FOR TEXAS PROFESSIONAL FIRMS | 10-35 EMPLOYEES
Your Firm Shouldn’t Have to Choose
Between Controlling Costs and Keeping
Great People
You built a professional business to grow it, serve clients well, and keep strong people around.
But somewhere between 10 and 35 employees, the pressure changes. Benefits get harder to fund.
Larger firms start looking more attractive to your best people. Renewals, vendors, compliance, and payroll
begin taking more leadership time than they should.
Here’s what I’m seeing: for many firms, this is not an effort problem. It is a structure problem.
employment infrastructure — and they're saving real money while offering better
coverage to their teams.
The right structure can reduce non-wage employment costs, increase value delivered to employees,
and give leadership time back.
Built for Texas professional firms
Free and confidential
No obligation required
When a Professional Firm Couldn’t Make Traditional
Coverage Work, That Was a Structural Warning
Greg Harmon knows the insurance business better than most.
He owns an independent insurance agency. He has spent decades helping companies with employee benefits. Yet when he tried to provide traditional group health coverage for his own team, he ran into the same wall many small professional firms hit:
Premiums were high.
Deductibles were high.
Copays and maximum out-of-pocket costs were high.
And because the coverage was too expensive for employees to actually use, participation became a problem
That created a second problem: carriers often would not write the coverage.
Then the structure changed.
The new setup lowered overall employment costs, increased the value delivered to employees, improved recruiting and retention, and created far more stability than the traditional renewal
cycle.
“It was a godsend.”
“There’s really no comparison.”
One Agency Example Put
Real Numbers Behind the Story
In one 12-employee independent insurance agency example:
53%
Lower plan costs
100%
Employee funded
Employee only-plan
55%
Lower dependent
participation costs
$15
Office visits copays
Out-of-pocket exposure for outpatient care or hospitalization: $1,500. That's the difference between offering
something on paper and offering something employees can actually value and use.
This Isn’t a Matter of Effort. It’s a Structural Problem.
Between 10 and 35 employees, something shifts:
Renewals spike
Benefits become harder to justify
Good candidates compare your package against firms much larger than yours
One person ends up coordinating multiple disconnected vendors
Quiet liability and administration drag build in the background
The pressure feels financial. The root cause is fragmentation.
Most professional firms do not need more vendor noise. They need a cleaner structure that reduces waste, improves consistency, and makes employment administration easier to manage.
WHAT YOU'LL DISCOVER
In 3 Minutes, You’ll See
How your current setup compares
What firms your size may be doing differently
Where cost leakage may be hiding
The cleanest next step without unnecessary disruption
No sales pitch. Just clarity.
CURRENT STATE
Where Many Professional Firms Are Now
Annual renewal anxiety
Benefits that cost too much for the employer and the employee
Scattered vendors and duplicated administration
Difficulty competing for quality people
Leadership time consumed by issues that should be running smoother
FUTURE STATE
Where You Could Be
Predictable, controlled employment costs
Better value delivered to employees
More competitive benefits for a firm your size
One accountable structure instead of disconnected pieces
More time back for growth, client work, and leadership
If Your Mission Matters,
Your Structure Matters.
Before your next renewal.
Before another strong employee says yes somewhere else.
Before costs climb again.
Take 3 minutes and get the facts.
See how your current approach compares - and what may be
realistically possible without bandaids.
