There's more than one way to fund your health plan
Most companies are only ever quoted fully funded. We specialize in the alternatives: level-funded and partially self-funded plans, PEO partnerships, and ICHRA.
The system is optimized for the status quo, not for your company
Almost every company sits on a fully funded plan. It's the default because it's familiar and easy to manage, and the market is built to keep it that way. Meanwhile, your premiums climb 10 to 30% every year.
Health insurance is likely your second-largest expense after salaries. Seven realistic paths exist at renewal, and most businesses only ever hear about one or two.
premium increase
expense after payroll
The plan structures most companies never get quoted
Four alternatives to a fully funded plan. Which one fits depends on your headcount, your claims history, and how much risk you want to hold.
Level-funded plans
A fixed monthly cost with the potential to receive a return of unused claims dollars. The predictability of fully funded coverage with the financial upside of self-funding. Typically a fit at 25 to 500 employees.
How level-funding worksPartially self-funded plans
Your company shares in the claims risk, with stop-loss coverage capping how far that risk can go. In exchange you get direct access to claims data and the ability to influence what your plan costs.
Self-funded comparedPEO partnerships
Join a larger pool through a Professional Employer Organization and buy benefits at large-group pricing. Often the right answer for a small team that wants enterprise coverage without enterprise headcount. Typically a fit at 10 to 100 employees.
What a PEO actually doesICHRA
An Individual Coverage Health Reimbursement Arrangement. Rather than buying a group plan, you give each employee a tax-free allowance to buy their own coverage on the individual market. You set the contribution, so your cost becomes something you decide rather than something you receive.
How an ICHRA worksThese four aren't the whole list. Seven realistic paths exist at renewal, and we analyze every one of them against your own numbers before recommending anything. See how we run the analysis
Where would you like to start?
Two guided paths through benefits modernization, built for the people who make and manage the decision.
The Business Case
The financial argument for rethinking your company's health benefits. From rising premiums to ROI modeling.
Start the trackThe HR Playbook
What benefits modernization looks like operationally. Transitions, templates, and less admin work.
Start the trackWe serve with H.E.A.R.T.
Honor. Excellence. Accountability. Respect. Trust. Five values that change how we operate, not just what we put on a wall. We disclose commissions upfront. We share your claims data. We treat your budget like our own.
See what that means in practice →
Ready to see what you've been missing?
A 30-minute conversation about your benefits. No pressure, no jargon, just options.
Talk to Us