Benefits work, done properly, by people who care.
CFH Insurance Consultants has been independent since 2007. We look at the entire benefits program — cost, plan performance, risk and administration — for employers across the country.
You will not be the only person on an account.
For proper coverage of an account we work in service teams of five — an account executive, an account manager, a plan analyst, customer service and IT. It is how clients get continuity, and it is also how people here take a holiday without a hundred emails waiting.
Specialists, Not Generalists
You own a discipline rather than carrying every part of every account. The analyst analyzes; the account manager runs the cycle. The person reading the claims is not the one answering an ID card question that afternoon, so each part of the account gets full attention. Handoffs happen inside the team of five, where everyone already knows the client.
Real Depth Available
CPAs and ERISA attorneys are available through us, so the hard questions get a proper answer rather than a guess. For you, that means an unusual plan-document or tax question does not stall on your desk. You bring it to the team, and the right specialist is brought in.
Independent
No parent company setting the recommendation. What is right for the client is the whole argument. In practice you will be expected to recommend a carrier change, or advise a client to stay where they are, on the numbers alone, and to explain that reasoning to the client in plain terms.
The pandemic changed everything.
It changed where people work. It also changed what an employer’s benefits program has to do. Both of those land on this job, and neither one is going back.
of people working in finance and insurance teleworked in June 2026 — the highest rate of any detailed industry the federal government tracks.
of insurance carriers expect most of their employees on a hybrid schedule over the next six months. Seven percent now require staff in the office every day.
of remote-capable employees say hybrid is the arrangement they want. About half already have it, and a quarter work fully remote.
Sources: U.S. Bureau of Labor Statistics, Current Population Survey, June 2026 · Q1 2026 Insurance Labor Market Study, The Jacobson Group and Aon · Gallup, remote-capable employees, May 2026 and November 2025.
What That Means Here
We are remote-friendly, and the arrangement is set by the role rather than by a blanket policy. Some of this work is genuinely location-independent. Some of it is not — an on-site enrollment meeting is an on-site enrollment meeting. We will tell you which kind of job you are applying for before you apply, not after.
For proper coverage of an account we work in teams of five: an account executive, an account manager, a plan analyst, customer service and IT. Coverage is the point. Where one person happens to be sitting on a Tuesday has never been what decides whether a client gets an answer.
Resourcing decisions sit with the team, not above it. The people servicing an account decide what technology, software and services they need to do it properly.
What That Means for the Work
The same shift landed on our clients, and it made benefits harder. An employer whose staff used to sit in one building now has employees spread across several states, and that turns into questions somebody has to answer.
Does the network actually cover an employee three states away. What does the plan document say about eligibility for someone who never comes in. How do you run an open enrollment when nobody is in the break room. What happens to a telehealth benefit that used to be a line item no one read.
That is a real part of the job now — plan design, network analysis, compliance across state lines, and enrollment technology that has to work for someone reading it on a phone at their kitchen table. It is consulting work, not paperwork.
What we are hiring for.
Every current opening lives on one page. Each listing says what the job actually is, what you need to bring, where it sits, and where the licensing sits. Remote and work-from-home is an option on every one of them, and pay is based on experience.
Three tracks that run alongside the account ladder.
Not beneath it. These roles carry their own progression, and two of the three take candidates from outside insurance.
Analytical
Owns the numbers behind every recommendation — funding models, renewal projections, claims deep dives, and the carrier rating illustrations nobody else checks closely enough. Carrier-facing, not a back-office production role. The work ends up in front of clients and CFOs, so being able to explain a model in plain language matters as much as building it.
Technology
Builds, tests and maintains every client’s benefits administration site and the eligibility data flowing out of it to carriers and payroll. Configuration and file work both — we do not split them. When an enrollment does not reach the carrier or payroll correctly, an employee can end up without coverage or with the wrong deduction. This role is where those errors get caught, so care with data files is the core of the job.
Sales
Builds new business from pipeline through close, then stays on the relationship as the client’s senior advocate while the account team delivers. You will not be servicing what you sell. That leaves your time for building relationships with owners, CFOs and HR leaders, and for introducing them to the team that will look after the account.
How our hiring actually runs.
No black box. Four steps, and you hear from a person at each one.
1. Application
You send a resume and a short note about the work you want to be doing. Every one is read by a person.
2. Introductory Call
Thirty minutes with the person you would report to. What the role really is, and what you are looking for.
3. Working Conversation
You meet the people you would sit with. For analytical roles we walk through a real, de-identified scenario together.
4. Offer
References, licensing check, and a written offer. Pay is based on experience and discussed openly before we get there.
Send us your resume.
Name the role in your note. If nothing above fits and you work in benefits, send it anyway — we open roles as client work grows, and the right resume sometimes arrives before the posting does.
Prefer email? Send your resume to careers@cfhic.com.
We may use artificial intelligence (AI) tools to support certain aspects of our hiring process, including reviewing applications, analyzing resumes, evaluating responses, and identifying potential inconsistencies or verification signals in application materials based on available information. These tools are intended to assist our recruitment team and do not replace human judgment. All final hiring decisions are made by human decision-makers. If you would like additional information about how your personal data is processed, please contact us.
Every current opening, with the location and work arrangement stated on each one.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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