Explore our blog resources to help employers and advisors understand the value of captive insurance.
A fireside chat with Health Rosetta’s Dave Chase on why benefits advisors are positioned to save American healthcare through transparency and aligned design.
The Great Resignation reshaped what employees expect from their benefits. Here’s how employers should adapt plan design, communication, and total rewards.
Five generations now share the workplace, each with different healthcare expectations. Here’s how to engage all of them with a flexible self-funded plan.
Employee wellness program trends are shifting toward chronic disease management, behavioral health, and digital tools. Here’s what works inside self-funded plans.
Cost-effective healthcare for employers comes from claims transparency, vendor flexibility, and partner alignment, not just lower premium prices at renewal.
Helping clients fight the healthcare system and win means equipping them with claims data, transparent vendors, and self-funded plan design that actually works.
An advisor shares how self-funding benefits clients: real claims transparency, real savings, and the strategic conversations that build long-term relationships.
Is a self-funded captive plan right for you? Use this checklist to evaluate your workforce, claims history, and cost containment
Six things every benefits advisor should know about self-funded health insurance, group captives, and how to bring real cost containment
Watching cost containment matters more than ever. Here’s how the flexibility of a self-funded plan delivers dramatic savings without compromising
Roundstone Insurance makes your transition to self-funded health insurance savings uncomplicated through a guided onboarding process and aligned partners.
The new normal in employer healthcare blends telehealth, remote work, and rising claims volatility. Self-funded plans adapt faster than fully
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
Cost containment in healthcare is the practice of cutting waste, not coverage. Self-funded plans give employers the data and tools
Rising health insurance costs are driven by medical inflation, prescription drug spend, and chronic disease. Self-funding gives employers the tools
Cost containment in healthcare is the discipline of cutting waste without cutting care. Self-funded employers have the data and levers
Emerging trends in prescription costs, GLP-1s, specialty biologics, and PBM consolidation, are reshaping how self-funded employers budget for pharmacy spend.
Hospital costs are the biggest driver of healthcare spend. Here’s why prices keep climbing and how self-funded employers fight back
Cost-effective healthcare for employers comes from claims transparency, vendor flexibility, and partner alignment, not just lower premium prices at renewal.
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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Explore in-depth guides covering captive insurance, healthcare costs, and strategies for long-term savings.
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