A spreadsheet of options is not advice. A recommendation is.
Handing an employer twelve columns of quotes shifts the hardest part of the job onto the person with the least time for it. We finish the work: which option to take, what it costs to take it, and what you give up if you do — plan design, administration and disruption weighed against price, because the cheapest quote and the right decision are frequently not the same.
Price is one input, not the verdict.
Every recommendation is argued across the same three questions, so you can see why one option won.
What It Costs
Total annual cost on a normalized census, for the employer and for employees at each tier. A saving that lands entirely on employee contributions is not a saving for the plan.
What Changes for Employees
Deductibles, networks, prescription coverage and the doctors people actually use. The option that saves the most is often the one that changes the most.
What Changes for You
Enrollment, billing, eligibility files and who answers when something breaks. Administration is a cost even when it is not on the invoice.
One recommendation, with the reasons and the trade.
What reaches your desk is short enough to decide from and complete enough to defend.
The Recommendation
One option, named, with the reason it beats the alternatives in plain language.
What You Give Up
Every recommendation has a cost somewhere. We state it rather than leave you to discover it at open enrollment.
What Would Change Our Mind
The conditions under which a different option would be right, so the decision can be revisited on evidence rather than on the next sales call.
The recommendation is only half the work.
The decision still has to be implemented without errors that cost money later.
Implementation Checked
Enrollment, eligibility and first invoices checked against what was agreed. Some carriers will not adjust a billing error past a fixed window, so errors are cheapest caught early.
Employees Told Clearly
What changed, what did not, and what to do before the effective date, in language people read.
Measured Next Year
The following renewal is judged against what this decision was supposed to deliver, not against a fresh set of quotes.
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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