Benefits Are Your Second-Biggest Expense. Shouldn’t You Understand What You’re Buying?
You’re at 15-30 employees and it’s time to offer “real” benefits. Or your broker just sent a renewal with a 35% increase and you have no idea if that’s normal. Or you’re leaving a PEO and suddenly need to understand health insurance yourself.
The problem? Benefits decisions are incredibly complex:
- Brokers use jargon you don’t understand (PPO, HDHP, HSA, ERISA, what??)
- You don’t know if quoted costs are reasonable or inflated
- “Standard employer contribution” could mean 50% or 100%—which is right?
- 401k fees are buried in fine print you can’t decipher
- Your broker is paid by carriers (conflict of interest)
- You’re about to sign contracts you don’t understand
Most business owners make $100K+ benefits decisions with less research than buying a $50K car.
Our Benefits Strategy & Broker Selection Support service changes that for $799.
We don’t sell insurance (we’re not brokers). We educate you on what benefits to offer, what you should pay, how to evaluate vendors, and how to select a benefits broker who actually works for YOU.
WHAT YOU’LL RECEIVE
1. Benefits Strategy Assessment
- Consultation call (45 min) to understand workforce, budget, and goals
- Benefits needs analysis (what your specific employee demographics need)
- Market benchmarking report (what companies your size/industry typically offer)
- Benefits philosophy framework (defining your approach: competitive? adequate? best-in-class?)
- Budget planning worksheet (realistic cost modeling at different contribution levels)
- Benefits hierarchy guide (must-haves vs. nice-to-haves prioritized by budget)
2. Benefits Education Package We translate benefits jargon into plain English:
Health Insurance 101:
- PPO vs. HDHP vs. HMO explained (pros, cons, cost implications)
- HSA vs. FSA vs. HRA decoded (what each is, when to offer)
- Deductibles, copays, coinsurance, out-of-pocket maximums clarified
- Network types (broad vs. narrow, why it matters)
- Employer contribution strategies (% of premium, fixed amount, tiered)
401(k) Retirement Planning:
- Safe harbor vs. traditional 401k (compliance implications)
- Vesting schedules explained (cliff, graded, immediate)
- Match formulas decoded (dollar-for-dollar, 50 cents on dollar, what’s standard?)
- Fee structures explained (what 1.5% vs. 0.5% actually costs your employees)
- Auto-enrollment pros/cons
Supplemental Benefits:
- Dental and vision (what’s standard, costs, value proposition)
- Life and disability insurance (employer-paid vs. voluntary)
- FSA/dependent care accounts (administration complexity)
- Voluntary benefits (what’s worth offering, what’s clutter)
3. Benefits Broker Selection Support Important: We don’t sell insurance, but we help you hire someone who does (and works for YOU):
- Broker vs. direct carrier (when you need broker vs. when you don’t)
- Broker compensation models (commission, fee-based, hybrid—pros/cons)
- Broker RFP template (what to ask prospective brokers)
- Broker interview questions (how to evaluate if they’re good fit)
- Red flags in broker proposals (what to watch out for)
- Broker contract review checklist (key terms before you sign)
- Reference questions for broker’s clients (what to ask)
4. Vendor Evaluation Frameworks We teach you HOW to evaluate, you do the evaluating:
For Health Insurance:
- Carrier comparison worksheet (apples-to-apples cost comparison)
- Network adequacy checklist (do they cover your employees’ doctors?)
- Plan design evaluation matrix (comparing coverage levels across plans)
- Total cost analysis (employer + employee costs modeled)
For 401(k) Providers:
- Fee comparison calculator (breaking down all-in costs)
- Feature comparison matrix (Guideline vs. Vanguard vs. Fidelity vs. Betterment)
- Compliance support assessment (who handles Form 5500, testing, etc.?)
- Employee experience evaluation (ease of use, mobile app, education resources)
5. Cost Modeling Tools
- Benefits budget calculator (total annual cost projections)
- Contribution scenario modeling (50% vs. 75% vs. 100% employer-paid)
- PEPM cost breakdown (per-employee per-month budgeting)
- 5-year cost projection (modeling 8-12% annual increases)
- ROI analysis framework (benefits cost as % of total compensation)
6. Employee Communication Templates Once you’ve selected benefits, you need to explain them:
- Benefits announcement email (introducing new/changed benefits)
- Benefits overview guide (one-pager explaining what you offer)
- Enrollment timeline (when employees need to do what)
- FAQ document (answering common employee questions)
- Benefits comparison chart (if offering multiple plan options)
- Open enrollment checklist (for employees and HR)
7. Decision-Making Framework
- Benefits decision matrix (how to weight factors: cost, coverage, employee satisfaction)
- Make vs. buy analysis (PEO vs. direct benefits vs. QSEHRA/stipends)
- Timeline planning (how long benefits implementation actually takes)
- Contingency planning (what if employees hate the plan? what if broker is terrible?)
All materials customized to your company size, budget constraints, and employee demographics
WHAT’S NOT INCLUDED
We are not insurance brokers and cannot:
- ❌ Sell you health insurance, dental, vision, or life insurance policies
- ❌ Negotiate rates with insurance carriers on your behalf
- ❌ Receive insurance quotes directly (your broker does this)
- ❌ Enroll employees in benefits plans
- ❌ Provide insurance-licensed advice or recommendations
- ❌ Handle benefits administration or COBRA compliance
- ❌ Process insurance claims or employee service issues
We are HR consultants who:
- ✅ Educate you on what benefits to consider
- ✅ Help you evaluate broker proposals and vendor quotes
- ✅ Teach you how to comparison shop effectively
- ✅ Provide frameworks and templates for decision-making
- ✅ Help you ask better questions of brokers and carriers
- ✅ Support you in becoming an educated benefits buyer
Think of us as your “benefits advisor” before you hire your “benefits broker.”
Also not included:
- Ongoing benefits compliance (ACA reporting, COBRA, etc.)
- Individual employee consultations (“which plan should I pick?”)
- Benefits administration software setup
- Wellness program design (separate service)
- Executive benefits or equity planning
WHAT WE NEED FROM YOU
Complete our intake (20-30 minutes):
Required Information:
- Company basics:
- Number of employees
- State locations
- Industry
- Payroll (annual or monthly)
- Employee demographics:
- Age ranges (affects needs and costs)
- Number with families vs. single
- Income ranges (affects affordability)
- Current situation:
- Do you offer benefits now? Which ones?
- Current costs (employer + employee)?
- What’s working? What’s broken?
- Do you have a broker? Happy with them?
- Goals and constraints:
- Annual benefits budget (if you have one)
- Must-haves vs. nice-to-haves
- Timeline (when do you need benefits in place?)
- Employee feedback or requests?
Optional But Helpful:
- Current benefits broker proposals
- Recent renewal documents
- Employee survey data about benefits satisfaction
PROCESS & TIMELINE
Days 1-2: Intake call + you provide demographics, current costs (if applicable)
Days 3-5: We develop customized benefits strategy, benchmarking report, and evaluation frameworks
Day 6: Deliver complete benefits planning package
Day 7: Review call (60-75 min) to:
- Walk through recommendations
- Explain how to use evaluation tools
- Discuss broker selection strategy
- Answer all your questions
Post-delivery: You engage with brokers/vendors using our frameworks
Days 8-14: Email support while you:
- Interview brokers
- Request quotes
- Evaluate proposals
- Make decisions
Final call (optional): We’ll help you interpret proposals and make final decision
Total timeline: 7-10 business days for strategy + 2 weeks email support during selection
WHO THIS SERVICE IS FOR
Perfect for:
✅ Companies with 10-50 employees offering benefits for first time
✅ Startups leaving PEOs and need to set up direct benefits
✅ Businesses frustrated with current broker (poor service, unexplained cost increases)
✅ Anyone who inherited benefits setup and has no idea if it’s competitive
✅ Leadership teams overwhelmed by benefits complexity who need education
✅ Companies receiving multiple broker proposals and can’t evaluate them
✅ Anyone about to spend $100K+ on benefits who wants expert guidance
You definitely need this if:
- Your broker sent a 30% renewal increase with no explanation
- You don’t understand what you’re currently paying for
- Employees are complaining benefits are expensive or inadequate
- You’re shopping brokers and don’t know how to evaluate them
- You’re about to sign contracts you don’t understand
- Your last benefits decision was “go with whatever the broker recommended”
Not right for you if:
- You have <5 employees (benefits may not be cost-effective yet—consider QSEHRA)
- You have dedicated HR team that understands benefits deeply
- You’re happy with current setup and costs are reasonable
- You need someone to actually sell you insurance (you need a broker, not us)
WHY INDEPENDENT BENEFITS EDUCATION MATTERS
Benefits Brokers Have Built-In Conflicts:
- Paid commission by insurance carriers (higher premiums = higher commission)
- Incentivized to sell most expensive plans
- May steer you to carriers paying highest commissions
- Work for carriers, not for you (despite what they say)
You’re Making $100K+ Decisions Blind:
- Company with 25 employees spends $150K-$300K annually on benefits
- 5-10% savings = $7,500-$30,000/year
- Most owners spend more time researching a $3K software purchase than $200K benefits spend
Benefits Jargon Is Intentionally Confusing:
- Brokers use complexity to position themselves as indispensable
- You can’t evaluate what you don’t understand
- “Trust me, this is a good plan” isn’t a strategy
Bad Benefits Decisions Are Expensive:
- Overpaying 15-20% annually (compounds over years)
- High employee contributions = turnover
- Poor coverage = unhappy employees + recruiting disadvantage
- Wrong 401k provider = excessive fees eating employee retirement savings
Our $799 service could save you $10,000-$50,000 annually by helping you make informed decisions instead of blindly trusting brokers.
FREQUENTLY ASKED QUESTIONS
Why can’t you just tell me which benefits to buy?
We’re not licensed to sell insurance. We educate you on options and help you evaluate proposals, but your benefits broker handles actual insurance sales and enrollment.
If I need a broker anyway, why do I need you?
Brokers work for carriers (paid by commission). We work for you (paid by you). We help you become an educated buyer so you can hold brokers accountable and make smart decisions. Think of us as your “benefits advisor” before hiring your “benefits broker.”
How much should I budget for benefits?
Health insurance: depending on your population and location, typically $400-$900/employee/month (employer portion varies by contribution strategy). 401k match: 3-6% of salary is common. We’ll help you model realistic scenarios based on your workforce.
What’s a “reasonable” employer contribution?
Huge range: some companies pay 100% of employee-only coverage, others pay 50% of all coverage levels. We’ll show you what’s typical for your industry/size and help you decide what fits your budget and talent strategy.
How do I know if my current benefits are competitive?
We’ll benchmark your offerings against market norms (by industry, size, geography) and identify gaps or overspending.
Can I use this if I already have a broker I like?
Absolutely. We help you become a better-informed client who asks better questions and holds your broker accountable.
What if I’m considering PEO vs. direct benefits?
We’ll model both scenarios (cost, complexity, control) to help you decide. Sometimes PEO makes sense, sometimes direct is better.
Do you help with benefits enrollment?
We provide enrollment communication templates and timelines, but actual enrollment is your responsibility.
What about ACA compliance?
If you have 50+ full-time equivalent employees, ACA employer mandate applies. We include compliance overview in our guidance, but you’ll need attorney or broker for ongoing compliance work.
Can you review broker proposals I’ve already received?
Yes! That’s one of our most valuable services. We’ll help you understand what you’re looking at and identify red flags or opportunities to negotiate.
LEGAL DISCLAIMER
Important Licensing Notice:
HR Launcher Lab and its team are not licensed insurance brokers or agents. We do not sell insurance products, receive commissions from insurance carriers, negotiate insurance rates, or provide insurance-licensed advice.
This service provides educational guidance and strategic planning to help you become an informed benefits buyer. We teach you how to evaluate broker proposals, compare vendor options, and ask better questions—but we do not sell, recommend, or endorse specific insurance products or carriers.
Your Responsibilities:
- Engaging a licensed benefits broker or directly with carriers for insurance quotes and purchases
- Ensuring all benefits programs comply with ERISA, ACA, HIPAA, IRS, and state regulations
- Obtaining proper legal and tax advice for benefits decisions
- Handling benefits enrollment, administration, and compliance
Our Role: We provide strategic consulting, benchmarking, vendor evaluation frameworks, and educational materials. We help you understand benefits options and evaluate proposals you receive from licensed brokers—we do not replace the broker relationship.
For specific legal questions about benefits compliance, fiduciary duties, or regulatory requirements, consult a qualified benefits attorney. For insurance quotes and enrollment, work with a licensed benefits broker.
ADD-ONS AVAILABLE
Broker Proposal Analysis (+$299): Detailed analysis of 2-3 broker proposals you’ve received—we’ll help you compare and identify the best option
Annual Benefits Review (+$399): Review your renewal proposal annually and advise on whether to shop or negotiate
ACA Compliance Overview (+$299): Detailed ACA compliance guidance if you have 50+ FTEs (educational only, not legal advice)
Benefits Communication Package (+$399): Custom benefits guide, enrollment timeline, FAQ, and comparison charts for employees
401(k) Fee Audit (+$249): Detailed analysis of your current 401k plan fees with recommendations for negotiation or switching
