Pricing
Transparency Matters
Employee benefits consulting and health insurance strategy pricing should be clear, transparent, and aligned with results.
Because every employer’s benefits plan, vendor landscape, and goals are different, we confirm final terms after a strategy conversation.
A Note on Compensation
Regardless of the fee structure and size of employer, all fees are disclosed, and depending on various factors, can be negotiable. Most importantly, you should always understand what services you’re receiving so you know exactly what you’re paying for and why.
Available Fee Structures
1) Per-Employee-Per-Month (PEPM) Advisory Fee
Many employers prefer a clear PEPM structure for ongoing support. This covers strategic guidance and year-round execution, without surprise invoices.
2) Fee-for-Service Benefits Projects
Defined scope projects for specific needs such as dependent eligibility audits, benefits administration improvements, employee satisfaction surveys, compliance audits and custom benchmarking.
3) Benefits Strategy + Planning Fee
A fixed or negotiated scoped fee for employee benefits strategy, analysis, and roadmap design—focused on healthcare cost control, plan performance, and operational improvements.
Strategy Fee Credit
In most cases, the benefits strategy & planning fee is credited toward your ongoing advisory engagement when we are retained as your primary benefits consultant/advisor. In other words, if we move forward together, that upfront strategy work typically becomes part of the larger relationship.
4) Standard Insurance Market Compensation (Commission)
In some cases, when appropriate, compensation is paid via standard insurance market structures and is built into the insurance premium rate. When used, it is fully disclosed upfront so you can see the full picture.
What’s Included When You Retain Us
When we’re retained as your primary benefits consultant/advisor, your PEPM and/or disclosed compensation typically covers the services employers most commonly require, including:
- Employee benefits strategy and renewal planning
- Benefits plan design and funding strategy guidance
- Claims + renewal analysis to identify cost drivers
- Employer Contribution Strategy Consulting
- Vendor accountability (insurance carrier, Pharmacy Benefit Manager (PBM), Third Party Administrator (TPA), specialty vendors)
- Contract review support and fee transparency checkpoints
- Open enrollment support and execution coordination
- Benefits administration improvements that reduce HR workload
- Employee benefits communication that improves understanding and morale
- Compliance guidance support (ERISA/DOL/IRS alignment)
Strategy Conversation (First Step)
We start with an owner-led strategy conversation to better understand your goals, challenges, and current benefits approach then recommend the best path forward.
Strategy Fee Credit (When Applicable)
If a formal assessment or roadmap is needed before implementation, we will outline it clearly. In most cases, that strategy work is credited toward your ongoing advisory engagement when you retain us as your primary consultant/advisor.
What Determines Your Pricing
- Employee count (typically 25–500 employees)
- Funding approach (fully insured vs. self-funded)
- Vendor complexity (carrier, PBM, TPA, specialty vendors)
- Scope (strategy only vs. strategy + execution)
- Timeline (renewal urgency vs. long-term build)
- Support level (light-touch vs. high-touch advisory)
How Pricing Is Confirmed
After your strategy conversation, you receive a clear proposal outlining:
- The recommended engagement structure (PEPM and/or disclosed compensation)
- Services included and any exclusions
- Timeline and responsibilities
- Total investment and payment terms
What employers hire us to do
- Identify cost drivers and reduce benefits spending
- Reduce benefits “busy work” with improved workflows and technological efficiencies
- Improve recruiting and retention via a better benefits value proposition
- Improve employee morale through effective benefit communication campaigns
Common problems we help employers solve
- Health insurance renewals that increase with no clear explanation
- HR and admin teams overwhelmed by the benefits workload
- Open enrollment chaos, enrollment errors, and onboarding delays
- Employees confused about benefits or disgruntled with their insurance experience
- Benefits plans that don’t match business goals, culture, or hiring needs
What’s included in our employee benefits consulting work
- Claims and renewal analysis to identify healthcare cost drivers
- Benefits plan design and funding strategy guidance (fully insured or self-funded) to help you model employer/employee cost share
- Health plan contract review & analysis to spot hidden fees and unfavorable terms
- Vendor accountability (carrier, PBM, TPA, specialty vendors) to reduce runaround
- Benefits administration improvements (onboarding and enrollment workflows)
- Employee benefits communication that improves understanding and utilization
- ERISA compliance guidance to reduce risk and improve documentation confidence
Ready for a real-world plan for your organization?
Schedule a Benefits Strategy Conversation to review your current approach, identify opportunities, and map the next steps for a stronger employee benefits strategy.