Start from when caregivers leave, not from a plan.
Before designing anything, we look at your own tenure and exit data to see when caregivers leave and what they were eligible for at the time.
Send Us Your Renewal ← Back to Caregiver Recruiting And Retention
The turnover data tells you where a benefit can help.
What Happens In This Step
We look at hire and termination dates to find when most caregivers leave: the first month, the first quarter or later.
We then compare that pattern to your eligibility rules, so you can see whether the benefits you offer were available at the moments people decided to go.
What You Get From It
A plain picture of your tenure curve and the gap between it and your benefits timeline.
It becomes the basis for the next step, so the offer is designed around real behavior rather than an assumption about it.
What this step needs and produces.
What We Need
An export of hire and termination dates, even rough, and your current eligibility rules.
What We Do
We chart tenure, mark where the benefits start and note where people leave before they begin.
What You Get
A one-page tenure and eligibility summary you can use with or without us.
Questions on this topic.
Short answers for agency owners.
How much data do we need?
A year or two of hire and termination dates is enough. We can work with a rough export from payroll.
What if we have no clean data?
We start with what you have and note the gaps. A rough picture is still more useful than none.
Is the data kept private?
We use it only for your analysis. We do not need caregiver names, and we can work from anonymized dates.
General information, not legal or tax advice. Confirm the rules that apply to your agency with your attorney or tax advisor.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents, two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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