How the review works
Four steps, about two weeks, and roughly 90 minutes of your time in total. Here is exactly what we ask for at each step and exactly what you get back.
Review
Week one, about 30 minutes of your time
We start with what you already have. No forms to fill out for us, no census, no surveys for your employees.
What we ask you for
- Your most recent renewal letter
- Your current summary of benefits and coverage for each plan
- A recent carrier invoice
- The name of your payroll provider and what it does for you today
- Roughly how many employees are enrolled, not your full headcount
What you get
A 30 minute call where we walk through how your benefits, payroll, and HR actually run day to day. Most of that call is us listening.
Analyze
Week one to two, none of your time
This is the part nobody shows you. We take your numbers apart and compare them to what similar Texas groups are paying.
What we ask you for
- Nothing further, unless something in your documents needs a clarifying question
What you get
Nothing yet. This is the week we go quiet and do the work. If we need one clarification we will email once, not five times.
What this step covers
- Cost benchmarking against comparable Texas groups by size and industry
- Plan design: deductibles, out-of-pocket maximums, networks, and what your people actually use
- Funding method: whether fully insured, level-funded, or self-funded with stop-loss fits your group
- Contribution strategy: what you pay versus what employees pay, and how that drives enrollment
- Vendor overlap: what you are paying for twice, and what nobody owns at all
- Compliance exposure: ACA reporting, required notices, and filings that are quietly overdue
Recommend
Typically two weeks from the first call
You get a written report. It is in plain English, it shows our math, and it is yours to keep regardless of what you decide.
What we ask you for
- An hour to go through it with us, on the phone or in person
What you get
A savings and service report covering what you pay now, what comparable employers pay, where the gap is, what we would change, what each change is worth, and what it would take to make it.
What this step covers
- What you are spending today, broken out by plan and by who pays
- Where your cost sits against comparable groups
- Specific recommendations, each with the dollar figure attached
- What we would not change, and why
- Service gaps, meaning things your employees need that nobody is handling
Implement and support
Ongoing, starting whenever your renewal allows
If you decide to move forward, the work becomes ours. If you do not, the report is still yours and we part on good terms.
What we ask you for
- A signed broker of record letter, and an introduction to whoever runs payroll
What you get
We handle carrier negotiation, the enrollment build, the payroll integration, employee communication, and open enrollment meetings. Then we stay on as your team’s one point of contact.
What this step covers
- Carrier and vendor negotiation on your behalf
- Enrollment setup and payroll deduction mapping, so the numbers reconcile
- Employee meetings and materials, in English and Spanish where you need it
- A direct line for your employees, so benefits questions stop landing on your desk
- A renewal process that starts 120 days out, not three weeks out
What happens if we find nothing
Sometimes we look at a renewal and the answer is that the employer is already in good shape. The plan fits the group, the contribution strategy is sound, the broker is doing the work. It happens, and when it does we say so.
You still keep the report. It still shows the benchmarking, the plan analysis, and what we looked at. That document is worth something on its own: it is the written second opinion that lets you stop wondering whether you are overpaying, and it is useful the next time someone cold-calls you promising to cut your costs by 30 percent.
We do this because the alternative, which is finding a reason to move every employer who walks in the door, is how the bad version of this industry works. We would rather be right and wait.
Questions about the process
Then the report says so, in writing, and you keep it. That is a genuinely useful outcome. It means your current setup is competitive and you can stop wondering. We would rather tell you that and be the people you call in three years than manufacture a reason to move you.
See what your benefits should cost.
Thirty minutes on the phone, a couple of documents, and a written report you keep. If we cannot find anything worth changing, we will tell you that and you will have it in writing.