We work with commercial employers, nonprofits, and independent schools ranging from 15 to 500+ employees. Our clients share a common goal: wanting a strategic partner, not just a broker who shows up at renewal.

Yes! Independent schools are a core part of our practice. We understand the unique challenges of educator benefits, seasonal workforce dynamics, and the competitive pressures schools face in attracting and retaining faculty.

A traditional broker places coverage and earns commission. A benefits consultant acts as a strategic advisor - analyzing total cost, modeling alternatives, improving plan design, and measuring outcomes year over year. Borislow operates as the latter, with full compensation transparency.

We disclose all compensation clearly. Depending on the engagement, we work on a fee basis, commission, or a combination. You will always know exactly what we earn and why - no hidden overrides or undisclosed revenue.

We start with a discovery call to understand your current plan, budget, and goals. From there we conduct a full plan audit, model alternatives, and present a strategic roadmap - typically within 30 days of our first meeting.

Very. We provide year-round support: claims monitoring, employee communication resources, renewal preparation, carrier negotiations, and quarterly or semi-annual strategy reviews. We don't disappear after open enrollment.

Yes. We provide communication toolkits, benefits guides, and enrollment support to help employees understand their options. Clear communication reduces confusion, drives smarter utilization, and improves employee satisfaction scores.

We partner with best-in-class benefits administration platforms and can recommend or integrate a solution that fits your team's size and workflow.

Preventive care is the most cost-effective investment an employer can make. We integrate wellness programs, primary care incentives, and chronic condition management strategies into your plan design to reduce downstream claim costs.

Absolutely. Many clients come to us mid-contract looking for a second opinion. We can audit your current plan, identify gaps, and transition the relationship at your next renewal - or sooner if your situation calls for it.

Our team acts as a direct advocate for your employees when they face billing disputes, claim denials, or provider issues. This is a hands-on service - we make calls, write letters, and resolve problems so your employees don't have to navigate alone.

We have deep experience in professional services, manufacturing, education (independent schools and colleges), healthcare-adjacent businesses, and construction. That said, our analytical process translates across industries.

For a preliminary funding comparison, typically 5–7 business days from receipt of your census and current plan details. Full alternative market analysis with carrier quotes usually takes 2–3 weeks.

Schedule a 30-minute discovery call. There's no obligation and no sales pitch - just an honest conversation about where you are, what's working, and where the opportunities are. From there, we'll tell you exactly what we can and can't do for you.

A group captive is a shared-risk insurance structure where employers participate together under one umbrella to gain transparency, long-term cost stability, and claims ownership. Best fits are employers with 50–500 employees, strong claims discipline, and a proactive mindset toward plan design.

With a fully insured plan, you pay a fixed premium and the carrier keeps the profit. In a captive, your organization participates in both the risk and the reward - surplus years come back to you. You also gain direct access to claims data, which is rarely available in a fully insured arrangement.

Level-funded plans set a fixed monthly payment that covers expected claims, stop-loss protection, and administrative fees. If claims come in below projections, you receive a refund at year end. It offers the predictability of fully insured with some of the cost advantages of self-funding.

Not exactly. Level-funded is a hybrid - it uses a fixed monthly payment schedule (like fully insured) but the underlying structure is a self-funded arrangement with stop-loss insurance. True self-funding has no fixed monthly floor; costs track directly with actual claims.

Stop-loss insurance caps your financial exposure on high-cost claims — both per individual (specific) and across the entire plan (aggregate). It's the safety net that makes self-funded and captive strategies viable for employers who can't absorb catastrophic claims on their own.

Many level-funded options are available to employers with as few as 10–25 employees. Group captives typically fit best at 50 employees and above. The right threshold depends on your claims history, risk tolerance, and plan design — we evaluate this during our initial consultation.

Savings vary widely based on claims history, current pricing, and plan design, but employers transitioning from fully insured arrangements often see a sizable reduction in total cost over a 2–3 year horizon. We'll provide a modeled comparison before any commitment.

Savings vary widely based on claims history, current pricing, and plan design, but employers transitioning from fully insured arrangements often see 10–25% reduction in total cost over a 2–3 year horizon. We provide a modeled comparison before any commitment.

In most cases, funding transitions happen at renewal. However, supplemental plan design changes, vendor swaps, and pharmacy carve-outs can often begin sooner. We map out a timeline specific to your contract terms.

A pharmacy carve-out separates your Rx benefits from your medical plan and contracts with a standalone PBM (pharmacy benefit manager). For most employers, pharmacy is the fastest-growing cost center. Carving it out often delivers 15–30% Rx savings in year one.

Reference-based pricing sets a maximum payment for medical services based on a benchmark (often Medicare rates) rather than accepting whatever a carrier network negotiates. It can reduce claim costs significantly but requires strong employee communication and advocacy support - which we provide.

Claims are paid as they occur rather than in a fixed monthly premium. Your monthly cost will vary, but stop-loss insurance keeps worst-case exposure capped. We help employers build reserves and model cash flow before the transition.

Yes. ERISA-governed self-funded plans are not subject to state insurance premium taxes (typically 2–3%) and are exempt from many state benefit mandates, which can further reduce cost. A captive structure may also offer additional tax treatment advantages depending on domicile.

Stop-loss insurance covers excess claims above your specific and aggregate thresholds. We right-size stop-loss coverage to your risk tolerance during plan design so you never face an uncapped exposure.