claims which becomes your leverage at renewal. Your rate is based on what your group actually costs, not the broader small-group market.
What This Looks Like at Renewal
Traditional Fully Insured Renewal
+18%
Carrier increase arrives with limited visibility into what actually drove the cost.
Level-Funded Structure
Claims visibility
You can see what your group actually used, identify cost drivers, and negotiate or redesign from real data.
Illustrative example. Actual renewal outcomes vary by group, carrier, claims history, and plan design.
- Predictable monthly premiums with potential year-end surplus refunds
- Claims transparency: you see what's driving cost
- Available for groups as small as 5 enrolled
- Your renewal history works for you, not against you
GAP Plans
If your employees are enrolled but not using the plan because of the deductible, a GAP plan can improve participation without replacing your current coverage entirely.
My workforce includes salaried employees, hourly workers, and 1099 contractors. One plan has never fit all of them.
One plan rarely covers a workforce like this well. The fix is a strategy that addresses each worker type appropriately.
Map Out My WorkforceTraditional Group Health or Level-Funded Plans
PPO, HMO, and POS group plans for full-time staff or a level-funded structure if you want claims visibility and potential year-end surplus returns. Placed based on what fits your group.
Limited-Day Plans
Hourly workers often can't absorb a traditional group plan's costs. A flat-copay, $0-deductible plan designed for their wage reality gives them real first-dollar coverage without being added to your full-time group.
Individual Coverage Direct Enrollment
Independent contractors can't be added to your group plan. We offer plans built specifically for 1099 workers and gig employees that provide real coverage at a cost that makes sense for their situation. They can enroll directly without any employer group requirement.
Contractor Enrollment →I've never offered benefits. I assumed it was too expensive for a business my size.
Traditional group health with a $500+ monthly employee contribution isn't the only path.
Show Me What This CostsA Stacked Package Affordable to Offer, Designed to Be Used
A limited-day plan as the medical foundation with supplemental layers for accident, critical illness, and hospital indemnity. The full stack typically costs employees less per paycheck than a traditional plan with a deductible they can't absorb.
Medical Foundation
Limited-Day Plan $0 deductible, flat copays, first-dollar coverage
Catastrophic Layer
Accident + Critical Illness + Hospital Indemnity cash directly to employees
Wellness
Dental + Vision benefits employees notice and use most
Income Protection
Life + Disability financial protection when illness disrupts a family
The employer cost is often lower than you expect. There are also tax-advantaged structures, including a SIMERP, that can reduce what you pay in payroll taxes while expanding employee benefits. We model the actual numbers before you commit to anything.
I want a complete benefits package that employees actually value and that helps me retain people.
Medical is the foundation. The rest of the package is what employees notice in their day-to-day.
Design the Full PackageDental Insurance
Standalone or bundled coverage for preventive and major services. PPO and DHMO networks, employer-paid or voluntary.
Vision Insurance
Consistently one of the highest-utilization benefits. Exams, frames, lenses, and contacts.
Life & Disability
Basic and voluntary life plus short and long-term disability. Protects income when illness or injury hits.
Accident Insurance
Cash paid to employees for covered accidents: copays, deductibles, lost wages, and transport.
Critical Illness
A lump sum paid at diagnosis of cancer, heart attack, or stroke. Use it for bills, mortgage, or childcare during treatment.
Hospital Indemnity
Flat daily benefit paid to employees for hospital stays, on top of medical coverage.
Any of these can be employer-paid, employee-paid, or split
Voluntary benefits let employees customize their own coverage layer through payroll deduction without expanding your cost base.
I run a PEO and a prospect doesn't fit our master policy.
When a group falls outside your master policy, losing the client shouldn't be the only option. We step in, place the group, and keep you in the relationship.
Talk to Us About ThisWe Place the Client. You Keep the Relationship.
Not every group fits neatly into your master policy. When that happens, we find the right solution and handle the placement end-to-end so you keep the client and close the deal.
- Win new business you’d otherwise lose
- Retain clients when the master policy is no longer a fit
- Broker the deal yourself or have us place it for you
The Full Range of Solutions We Place
Every solution below is available based on what fits your situation.
Medical & Health
Traditional Group Health
Level-Funded Plans
Limited-Day Plans
GAP Plans
ICHRA
1099 & Variable Worker Plans
Ancillary & Supplemental
Dental Insurance
Vision Insurance
Life & Disability
Accident Insurance
Critical Illness Insurance
Hospital Indemnity
Voluntary Benefits
Specialty & Strategy
SIMERP
PEO Client Placement
Ongoing Benefits Advisory
Mixed Workforce Programs