PROVEN Strategies. Meaningful Impact.
Impact Stories
Explore these stories to dive deeper into ways we leverage our unique JA processes to Evolve® organizations from a state of passive risk to proactive plan management for their journey ahead.
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Multi‑state professional services employer offering a HDHP with HSA.
From Confusion to Confident Transitions
About 10% of Client Company’s population was Medicare‑aged yet still enrolled in the group plan, creating uncertainty around eligibility, HSA use, and enrollment timing. This dynamic elevated the plan’s risk profile and medical spend. HR and Finance lacked a streamlined, disruption‑free way to guide employees toward the right coverage at the right time. Employees, meanwhile, were unsure how to compare Medicare to the group plan and feared making a costly mistake.
A mid-market employer facing a pivotal renewal.
From $750K Shock to 0% Renewal
A single dependent’s specialty medication priced at approximately $750,000 per year accounted for more than half of the plan’s annual spend. For the second consecutive year, the carrier signaled a 25%+ increase—an unsustainable path that threatened deep benefit reductions or compensation tradeoffs. The employer needed a solution that protected the family, stabilized costs, and preserved the broader workforce’s plan design.
A community-focused non-profit navigating an ICHRA with 51–200 employees.
Continuity of Care, Without Compromise
After moving to an ICHRA, a long-time infusion patient was placed on an Carrier A plan recommended by Provider A that would not cover her necessary therapy. Over the next year, our Client, JA, Provider A, and Carrier A logged 25+ calls seeking a path to approval.
Repeated denials jeopardized timely treatment and complicated cross-state continuity of care between Indiana and Kentucky. The ongoing back-and-forth created mounting administrative strain for the employer and anxiety for the employee.
A BOUTIQUE FIRM WITH HIGH PERFORMANCE EXPECTATIONS
The Member Concierge Experience
Employees at the firm were highly productive but found the health insurance system to be a source of constant frustration. They were spending billable hours on hold with insurance companies, trying to resolve claims issues or find the right doctors.
A MULTI-GENERATIONAL FAMILY-OWNED BUSINESS
Preserving Culture in a Family Business
As the business grew, the owners felt they were losing the personal connection with their employees. Their benefits had become a source of frustration rather than a gift, with confusing networks and rising costs creating a gap between ownership and the staff.
A PROFESSIONAL SERVICES FIRM IN A COMPETITIVE MARKET
The Culture-First Benefits Audit
Their benefits looked exactly like their competitors’—functional but sterile. They weren’t using their health plan as a culture tool, and as a result, they were losing top performers to firms that offered a more supportive and human experience.