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Your first benefits decision is usually your worst-priced one.
Early on, you take whatever the PEO or the first broker offers, because you're busy building. That plan gets priced off a broad pool, not your team, and the cost compounds every renewal.
Benefits that grow with you.
Access the same quality plans as companies ten times your size, at a price that works for a team watching every dollar. As you hire, the plan flexes with you, no re-tendering from scratch every year.
Step 1 · Share the basics. A short form and your census.
Step 2 · See your workforce risk. The carrier's read on your team, in plain English.
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
Do we have to leave our PEO to work with you?
No. A lot of companies start by having us price the benefits half of the bundle so they can see what it actually costs. Leaving is a separate decision with its own timing.
What does it cost us?
Nothing upfront. The assessment is free and there's no commitment.
What do you need to quote us?
An employee census: names, dates of birth, gender, zip code, and who's on which plan tier, plus the same for dependents. No salaries, no medical records.
What happens when we hire someone mid-year?
A new hire starts an eligibility date, an election window and an enrollment task automatically. It's routine, not an exception.
Isn't level funding only for bigger companies?
No. A small or young company can usually get a level-funded plan approved even where full self-funding would be turned down for being too small. And it's reversible if it doesn't work out.
If we can't find a better setup than what you've got, we'll tell you on the call.
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