For brokers & payroll partners
The plan that pays employees back. The easiest premium sale on your shelf: census by email, a firm quote in one business day, and a flat disclosed commission.
Census in, firm quote out within one business day. The quote is a ceiling, never a floor.
The pitch
Rivendell is the top-tier option in your lineup: an HSA-qualified plan with the deductible fully employer-funded, any provider in the country, and no surprise bills. Go high with Rivendell, go low with an ICHRA.
The $1,700 deductible is the HSA legal minimum, and the employer funds all of it into each employee's HSA. Healthy employees end the year up to $1,700 richer.
Members see any licensed provider in all 50 states and never pay above their out-of-pocket max. That's contractual, not best-efforts.
From $645 per member per month, plus $142 into HSAs. About $790 all in. No plan menus, no quoting maze.
Employees keep unused HSA dollars. Employers get 100% of claims surplus and a renewal-rate cap in writing.
The PEO save
When a payroll client walks to a PEO, it's almost always over health benefits. Now you have the answer: "We have a health plan that's better than what the PEO would give you, and you keep your payroll setup exactly as it is."
Placing a group
No portal mandates, no re-rating surprises at close. You sell, we service.
Email us a census CSV or rough tier counts. That's a complete submission. No portal required.
We come back with a per-member price for the group, usually same day. The final price is only ever the quote or lower.
A signed group is live within five business days. Member onboarding, cards, concierge, bills, renewals, COBRA: your service load rounds to zero.
A flat per-employee-per-month commission, baked into the premium and fully disclosed. Nothing to invoice, nothing to reconcile. Appointment paperwork turns around fast.
Qualify fast
We'd rather tell you now than misplace a group. A broker who watches us decline a bad fit trusts us with the good ones.
We ship our plan advisor as a Claude skill. Add the Rivendell MCP server, run the intake for your client, and get a ranked recommendation with scoring transparency you can forward.
Setup (Claude Code)
claude mcp add --transport http rivendell https://rivendell.health/mcpfind a health plan for my client's startupstart_find_health_plan_advisor and runs the intake.Also works in Claude Desktop: add https://rivendell.health/mcp as a remote MCP server. The advisor covers California-HQ small groups. Book a partner call for edge cases.
Broker FAQ
Written to be repeated verbatim. If a question is missing, ping [email protected].
None, on purpose. Members see any licensed provider in all 50 states. Rivendell pays cash rates on the spot, and members are contractually guaranteed to never pay above their out-of-pocket max.
No. Balance bills are Rivendell's problem by contract, not the member's. If a bill above the reference price ever reaches a member, Rivendell pays it. Planned admissions are pre-cleared with a signed single-case agreement before the member arrives.
Say 'the plan funds it for you.' The $1,700 deductible is the legal minimum for an HSA plan. The employer deposits 100% of it into each employee's HSA by default, so the net deductible is $0, and a healthy employee ends the year up to $1,700 richer. Unused money stays with the employee, forever.
That you have something better. Rivendell beats the PEO's big-group plan: $0 net deductible with $1,700 a year funded into every employee's HSA, any licensed provider in all 50 states, and 100% of claims surplus back to the employer. No co-employment, no per-employee admin fees, and the client keeps their payroll setup exactly as it is.
A flat per-employee-per-month commission, baked into the premium and fully disclosed. Nothing to invoice, nothing to reconcile.
Email us a census and you'll have a firm quote within one business day, usually same day. A signed group is live within five business days. The final price is only ever the quote or lower, never higher.
10 or more enrolled employees are always underwritten. 5 to 9 is case by case. Under 5, we'll tell you honestly that an ICHRA is the better fit.
Yes. Members get the same benefits with any licensed provider in all 50 states. The company needs a California location, and per-member rates vary by employee location. The quote spells it out.
It's a $100 per member per month add-on, not part of the base plan. It's self-funded coverage that works exactly like the base plan: same Rivendell card, same rails, no separate carrier.
Not your client. The employer's downside is capped at the fixed monthly premium, with no clawbacks. Claims sit behind an A-rated stop-loss carrier (Companion Life) with a run-out guarantee, so claims are paid even if Rivendell exits. And 100% of claims surplus goes back to the employer.
Everything member-facing: onboarding, cards, the concierge in Slack and iMessage, bills, disputes, renewals, COBRA and 1095-C. Your service load rounds to zero.