Explore our blog resources to help employers and advisors understand the value of captive insurance.
A group captive lets like-sized employers pool risk, share data, and capture savings together. It’s the structural alternative to fully insured health insurance.
A group captive self-funded plan lets you customize coverage, contracts, and vendors. Here’s how to design yours to cut costs without sacrificing benefits.
Direct primary care gives employees unlimited access to a primary doctor for a flat fee, cutting ER visits and lowering total claims spend.
With Roundstone’s self-funded health insurance, you’re not shopping a fixed product. You’re designing a plan around your workforce, claims data, and goals.
For most CFOs, healthcare costs now eat directly into profitability. This Roundstone leadership study shows where the spend goes and how to control it.
A third-party administrator (TPA) is the backbone of any self-funded plan. Here’s how a TPA processes claims, manages eligibility, and supports employees.
Self-insurance and employee satisfaction reinforce each other. Lower out-of-pocket costs, better access, and benefits employees actually value drive long-term retention.
Onboarding a self-funded health plan is more straightforward than employers expect. Here’s the timeline, the partners, and what HR needs
A self-funded health plan lets employers pay claims directly, gain claims visibility, and capture savings when employees stay healthy. Here’s
Selecting the right benefits advisor shapes the success of your self-funded plan. Here are ten criteria mid-market employers should use
Family benefits are a top driver of employee satisfaction and retention. Self-funded plans give employers room to design coverage around
Health insurance is expensive because the cost is hidden, claims data is gated, and incentives are misaligned. Self-funding gives employers
Provider network choice shapes employee care, plan costs, and out-of-pocket spend. Here’s how self-funded employers pick the right one.
Pharmacy costs are rising faster than any line item in your health plan. Here’s how to choose a PBM that
Per-employee-per-year (PEPY) cost is the truest benchmark for whether your health plan is competitive. Here’s how to use it to
Your pharmacy benefit manager makes or breaks drug spend. Here’s how self-funded employers choose a PBM aligned with their interests,
A third-party administrator (TPA) is the backbone of any self-funded plan. Here’s how a TPA processes claims, manages eligibility, and
Finding the right TPA shapes claims accuracy, employee experience, and total spend. Here are 8 secrets self-funded employers use to
Nurses are central to cost containment, quality of care, and patient outcomes. Here’s how self-funded plans put clinical expertise to
After a year of pandemic-driven change, here are the top five trends impacting health insurance costs and what self-funded employers
Nine practical ways employers can offset rising healthcare costs, from PBM strategy to centers of excellence, claims audits, and self-funded
Employee health drives healthcare cost. Well-being programs invest upfront in prevention and return compounding savings to self-funded plans over time.
Lowering prescription drug costs takes more than PBM negotiation. Self-funded employers can stack pharmacy strategy, direct contracts, and care management.
Roundstone’s CSI dashboard turns claims data into actionable healthcare analytics, helping employers find waste and bend their per-employee-per-year cost curve.
If renewal season has you bracing for a double-digit increase, it’s time to look at self-funding. Here’s how the model
Renewal season is the moment benefit advisors prove their value. Here’s how to prepare with claims data, scenario modeling, and
Strategic incentives, education, and communication can increase wellness program engagement by 40-60%. Here’s how self-funded employers design programs that actually
Employee healthcare is the largest controllable line item on most P&Ls. Self-funded plans give you the data to manage spend
The best health insurance for employees isn’t always the lowest sticker price. Self-funding aligns cost, coverage, and care for long-term
Culturally competent healthcare improves outcomes and reduces preventable claims. Self-funded employers can choose vendors and programs that actually serve their
Five recommended reads on workplace wellness, from behavioral health to chronic disease management, for HR leaders building healthier, more engaged
Customer experience at Roundstone is anchored in responsive service, proactive claims navigation, and the team that supports employers through every
Self-funding means an employer pays for their employees’ healthcare claims directly instead of paying fixed premiums to an insurance carrier.
A medical group captive is a self-funded model where small and mid-sized employers join together to access financial advantages, share risk and gain greater stability.
Stop-loss insurance protects self-funded employers from large or unexpected claims. It caps financial risk so one high-cost event doesn’t significantly impact your overall healthcare spend.
Health insurance costs rise due to increasing healthcare prices, higher utilization, and lack of transparency in traditional models. Learn how self- funding through a captive can help offset these trends.
Cost containment includes strategies that reduce unnecessary healthcare spending while maintaining quality care. Read how tactics like claims analysis, preventative care, and pharmacy cost management can reduce spend.
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