Crews that start the day somewhere else.
Construction
Prevailing-wage credits, scattered job sites and hours that swing with every bid.
See the playbook →Landscaping & home services
A year-round core, a seasonal crew and techs who rarely see the office.
See the playbook →Transportation & trucking
Drivers who live far from the yard and rarely make it to an enrollment meeting.
See the playbook →Floors that run on shifts.
Manufacturing & aerospace
Production and engineering on one census, with enrollment that reaches every shift.
See the playbook →Wholesale & distribution
Warehouse, routes and inside sales, each with its own reason to enroll or waive.
See the playbook →Automotive & equipment
Techs, parts and sales get paid differently, so the same deduction lands differently.
See the playbook →Marketing, media & printing
A press crew and a design studio sharing one plan and one budget.
See the playbook →Teams that compare your offer line by line.
Professional services
Partners, associates and staff weighing family costs, income protection and busy-season support.
See the playbook →Technology & engineering
Remote hires, founders on the census and candidates who read the plan summary.
See the playbook →Real estate, property & title
Agents, office staff and maintenance techs. Settle who is an employee first.
See the playbook →Headcount that moves with the calendar.
Agriculture
Harvest crews, returning workers and a year-round core, counted correctly for the ACA.
See the playbook →Restaurants & hospitality
Hourly and tipped staff, steady turnover and shifts that rule out morning meetings.
See the playbook →Retail & local shops
Part-time schedules and a holiday hiring bump that can shift your eligibility math.
See the playbook →People whose job is looking after others.
Budgets set by a board, a council or the school year.
Government & public sector
Councils and districts working inside budget cycles, procurement rules and existing obligations.
See the playbook →Nonprofits
Grant-funded roles and board approvals that can set the timeline before a carrier does.
See the playbook →Schools & childcare
Academic-year calendars, summer gaps and staff who can only meet after pickup.
See the playbook →Or start with where the business is now.
Your first benefits plan
No current plan needed. A headcount, a budget and a start date will do.
Read the guide →Growing or adding a location
New hires or a second site can change your network and your ACA status.
Read the guide →Family-owned businesses
Owners, relatives on payroll and the one person who keeps enrollment straight.
Read the guide →Hourly, seasonal & remote teams
Varying hours and home-based staff, with eligibility and enrollment to match.
Read the guide →Same carriers. Different design.
- Where people live and work: the network
- How hours move through the year: eligibility and the ACA count
- How pay is structured: what a deduction feels like
- How people take in information: the enrollment plan
We quote medical with Premera Blue Cross, Regence BlueShield, Asuris Northwest Health, Kaiser Permanente and UnitedHealthcare, and level-funded plans with UnitedHealthcare, Nationwide, Angle Health and Cigna. The carrier list barely changes by industry. The design does: contribution split, network, deductible, funding method and enrollment timing all follow from these four questions.
So a landscaping company may share more with an orchard than with the accounting firm next door. Run two patterns, say a shop floor and an office, and the plan can fund them differently or, with an ICHRA, put them in separate classes.
None of this is a client list, and not every plan or carrier is available to every group. We work with employers of 5 to 500 employees, in person around Puget Sound and by phone or video across Washington.
Before you pick a page.
We fit two of these groups. Which page should we read?
Both. Read the page closest to each part of your workforce and bring both to the first call.
Do we need a current plan before we talk?
No. Start with how many people you want to cover, where they live, a monthly budget and a target start date. The first-time benefits guide covers the rest.
What do you need to quote our group?
A census with each employee's date of birth, home ZIP code and coverage tier, plus your current plan summary and renewal if you have one. For groups of 50 or fewer, Washington small-group rates can vary only by geographic area, family size, age and wellness activities, so those details drive the quote. Our employee census page has the checklist.
Tell us how your people work.
Send your headcount, where people work and your renewal or target start date. The review is no obligation.