Health benefits built for small and medium businesses. Take back control of your plan, reward a healthy team, and cut cost on the same coverage, often by around 20%.
Do your renewals climb by double digits every single year?
Does it feel like your benefits should give you more value?
Do you feel alone, with no real control over your plan?
Does your plan actually help keep your employees healthy?
How often do you hear from your current broker?
“What stands out most is Forge's professionalism and responsiveness. My broker always takes the time to explain details in clear, digestible pieces, which has made the whole thing so much less overwhelming.”
“Clearwater took the burden off my shoulders. I'm paying $12,000 less a year for a health plan. Under the old pricing I always felt I was taking care of one thing and hurting another.”
“They took the time to listen and help us explore what would work best. Within two months we'd saved enough to cover a month's premium. I highly recommend an honest look at your healthcare.”
You can't do anything about high cost if you don't know what's pushing it up. Get the data so you can make data-driven decisions.
Knowing this tells you whether you're over or underpaying. We'll pull a complimentary analysis that tells you exactly that.
Risk drives price. If risk is under control, you can make moves to cut cost. If it's out of control, you still can. They just target healing the risk factors.
Even if you understand your employees' health, you likely have no insight into their families' health. That's a big part of the real picture.
Schedule a call with our team.
When your kids do great when it really counts, you reward them, right? So why do the most common group plans give a healthy company nothing for being part of the solution? They should. And yours can.
Here's the truth. Depending on your team's health, you could be overpaying by roughly 20%. Same plan types, same features, same networks. (Not a sales pitch, just math.) Curious? We'll tell you how.
Most company plans get lumped in with the health of the whole city or zip code around them. Share a zip with a lot of elderly facilities while your team is young and healthy? Doesn't seem fair. Want to take back control of your cost?
Not everyone's ready to offer benefits, especially to your first, second, and third hire. But you don't have to start at $200 to $700 per employee. Something beats nothing, and it still helps you keep good people.
Benefits get reduced to dollars and cents fast. The best way to stay healthy is to stay out of the traditional medical system in the first place. We add the strategies that keep your team well, not just treat them when they're sick.
Benefits get reduced to dollars and cents fast. Take a step back. Most of us hired people to grow, then we found great ones and it turned into something more, a sort of family. We help you put strategies in place to keep them genuinely healthy, because the best way to stay well is to stay out of the traditional medical system in the first place.
The facts are the facts, and sometimes getting all of this done isn't in the immediate cards. That doesn't mean it can't be done. We'll help you build a strategy to gain control and bring down cost, without trimming the herd. Want to know how?
See where your company actually stands. Three minutes to start, no jargon and no pressure.
See your fit (3 min)It's common, but it's not required. Most plans lump your group in with the health of your whole zip code. If your team is young and healthy, you're often paying for risk that isn't yours. We'll show you what's actually driving your number.
Depending on your team's health, roughly 20% on the same plan types, same networks, same features. We won't promise a number until we see your census and current plan, but that's the range we see.
Yes. You don't have to start at $200 to $700 per employee. There are ways to offer real health benefits at your size, and something is better than nothing when it comes to keeping good people.
About 90 days before your intended effective date. You share a census and your current plan docs, and we come back with at least three quotes that fit.
It depends on what fits your group. We always tell you exactly which one you're looking at. A health share is not insurance, and we never blur that line.
The content on this page reflects our opinions and analysis and does not constitute professional advice. Any information about Clearwater, ClearShare, or Clearwater's Major Medical plans is based on publicly available information and is for general informational purposes only. For accurate, up-to-date details about plans, benefits, eligibility, or coverage terms, refer to the official documentation or contact the provider directly. We make no representations as to the completeness or accuracy of this information for your situation. Decisions based on this content are at your own risk.
