For employers
A raise gets absorbed. A benefit gets noticed every time it is used.
Pay rises get budgeted against and forgotten by the second month. A sponsored benefit shows up in the moments people remember — a breakdown on the way to work, an identity alert, a vacation that came in under budget — and it reaches the whole roster equally, which a merit increase does not.
It stretches a benefits budget
Group rates mean a program costs a fraction of a salary increase that would land the same way. The comparison that matters is not benefit against nothing — it is benefit against the raise you could afford instead.
Everyone gets the same thing
Merit increases go to some people. A sponsored benefit goes to the whole roster, including the employees least likely to be in a position to buy it for themselves, which is usually where it does the most good.
It shows up on a bad day
A tow at 6am, a fraud alert on a Sunday. Those are the moments an employee remembers who paid for the help, and they happen far more often than an annual review does.
Where employers start
Roadside assistance, one plan per employee
Not a shared company account — every employee gets their own plan at the group rate, usable in their own car on their own time. It is the benefit most likely to be used in a given year, which is what makes it the one people remember.
- Towing and winch-out, jump start, lockout, fuel delivery
- Flat tire change, wherever they happen to be
- Their own plan, not a shared corporate number
Roadside assistance is a service program, not insurance. Service limits, mileage caps, and the number of covered events per year are set by the provider and vary by plan. Availability varies by state.
The rest of the shelf
Four more you can sponsor
Each one stands alone. Most employers start with one, see the usage, and add at the next open enrollment.
Identity & credit monitoring
Quoted by group sizeMonitoring, alerts, and restoration support for everyone on the roster.
Wellness app
Quoted by group sizeOne simple practice a day, built around the life the member actually leads.
Everyday discounts
Quoted by group sizeThousands of national and local offers across seven categories.
Travel portal
Priced onlineYour own branded booking site, with rates below what the same platform shows the public.
Nobody uses a benefit they never heard of
We help you tell people it exists
The usual reason a benefit program fails is not the benefit. It is that the announcement went out once, from an address nobody reads. Sign-up includes the material to do it properly.
Announcement emails, written for you
A launch email and two follow-ups, in your organization's voice, ready to drop into whatever you already send from.
PDF brochures and one-pagers
A brochure per program, branded as yours, to attach, hand out at a branch counter, or forward to a board.
Web and social graphics
Banners sized for your own site, plus social images, so the program looks like part of your organization rather than a bolt-on.
A launch plan with timing
What to send, when, and to whom over the first six weeks — the period that decides whether members ever use the thing.
Reminders through the year
Fresh copy and graphics at the points members care — renewal season, open enrollment, holiday travel — so the program does not go quiet after week two.
Someone to ask
A real contact who will look at your draft announcement and tell you what will land, instead of a ticket queue.
What we need from you
- Your headcount, and the states employees work in
- Whether you sponsor the cost outright or offer it as a voluntary payroll item
- How you reach employees — HRIS, intranet, email, a break room noticeboard
- Your open enrollment date, if you want the launch to land with it
How it goes
A conversation, then a quote, then a launch
Programs are quoted on headcount. There is no medical underwriting and no enrollment window to clear, so a sponsored program can be live well before your next open enrollment if you do not want to wait for it. The travel portal is priced openly on our pricing page and can be bought online.
These are benefit and service programs, not health plans. They sit alongside your existing benefits rather than touching them.
Tell us your headcount.
That one number decides most of the answer. Everything else is a conversation.