Success Stories
The 110% Swing
A growing company came to us facing a difficult renewal situation — a projected 68% increase while only seeing 28% employee participation in their benefits plan. At the same time, they were in full growth mode, actively hiring and competing for top-tier talent.
Instead of simply accepting the increase, we helped them rethink their strategy. We guided them toward increasing their employer contribution percentage, making their benefits package significantly more attractive to both current employees and prospective hires.
Through strategic planning, creative problem-solving, and a relentless pursuit of better ideas, we were able to completely change the outcome. What started as a projected 68% increase became a 58% decrease - a 110% swing in overall costs.
Even more importantly, the enhanced benefits strategy helped drive employee engagement and enrollment. Participation increased from 28% to 85%, giving the company a stronger, more competitive benefits program that supports both retention and long-term growth.
The result: lower costs, higher participation, and a benefits strategy aligned with a company scaling for the future.
Protecting People and Costs
As part of our renewal process for one of our existing clients, we conducted a detailed claims analysis ahead of renewal and identified an enrollee actively undergoing breast cancer treatment that was significantly impacting the plan. Shortly after, the group received a 60% renewal increase that would have raised their annual health insurance costs of $258,000 by another $154,000.
Rather than simply accepting the increase, we proactively worked to find a better solution for both the enrollee and the company. We were able to secure stronger coverage and a better care experience for the individual while strategically restructuring the plan in a way that benefited the entire group.
The outcome was dramatic - what would have been a $154,000 increase was reduced to just a $12,000 increase, bringing the renewal down from 60% to below 5%.
The company was able to protect both its employees and its financial stability while maintaining a competitive and sustainable benefits strategy moving forward.
Breaking Free from the PEO
A growing company came to us while trapped in a PEO model that was no longer serving their business. They were facing a 50% renewal increase, paying nearly $31,500 per month for health insurance, and had very little flexibility when it came to their benefits strategy. Inside the PEO, they were limited to a small selection of plans with no true access to the open market.
At the same time, participation was low, employee satisfaction with the health plan was poor, hiring was ramping up, and leadership knew their current benefits structure was becoming a handicap in attracting and retaining quality employees.
We helped them completely rethink their approach. Through strategic planning and creative problem-solving, we transitioned them into a level-funded, ERISA-compliant DPC health plan designed to create long-term cost control and a stronger employee experience. We also redesigned their contribution strategy to make the benefits package far more competitive and attractive to employees.
The outcome was significant - delivering over $180,000 in annual savings while creating a more scalable and growth-focused benefits strategy for the company.
Even more impressive, since implementing the new strategy, the company has increased its headcount by 10% in just two weeks. With a stronger benefits package and a more attractive employee offering, they have been able to accelerate growth and attract top talent within their industry.