Fully-insured, level-funded, and self-funded
Carrier RFP across the markets we are appointed with. Side-by-side comparison with five-criterion scoring. Plan structure modeled against your real claim experience, not theirs.
See group medical →
Concierge Benefits Advisory
A sophisticated approach to employee benefits.
We're a group benefits advisory firm that works with employers who want more than a transactional broker. You get a named senior advisor and a dedicated service lead — from the first conversation through every renewal, every claim issue, every mid-year question. Everything we recommend is in writing before you decide anything.
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Named advisor, named service lead — on your account, every year
100% client retention* — every client we serve, still here — *based on service, not including acquisitions
Same-day response — direct line to your advisor, all year
What we do
Strategic benefits design, executed from placement through renewal.
We find the right benefits plan for your employees, place it with the right carrier, and stay with your account all year. That means digging into your census, stress-testing the renewal letter, running a real multi-carrier RFP, and laying out every trade-off in writing — before you're asked to decide anything. One advisor owns the relationship. One service lead owns the day-to-day.
The difference shows up between renewals — the enrollment session where employees actually understand their plan, the direct line when HR has a mid-year question, the recommendation you didn't have to chase down. That's just how it works, not a premium tier.
Dental, vision, life, disability, accident
Ancillary lines that actually get used. Enrollment platforms (Employee Navigator, Ease) so open enrollment runs on rails. Employer-paid, voluntary, or mixed funding modeled before recommending.
See voluntary benefits →ACA reporting, COBRA, ERISA wrap docs
1094 and 1095 preparation and filing. COBRA admin coordination with a third-party administrator. ERISA wrap document handling and Form 5500 coordination for plans that need it.
See compliance work →
The full-service layer
Your employees understand the plan they're paying for.
Placement is half the work. The other half is what happens after — making sure the people using the plan know what they have, who to call, and what to expect. That layer is built into every engagement.
Plain-English benefit guide
One-page summary for every plan we place. Deductible, out-of-pocket max, copays, Rx tiers — written the way you would explain them to a friend.
In-person enrollment walkthrough
Your dedicated advisor on site for open enrollment. Group meeting, then one-on-ones with anyone who has a specific question. Same week the carrier locks the rates.
Year-round advisor access
HR question on a Tuesday morning? Employee confused about a claim? Your service lead picks up. Direct line, no ticket system. Same person, all year.
Sample enrollment-week timeline
A 50-person group's open enrollment is typically a 10-day window: Mon group meeting, Tue–Thu one-on-ones, Fri paperwork, following week ID cards. We share the timeline upfront.
Dedicated advisors
One relationship. One team. Every renewal.
Your account is handled by a named senior advisor and service lead — from the first carrier submission through every open enrollment, claim escalation, and mid-year question. No rotation. No call center. No "account manager assigned to your region."
The people who design your plan are the people who answer when something comes up. That is the standard on every account, not a premium tier.
Beyond the basics
Executive benefits and multi-year strategy.
Most brokers stop at group medical. We don't. For companies that want a comprehensive benefits strategy — not just an annual plan renewal — we advise on executive benefit packages, multi-year cost containment, captive strategies, stop-loss consulting, and pharmacy plan design.
This is the layer that separates a concierge advisory relationship from a transactional one. We build benefits programs that perform over a three-to-five year horizon, not just the next renewal cycle.
Executive benefit packages
Effective wellness programs
Concierge medicine benefits
Captive strategies
Stop-loss consulting
Innovative pharmacy plans
Multi-year cost containment
Renewal negotiations
Much better explanation of the benefits.
— Employer survey respondent
Really liked the new life insurance option.
— Employer survey respondent
The standard
Every recommendation in writing. Every trade-off spelled out.
We don't show up with a single carrier quote and call it a market check. Every renewal is a real RFP — multiple carriers, side-by-side, trade-offs in writing before you sign anything. Our job is to give you the full picture and let you decide. No pressure, no follow-up unless you want it.
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The right question to ask
Does your current broker/advisor have a multi-year plan?
Most brokers show up at renewal with a quote and disappear until next year. A genuine advisory relationship means a plan that spans three to five years — cost containment strategy, benefit design evolution, and a roadmap your employees can count on. If you can't answer yes to that question, it's worth a conversation.
What good looks like
How do you know if your employee benefit package is actually working?
The best benefit programs show up in measurable ways — not just at renewal, but throughout the year.
High engagement
Employees actively use their benefits, not just enroll in them.
Increased participation
Voluntary plan enrollment rises year over year as understanding grows.
Positive feedback
Employee surveys reflect satisfaction — not confusion — with the benefit offering.
Better understanding
Employees can explain their deductible, their Rx tier, and who to call. Education drives this.
Improved retention
A strong benefit package is a retention tool. Employees who feel taken care of stay longer.
Competitive talent attraction
Benefits that stand out in your industry give you an edge in a tight hiring market.
Simple, clear advantages
Candidates can articulate why your benefits are better than the competition's — because they are.
Real challenges addressed
The plan solves problems employees actually face: high Rx costs, specialty access, mental health coverage.
Employer commitment visible
The benefit package communicates that the employer invests in the people who work there.
Common questions
The questions employers ask first.
How does a group health broker get paid?
In most fully-insured and level-funded placements, the carrier pays the broker a per-employee-per-month (PEPM) commission built into the premium — typically $20 to $40 PEPM for medical, with lower rates for ancillary lines. The employer does not write a separate check. On fee-based engagements, the employer pays the broker a flat monthly or project fee and the commission is stripped from the premium. Both structures are legal and disclosed in writing.
When should we start the renewal process?
We start renewal work 90 to 120 days before your plan's effective date. That gives time for the carrier RFP, claim-experience review, alternative-funding modeling, employee comms, and open enrollment. Groups that wait until 30 to 45 days out almost always default to the incumbent's renewal because there is not time to credibly shop the market.
Will you actually shop the market or push one carrier?
We run a formal RFP across the carriers you are eligible for and present side-by-side comparisons. The recommendation is in writing with the trade-offs spelled out. You decide; we handle the carrier paperwork.
How fast do you actually answer the phone?
Same business day, as a rule. If you call before 4pm Central on a weekday, your advisor or service lead picks up. Outside hours: leave a message; we return calls within one business day.
Start with a conversation
One call to find out if we are the right fit.
A 45-minute call. We look at what you have, talk through what's working and what isn't, and tell you honestly whether we're the right fit. No proposal until you ask for one.