How We Work
Structured so the decision point comes after you've seen your own numbers.
Every engagement follows the same four stages. The first three cost you nothing but attention; the fourth happens only if your model earns it.
STAGE 01
Introductory call
20 minutes
A direct conversation — usually with the CEO, CFO, or head of HR. I explain the strategy in plain terms, you describe your workforce and plan, and we establish whether a model is worth building. If it isn't, the engagement ends here, honestly.
You bring
Rough headcount and current plan type. Nothing in writing.
STAGE 02
Confidential modeling
1–2 weeks
Using a de-identified census, I model realistic participation for your specific workforce and produce a savings range you could defend to your board — along with the assumptions behind every number. No carrier involvement, no signal to the market, no disruption to your renewal.
You bring
A de-identified employee census. I provide the template.
STAGE 03
Executive presentation
60–90 minutes
I present to your leadership team: the full mechanics of the strategy, its compliance basis, your modeled economics, and the implementation plan. Bring your CFO's skepticism and your counsel's questions — the presentation is built to withstand both.
You bring
The decision-makers, in one room (or one call).
STAGE 04
Guided implementation
60–90 days to launch
If you proceed, I manage the rollout end to end: formal plan documents, coordination with professional administration, and — most importantly — clear employee communication so participation is well understood and genuinely chosen. After launch, results reconcile against your own premium and claims data.
You bring
A signature, and an open enrollment window.
What it costs
Evaluation is free. Compensation is transparent.
Stages one through three carry no cost and no obligation. If a program is implemented, my compensation and all administrative costs are itemized inside the model you approve — never buried, never a surprise.
Who fits
Any size — if the composition is right.
—25 or more employees enrolled on your group plan
—Fully insured or self-funded — both can qualify
—Leadership willing to spend one hour on the math