Benefits advice shaped to your stage of growth.
A 30-person firm and a 400-person company face different rules, budgets and expectations. We focus on employers with roughly 20 to 500 employees and adapt our approach to where you are.
By company size
You may be offering group benefits for the first time or outgrowing a basic setup. We focus on solid plan choices, a simple contribution strategy, and making sure you know which rules apply, such as federal COBRA once you reach 20 employees.
At 50 full-time employees (including equivalents), the ACA employer requirements and reporting generally apply. We help you prepare for affordability rules and reporting, and start a more strategic approach to renewals.
Around 100 plan participants, Form 5500 filing generally applies, and alternative funding such as level-funded or self-funded plans may become more worth exploring. We help you weigh the options and manage the added administration.
At this size, data, multi-year planning and employee experience matter more. We help with benchmarking, funding strategy, technology and communication across locations.
By role
- Owners and founders: A clear recommendation, the reasons behind it and no surprises.
- CFOs and finance: Cost drivers, funding options and budget scenarios you can plan around.
- HR and People leaders: A partner who handles carrier follow-ups, enrollment and compliance reminders, so you can focus on your people.
By industry
Competitive benefits to recruit and keep skilled people, often across remote or hybrid teams.
Shift-based and hourly workforces, disability coverage and clear communication on the floor.
Seasonal or variable-hour staff, eligibility tracking and ACA measurement.
Staff who understand care costs and expect solid coverage.
Fast hiring, multi-state teams and benefits that compete for talent.
Making careful use of limited budgets while staying competitive.
Variable hours, high turnover and simple enrollment.
Tell us your size and industry, and we’ll focus on what matters most for you.