Financial Architecture for Employers
Better Benefits. Smaller price tag. Three reasons why.
Transform your benefits from a fixed expense into deployable capital; strengthening your people and your business.
Transform your benefits from a fixed expense into deployable capital; strengthening your people and your business.
Your savings don't come from cutting coverage. They come from changing how your benefits are funded and who chooses the plan. Here is how each one works.
A group plan prices your employees inside one small, concentrated risk pool. Through ICHRA, they move into much larger individual insurance markets, where risk is spread across a far bigger population. That structural shift is what lowers the premium. It is math, not a coverage cut.
For companies under 50 employees, ICHRA can be paired with the Advanced Premium Tax Credit, a federal credit for qualifying employees on the individual market. Where it applies, it stacks on top of the structural savings and can reduce what your employees pay out of pocket.
Instead of two or three employer-picked options, your employees choose from dozens of plans matched to their own doctors, medications, needs and budgets. Fit improves for them, and the administrative load shrinks for you.
Actual savings depend on your county, company size, workforce and employee enrollment choices. Advanced Premium Tax Credit eligibility is determined by the federal government.
Lower costs are where it starts, not where it ends. When you become a client, we put a five-part framework called SHAPE to work inside your company, built around your people. Here is what to expect, step by step.
A holistic approach to personal financial wellness sets the direction, so every step that follows is built around helping your people reach all of their financial goals, not only their health coverage.
Your company moves to the Individual Platform, where the three mechanisms above go to work: a structural redesign of how you fund coverage, the Advanced Premium Tax Credit where it applies, and individual plan choice for every employee. Your premium cost comes down while each employee gets personalized, locally optimized coverage from leading national carriers.
The savings from lower premiums are redirected to help your employees reach their other personal and financial goals, through 401(k)s, HSAs and other investment vehicles.
Life insurance, long-term care and legacy planning become part of the same strategy instead of an afterthought.
This is not a call center. Each of your employees builds a personal relationship with their own Benefits Planner, with a support team behind them, so the plan turns into real financial progress for each of them.
One team. One system. Every layer working with the others.
Answer 3 quick questions and we'll email you a projected savings estimate for your county.
This estimate is projected, not final or guaranteed. It is based on county-level pricing data and becomes precise only after a full review of your company's census data.
Review the framework on your own schedule. No call required.
We model potential savings using your workforce data.
We walk through what it means for your business.
If it fits, we build the plan together. If not, we'll say so.
Everything starts with understanding how the model works.
In our Executive Brief, we break down the entire process from structural redesign to capital redeployment, so you can see exactly what a restructured benefits strategy looks like for your company.
See How It Works