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Nobody's checked whether your rate is fair in years.
Renewals climb, coverage stays the same, and the broker who set it up hasn't run a real market comparison since. Growing companies get ignored by big brokerages and underserved by generalists.
A plan that keeps up with headcount.
The benefits model that works at 20 employees isn't the one that works at 200. We build for the transition, so your plan and your costs stay right as you scale toward 500.
Step 1 · Share the basics. A short form and your census.
Step 2 · See what you're overpaying. Where your cost comes from, and what's avoidable.
Step 3 · Review and choose. Every option side by side. You decide.
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AWM Capital — $156,914 saved in 30 minutes.
Light Labs — A finished renewal turned into $113,115 in savings.
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FAQs
Our renewal just came in. Is it too late to do anything?
Usually not. A Broker of Record change can happen outside your renewal window, so you don't have to wait a year. Four to six months ahead is ideal.
Will our employees have to change doctors?
Often not. We quote your existing carrier alongside the rest of the market, so staying on the same network is usually an option.
How do you know what companies like ours pay?
We benchmark you against peer companies and pull your Benefits Risk Score, which is the same read carriers use to price you.
Our broker says we're already getting a good deal. How would we know?
Ask to see the bid list. If nobody can show you which carriers were approached and what each one quoted, there's no comparison behind the number you were given.
What changes when we pass 50 employees?
In most states 50 is the line where you leave the small group market, which changes how your rate gets set. Worth planning for rather than discovering at renewal.
Do we have to change payroll or HR systems?
No. The connection is read-only, and elections and deductions stay exactly where they are.
If we can't find a better setup than what you've got, we'll tell you on the call.
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