Ezra A. GonzalezHealth Benefits Strategy
The Strategy

A proven way to lower healthcare spend — hiding in plain sight for decades.

This page explains what the strategy is, what it changes (very little), and what it delivers (a lot). The full mechanics — and your numbers — are reserved for the presentation, where they can be examined properly.

What it is

An additive benefits option — not a replacement for anything.

The strategy rests on a provision of federal law that has stood for decades. It allows an employer to offer employees a voluntary benefits option alongside the existing group plan — one that, for the right employees, delivers coverage as good or better than what they have today while removing significant cost from the employer's plan.

Nothing is replaced. Your carrier, network, plan design, renewal calendar, and broker of record continue exactly as they are. The strategy is reversible, voluntary for every employee, and structured with formal plan documents like any other compliant benefit.

It is not new, experimental, or aggressive. It is simply under-presented — most leadership teams have never had it brought to them with their own numbers attached.

What changes

Deliberately, almost nothing.

The strength of the strategy is how little it disturbs. The savings come from structure, not from cuts.

Your carrier and network
No change
Your plan design and renewal process
No change
Your broker of record
No change
HR's administrative workload
No change
Coverage for participating employees
Same or better
Your healthcare spend
Materially lower
The CFO lens

Benefits savings is the highest-leverage line on your P&L.

Because the savings come straight out of an operating expense, every recovered dollar lands directly on EBITDA — your operating profit. There's no margin to net out and no new revenue to chase.

And because companies are valued at a multiple of EBITDA, that recurring savings doesn't just lift this year's profit — it compounds into enterprise value.

What a recovered dollar is worth
$1
saved on what you already spend on benefits
= $1.00 of EBITDA
straight to operating profit — matching it through sales would take ≈$10 of new revenue at a 10% margin
≈ $8–$12 of value
created per dollar saved, at a typical 8–12× EBITDA valuation multiple
Illustrative. Multiples vary by company, sector, and deal — and not every business is valued on EBITDA.
The hard questions

Skepticism is the correct first response.

"Is this actually compliant?"
Yes. It rests on long-established federal law, implemented with formal plan documents and professional administration. The compliance basis is a standing section of the presentation, and your counsel is welcome in the room.
"Why haven't I heard of it?"
Because nobody in your current arrangement is paid to bring it to you. It requires specialized modeling and administration that sit outside the standard carrier-broker renewal cycle.
"What's the catch?"
The honest answer: the size of the savings scales with your workforce, so the exact number varies company to company. That's why we model your own census up front — you see your real figure before any decision, never an industry average dressed up as yours.
"Will employees push back?"
Participation is voluntary and individually advantageous — enrolled employees eliminate 100% of their qualified co-pays, deductibles, and out-of-pocket costs, so they opt in because they genuinely come out ahead. Clear communication is part of every rollout.
"What does it cost to evaluate?"
Nothing. The intro call, census modeling, and leadership presentation are all free of cost and obligation. Costs only exist inside an implemented program — and they're visible in the model you approve.
"How are you paid?"
On performance. Our fee is a share of what you actually save — so the incentive is your result, not your signature. If a program produces no savings, there's nothing owed beyond a small administrative setup and per-enrollee fee. We only get paid when you do.

The next step is a conversation, not a commitment.

Request a PresentationSee how we work