We came from ADP and would've been happy just saving the 28% on workers' comp. What we didn't expect was real employee benefits, faster support, and a simpler experience across the board. Easier to hire, easier to retain good people, and morale is stronger. We came for the savings and ended up with a partner that helps our business win.
28%off workers' comp
+4benefit lines added
0call-center handoffs
Commercial Real Estate · NY
Came off fully-insured
"Health spend going up every year, can't keep cutting quality."
Saved 38% over 6 years
No changes to network, deductibles, or what employees pay out of pocket.
- Switched funding mechanism (kept the same carrier behavior employees saw)
- Renewal cycle moved from chaotic to predictable
- HR claims-dispute time cut by 8–20 hours per case
See the funding mechanics
Legal · Boston, MA
About to sign #1 PEO
"Broker said: don't sign with the first PEO until you've compared a second."
Saved 37% on health insurance
Compounding year over year as the prior trajectory continues to widen the gap.
- Two PEOs modeled side-by-side on the same census
- Dedicated benefits coordinator vs call-center claims handling
- K1 owner + part-time office manager classes structured cleanly
See the PEO comparison
Retail · Brick & Mortar · OH
Came off UHC
"18% renewal hike. Broker said there was nothing more to save."
Saved 52% on health insurance
Multi-year retained. Still saving today.
- Master plan pricing under what their group could access independently
- Dedicated benefits rep replaced call-center experience
- HR/admin hours per week recovered for the owner
See the funding switch
Law Firm · Northeast
Came off Harvard Pilgrim EPO
"Limited network. $54K of worst-case downside on the renewal."
Saved ~23% on employer cost, Year 1
Comparable plan, deductible cut in half ($1,000 → $500), broader network — and a worst-case spend that no longer swings.
- Deductible $1,000 → $500 (richer coverage, not leaner)
- Network upgraded EPO → PPO (broader provider access)
- Worst-case employer spend capped — no more renewal-cycle whiplash
See the comparison
Real Estate · Syracuse, NY
Came off fully-insured
"96% premium hike at renewal. Couldn't afford to lose the team to it."
96% renewal hike avoided
Benefits restructured into a recruiting tool — total comp impact several multiples of the cost change.
- Talent retention reframe: benefits as recruiting leverage, not just cost
- Coverage richness held or improved while premium pressure absorbed
Read the full case
Mortgage · Lowell, MA · Multi-state
Came off limited HMO/HSA
"Hiring across state lines. HMO network couldn't follow. Renewal pushed past sustainability."
Saved 34% on premiums + HMO → Nationwide PPO
Lower deductible, broader network, multi-state hiring unlocked. 6-year savings projected to scale into seven figures as headcount grows.
- $5,000 deductible → $2,000 deductible (better coverage at lower cost)
- Premium increases capped at 3%/yr vs 8–10% on the prior trajectory
- Multi-state PPO network unlocked hiring beyond the original HMO footprint
Read the full case
How to read these
Each case shows the carrier and funding mechanism the client moved from, the specific trigger that brought them in, the headline outcome as a percentage (so you can apply it to your own spend), and what changed under the hood. We've omitted client names and headcounts so you can map yourself onto the cases by situation, not by size.
Source documents — quote comparisons, premium tables, renewal letters — available under NDA on request.
You've seen the outcomes. Now run yours.
Six funding strategies modeled on your actual census, your actual carriers, your actual renewal pressure. No obligation, no pitch — just the comparison.
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