Explore our blog resources to help employers and advisors understand the value of captive insurance.
Telehealth coverage inspires trust because it removes friction from accessing care. Self-funded plans can prioritize and price telehealth on their own terms.
The essential guide to self-funding HR executives have been asking for, covering plan design, partners, employee communication, and what changes year one.
Healthcare concierge services help employees navigate care, reducing claims spend while improving the employee experience inside any self-funded health plan.
Sexual and reproductive health care access and education matter for employee outcomes and employer cost. Here’s how self-funded plans can support both.
Aligning incentives between employer, employees, and providers is the foundation of a healthier, cost-effective benefits plan. Here’s how to design that alignment.
Roundstone recognizes the best benefits advisors in the business, advisors who lead with self-funded captive solutions and consistently win for their clients.
Stop-loss insurance protects self-funded employers from catastrophic claims by pooling risk with similarly sized businesses through a group captive plan.
Twenty percent of employees drive eighty percent of healthcare costs. Self-funded plans give you the data to manage chronic conditions
Self-funded health insurance lets employers pay claims directly, capture savings when employees stay healthy, and see exactly where every dollar
Specialty drugs are the fastest-growing line item in employee benefits. A self-funded plan gives you the visibility and levers to
Budgeting a self-funded health plan means understanding fixed and variable costs. Here’s how to plan spend and unlock savings through
A group captive lets like-sized employers pool risk, share data, and capture savings together. It’s the structural alternative to 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
Rising employee benefit costs threaten your bottom line. Measuring claims and healthcare data shows where your highest spend lives and
Lowering cost sharing in your health plan can reduce overall employee healthcare costs while improving access to higher-quality care. Here’s
Clinical care management lowers healthcare costs by guiding employees through complex care, catching issues early, and steering them to higher-quality
Catastrophic diagnoses can blow up a self-funded plan budget. Here are cost containment strategies, from centers of excellence to case
Managing health insurance costs takes more than annual renewals. Self-funded employers use claims data, vendor strategy, and care management every
Captives do it better on data transparency. Members get full claims visibility, not the aggregated, sanitized data fully insured carriers
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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