Your best employee is already taking the call.
Are your benefits the reason they stay?
Most businesses are paying $800–$1,500 per employee per month for a plan nobody explained, nobody uses, and nobody benchmarked. Take the 7-question diagnostic and find out what you're actually getting.
How many full-time employees are currently on your benefits plan?
Pick the closest range. The next 6 questions take about two minutes, then we'll show you what to do about it.
You signed the paperwork once. Every year since, the number just goes up.
That's not your fault. The benefits industry was designed to be confusing — and the broker you're working with gets paid whether your plan is working or not.
Costs that creep every year
You wince at the renewal number, ask a few questions, then sign again because what's the alternative? Meanwhile, you've never actually compared what else is out there.
Employees who can't explain their own plan
Studies show most employees don't know their deductible, avoid going to the doctor, and never use the ancillary benefits you're paying for. You're subsidizing confusion.
A broker who only shows up at renewal
They brought the same plan they pitch every client. No customization, no proactive ideas. You're not getting advice — you're getting paperwork.
$300,000 walking out the door.
You're paying roughly $800–$1,500 per employee per month. For a team of 20, that's potentially $300,000 a year you have no way to verify is right.
And when a good employee leaves, they won't tell you it was about the benefits. They'll say "culture" or "commute." Underneath it? The quiet feeling that the next place saw them — and built something with them in mind.
A plan built around your team. Not a template you inherited.
The problem is almost never the budget or the carrier. It's the structure — and the relationship. A benefits package built for your people, your financials, and your goals is a completely different thing than the one you probably have.
It actually protects your people
When something serious happens, they're covered — and they know it. No guessing at deductibles, no fear of going to the doctor.
It fits your budget sustainably
Not just today. Built so you're not back in the same conversation in 18 months wondering where the money went.
It becomes a retention tool
When your best employee gets that recruiter call, they think about what they have — and they stay.
A broker who treats your company like a screenplay.
Jud's path to benefits isn't typical. He spent years in the film industry — writing screenplays, working alongside respected directors and actors. What that world taught him: the best work comes from truly understanding your subject.
Most brokers show up with the same deck they showed the last ten companies. Jud builds a system around you. A yoga studio and a construction firm and a talent agency all have different teams, different cultures, different needs — and he treats them that way.
Two teams. Opposite problems. Same outcome.
From scrappy to independent in a decade.
A small studio with a tight budget and teachers they couldn't afford to lose. We built a lean, meaningful package that protected the people who mattered most — without stretching the P&L.
Cut costs. Felt like an upgrade.
Benefits set up during a flush period had become unsustainable. We eliminated bloated coverage nobody was using and replaced it with what a younger team actually wanted.
If your next renewal is 60–90 days out,
you're about to sign another year of the same thing.
Just renewed? Even better. You have a full year to restructure and go into the next renewal with a plan built for your business — not one inherited from whoever came before.