Employee benefits technology
Benefits data crosses more organizational boundaries than almost anything else a company handles: HR, payroll, carriers, brokers, TPAs and the regulator — all expecting a different format on a different schedule.
We build and run the technology behind benefits administration — enrollment files, carrier connections, eligibility, billing reconciliation and year-end reporting — so open enrollment stops being a season your team dreads.
The moving parts of a benefits operation
Enrollment & Eligibility
New hires, life events, terminations and open enrollment turned into carrier-ready 834 files on the cadence each carrier expects.
Carrier Connections
Onboarding, mapping and testing per carrier and per plan year, with acknowledgements reconciled rather than assumed.
Payroll & HRIS Integration
Deductions, demographics and status changes synchronized with the HRIS and payroll system so the three never disagree.
Billing Reconciliation
Carrier invoices matched line by line against enrolled members, with variances surfaced as a worklist instead of a write-off.
Compliance Reporting
ACA 1094/1095 preparation, COBRA notifications and the audit trail each of them has to survive.
Member & Broker Portals
Self-service enrollment, plan comparison and document access for members, with book-of-business views for brokers.
The lines of benefit we handle
- Medical, dental and vision
- Life and AD&D
- Short- and long-term disability
- FSA, HSA and HRA accounts
- Voluntary and supplemental products
- Retirement plan eligibility feeds
- COBRA and continuation coverage
- Leave and absence data
From a signed carrier to a clean file
Discovery
Plan design, eligibility rules, payroll calendar and every downstream recipient of the data.
Mapping
Field-level mapping per carrier, with plan and coverage codes agreed against their companion guide.
Parallel testing
Test files exchanged and reconciled until the carrier and the source system agree member for member.
Cutover
Go-live on a production schedule with monitoring, alerting and a named person on both sides.
Annual cycle
Plan-year changes, rate updates and open enrollment run as a rehearsed sequence rather than an emergency.
What a benefits team notices first
- Enrollment discrepancies caught before the carrier bills for them
- Open enrollment handled without temporary headcount
- One source of truth across HRIS, payroll and carrier
- Premium leakage on terminated members eliminated
- Compliance filings assembled from data, not from memory
- Member questions answered in the portal rather than by email
The questions brokers and HR leaders ask first
Do you replace our benefits administration platform?
Usually not. Most of our work sits around the platform you already have — the carrier feeds, the payroll integration and the reconciliation it does not do well — and we only recommend replacement when the platform is genuinely the constraint.
How long does a new carrier connection take?
Four to eight weeks is typical from companion guide to production, and most of that is parallel testing. Carriers with an existing map and a standard plan structure move considerably faster.
How is PHI and PII handled?
Encrypted in transit and at rest, transported over AS2 or SFTP with key rotation, restricted by role, retained on an agreed schedule, and logged so any access can be reconstructed for an audit.
Can you support a mid-year acquisition?
Yes. Acquired populations are onboarded as a separate eligibility group first, then merged into the parent structure at the plan-year boundary, which avoids reconciling two benefit designs mid-cycle.
Keep reading
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