Enter your basics. See the ten-year gap between your current path and a managed strategy — and understand what uncontrolled costs actually look like compounded over a decade.
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The question nobody asks: If only 60–65 cents of every premium dollar goes to actual claims, what happens to the rest? On a fully-insured plan, the carrier keeps it all. On an alternative structure, those dollars flow back to you. Over 10 years, this compounds into a transformational number.
These forces are hitting every employer — but fully-insured plans absorb the full impact with no tools to manage it.
Why this matters to you: On a fully-insured plan, every one of these trends hits your renewal with no filter. On a managed structure, you have pharmacy programs, care management, and data visibility to actively reduce the impact. Over a decade, the compounding difference is staggering.
The gap above is capital that could fund growth — new hires, equipment, expansion — instead of going to a carrier. Over a decade, this is a strategic advantage that reshapes what your company can afford.
Stop-loss sets a hard ceiling on catastrophic exposure. The "unpredictable" alternative actually has a tighter risk band than uncapped 10%+ annual renewal increases compounding over 10 years.
Your employees keep the same doctors, same network, same pharmacies. They get a new ID card. No disruption, no confusion, no operational burden.
A dedicated concierge line handles employee benefits questions so your team does not have to. Most HR teams say the experience gets better, not harder.
When your company controls costs at the plan level, it means lower deductibles, better copays, and richer benefits for the people who actually use them. The savings don't just show up on a spreadsheet — they show up as lower out-of-pocket costs for an employee's child at the pediatrician, a spouse's prescription that's suddenly affordable, and a family that isn't choosing between a medical bill and a mortgage payment. A smarter benefits strategy doesn't just protect the business. It protects the people who make the business run.
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The numbers above tell you what's at stake. But numbers alone don't build a better plan — understanding your options does.
Most employers renew every year without ever seeing the full landscape of how a health plan can be structured. There are multiple funding models — each with different levels of control, visibility, risk, and upside. Knowing what exists and understanding why one structure fits your organization better than another is the foundation of every strategic benefits decision.
A good plan isn't just cheaper. It's the right structure for your workforce, your cash flow, your risk tolerance, and your goals — put in place for the right reasons, with full understanding of how it works.