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We review what you have now
Carrier, plan design and where your current costs are actually landing.
Employer benefits review
A straight look at what your benefits plan is costing you
Pick a time that works for you, and I will walk through your current coverage.
- No charge
- No obligation
- No pitch
Why Did I Receive This Card?
Short answer: your company's group health plan appears in a public U.S. Department of Labor filing called Form 5500. That is how I found you. I do not buy lists.
I am selective about who I reach out to. Employers whose group health plans cover 100 or more participants generally file Form 5500 each year, and I use those filings to choose companies I believe I can help. And yes, even insurance agents get insurance junk mail.
Most HR teams do not need the extra workload of shopping carriers and comparing plans. That is my role. I look for a plan that fits what you want and build a structure that aims to give your employees better financial protection at a comparable or lower cost.
Many of these Form 5500 filings show fully insured plans. For some companies, a level funded plan (a fixed monthly cost, not open-ended self-insurance) may offer savings for both the company and its employees. Results vary by group.
Not sure what your plan is, or what any of this means? A 30-minute chat can answer your questions.
What to expect
Thirty minutes, plain English. Here is how the call goes.
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We find the gaps
The exposure your employees feel first and the line items quietly driving your renewal.
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You leave with options
A plain-language summary of what could change and what it would mean for your budget.
Why this matters
5x
Employees satisfied with their benefits are 5x more likely to say they will stay.
Source: Selerix, 202531%
Engaged employees require a 31% pay increase to consider taking a job with a different organization.
Source: Gallup, 202273%
73% of employees say benefits matter as much as or more than pay.
Source: Selerix, 202550 to 200%
Replacing an employee can cost one-half to two times their annual salary.
Source: Gallup, 2019The pieces I build into a plan
Specifics are discussed on the call.
Wellness
Programs that aim to keep claims down and employees engaged year round.
Learn moreMedical Balance Protection™
Pays toward what the health plan leaves behind, so employees are less exposed to the full out-of-pocket maximum.
Learn moreVoluntary Benefits
Employee-paid coverage that pays a cash benefit to them per occurrence.
Learn moreNo Charge HRIS
Onboarding and benefits administration in one system, available at no charge when employees enroll in select voluntary benefits.
Common questions
Is there any cost for the review?
No. The review is free and there is no obligation of any kind afterwards. There is also no cost to your company for my ongoing services. I am paid by the insurance carrier. The carrier's commission is already built into the premium, so working with me should not raise what you pay.
How long does the call take?
About 30 minutes. Longer if you have questions and that is fine.
Do I need to send documents before we talk?
No. It helps to have your Summary of Benefits and Coverage, your monthly premium per employee, and your average employee age handy. I do not need employee names or any health information.
Do I have to change carriers?
No, many reviews end with keeping your current plan and adjusting the structure around it. If there are savings with a different plan, you can choose to accept it or not.
We already have a broker. Can you still help?
Yes. I am happy to work alongside your current broker as a second opinion.
How did I get on your list?
Employers whose group health plans cover 100 or more participants generally file a public report with the U.S. Department of Labor called Form 5500. I am selective and use these filings to choose companies I believe I can help. I do not buy lists. There is a lot of useful public information out there, and I am happy to show you how to find it, and even how to use AI to sort through it.
What is a level funded plan?
A level funded plan has a fixed monthly cost, like a fully insured plan, with stop-loss insurance that limits what your group can owe in a high claims year. For some groups it may offer savings. Not every group qualifies, since level funded plans use underwriting. Results vary by group. Learn more about level funded plans.
Why I Do This
I have seen what one large medical bill can do to a family. I do not want that to happen to your employees or their families.
Employees who know their employer cares tend to stay longer. I help you get that message across. Employees who stay take better care of your customers, and customers who are well cared for tend to stay loyal.
Better protected employees may be less likely to leave. Replacing an employee costs money and experience. Keeping one can lead to a healthier bottom line.
That is why I build a benefits strategy, not just a quote.
When you are ready, grab a time on the calendar
Let us see if we can provide your employees better coverage and save money.
Take the 90-Second Quiz
Answer a few quick questions to see where your group benefits plan may have gaps.
Take the 90-Second QuizLoading calendar…
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