Your benefits plan shouldn't look exactly like your competitor's. Yet somehow, most employers end up with nearly identical plans, tweaked only at the margins. Why? Because the traditional model thrives on conformity. It's easier to sell standardized solutions than to give employers real control.

Most benefits 'design' isn't design at all. It's selection from a pre-approved menu of options. Pick Plan A, B, or C. Want something different? Sorry, that's not "market standard." But your workforce isn't standard. Your claims aren't standard. Your goals aren't standard. So why should your benefits be?

The real problem isn't just the lack of options. It's the lack of control. Most programs treat benefits design like picking from a restaurant menu where half the items are crossed out and substitutions aren't allowed. It's about making their lives easier, not making your benefits better.

Think about your current plan. How many decisions did you actually get to make? How many times were you told something wasn't possible because it didn't fit the carrier's system? Most importantly – does your plan truly reflect your workforce's needs, or is it just the least-bad option from a limited menu?

That's why our approach is different. Since 2010, we've maintained a -3.2% stop-loss trend not by forcing everyone into the same box, but by giving members control over their benefits design. While others are busy explaining why you can't do something, our members are busy doing it.

Control comes from being part of an exclusive membership focused on proactive performance, not growth at any cost. Your plan design matches your strategic vision instead of conforming to carrier limitations. You have the flexibility to choose your vendors and implement cost containment programs that work for your population. And with our fee-based model and 100% captive layer surplus return, decisions serve member interests, not carrier relationships. This structure gives you the control and transparency missing in traditional programs.

With control, you can:

• Use transparent claims data to address cost drivers
• Select vendors and programs that align with your goals
• Break free from one-size-fits-all market solutions
• Reinvest savings into employee benefits

With control comes clarity. Our members approach benefits as a strategic opportunity, not an administrative burden. They leverage transparent data to make informed decisions, choose vendors that align with their goals, and implement cost containment programs that work for their population.

Plan design flexibility isn't just about options – it's about having the authority and capability to build benefits that drive both better outcomes and sustainable costs.