What goes into the package.
Start with the needs of your team and the contribution your business can sustain. Compare the plan terms and employee costs before making a selection.
Group Health
Compare available medical plans, provider networks and employee costs.
Read more →Group Dental
Review networks, covered services, waiting periods and annual maximums.
Read more →Group Vision
Compare exams, eyewear allowances and participating providers.
Read more →Group Life & Disability
Consider family protection and income replacement, subject to plan terms.
Read more →Level-Funded Plans
Explore alternative funding, stop-loss terms and potential surplus arrangements.
Read more →Voluntary Benefits
Offer optional supplemental coverage with clear employee costs and limits.
Read more →Benefits are a hiring tool before they are a cost line.
Benefits decisions affect recruiting, employee finances and the company budget. Start with what employees need and what your business can support over time.
A useful comparison includes the premium, employer contribution, provider access, prescriptions, out-of-pocket costs and administration. Plan design and employee education should be considered together.
At renewal, revisit your employee locations, contribution strategy and service needs. An HRA may deserve comparison when traditional group medical is difficult to sustain; it is not automatically the better option.
From census to enrolled.
Discovery
Review current plans, employee locations, budget and priorities. Agree on a secure way to provide the census.
Market shop
Compare available plans and funding approaches side by side, including employee costs and administration.
Education & enrollment
We present to your team, answer their questions, and run enrollment on our platform or on paper.
Year-round service
New hires, terminations, claims problems, compliance dates. One licensed contact all year.
What employers ask first.
How many employees do we need to offer group coverage?
Eligibility depends on the business, employees and selected carrier. Owner-only and owner/spouse arrangements can be treated differently. Confirm eligibility before relying on a minimum group size.
How much does the company have to contribute?
Carriers set participation and contribution minimums — commonly a share of the employee-only premium and a minimum percentage of eligible employees enrolled. The exact thresholds vary by carrier and plan, which is one reason shopping the market matters.
Can we offer benefits to some employees and not others?
Eligibility must follow plan, carrier and legal rules. Different benefit designs permit different classifications; do not assume any job category or individual selection is allowed.
What if we already have a broker?
A broker-of-record change may allow a new broker to service existing coverage. Carrier procedures, timing and appointment requirements apply; confirm the process before expecting a change to take effect.
When should we start shopping a renewal?
Starting 60 to 90 days before renewal often gives more time to review options and prepare employees. Your carrier deadlines, notices and proposed changes determine the actual schedule.
Practical resources for your next benefits decision
HRA strategies
Compare group coverage, ICHRA, QSEHRA and supplemental arrangements.
Explore HRA strategies →Employer compliance
Organize notices, reporting, leave and the people responsible for each task.
Read the compliance guide →Free guides & worksheets
Download resources to use with HR, payroll and employees.
Browse free resources →Keep exploring
Who we serve
Find considerations for your industry, team structure and stage of growth.
Find your situation →Benefits 101
Give employees a plain-language starting point for everyday coverage questions.
Explore employee guides →Secure census tool
Prepare employee information using the existing encrypted census workflow.
Prepare a census →Get your group quoted.
Send your census and current plan summary. We come back with carrier-by-carrier comparisons.