For brokers & payroll partners
The plan separates medical insurance from employee-owned HSA funding. Send a census by email for a location-specific quote and a flat disclosed commission structure.
Target: quote response within one business day of a complete census.
The pitch
Rivendell One is the HSA-qualified option in your lineup: a default employer contribution matching the deductible, nationwide open access, and signed hold-harmless protection. Use the final approved quote for client commitments.
The default funds the $1,700 individual deductible through an employer HSA contribution. Deposited money belongs to the employee.
Any licensed provider in all 50 states, with member hold-harmless protection written into the signed plan.
$757.33 insurance + $141.67 default HSA contribution = $899 core outlay (about $900), before optional add-ons.
Deposited HSA dollars stay with employees. 100% of eligible claims-fund surplus goes back to the employer after run-out.
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
See medical insurance, employer HSA funding, optional add-ons, and total outlay as separate lines. California baseline. Rates vary by employee location; final terms are set in the binding quote.
Email us a census CSV or rough tier counts. That's a complete submission. No portal required.
The operating target is a location- and tier-specific response in one business day. Only an approved final quote is binding.
Implementation timing is confirmed with the signed group. Rivendell coordinates member onboarding, cards, concierge support, bills, renewals, and COBRA within the contracted scope.
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].
Rivendell One is open access rather than a narrow network. Members can use any licensed provider in all 50 states, and the signed hold-harmless provision caps member liability at the plan's cost sharing and out-of-pocket maximum.
Balance bills are Rivendell's responsibility under the member hold-harmless provision, with planned admissions supported by a signed single-case agreement. The provision is in the plan contract and carrier endorsed.
Founding cohort: $657.33 insurance plus $141.67 into the employee's HSA, for $799 per employee per month. A $100 per employee per month credit against the standard rate card, for the first 10 groups, applied in the first plan year. Renewals are rated on the group's own experience. Founding pricing is set by Rivendell, in the binding quote. Quote the standard card unless Rivendell has confirmed founding pricing for that specific group, and describe it as a first-year credit. Your compensation is unaffected either way: the distribution line is the same, disclosed, and included in premium.
$1,700 individual / $3,400 family deductible. The employer contribution is $1,700 a year for individual coverage by default, so the net deductible is $0 when fully funded. Deposited HSA money belongs to the employee.
Compare the medical plan, the employee-owned HSA contribution, and optional add-ons as separate lines. The California baseline combines a $757.33 insurance rate with a $141.67 default monthly HSA contribution for a $899 core employer outlay before add-ons; a PEO comparison should include all equivalent benefit and administration costs.
The channel design uses a flat, disclosed per-employee-per-month commission included in the insurance price. Appointment terms confirm the amount and payment timing for each partner.
The operating target is a one-business-day quote after a complete census. A quote is binding only when it is issued as a final quote with the approved plan version and signed terms; implementation timing is then confirmed for that group.
The target market is 10 or more enrolled employees, with groups of 5 to 9 considered case by case. Under 5, an ICHRA or marketplace option is generally a better fit.
The plan provides nationwide access to licensed providers. The company needs a California location for underwriting, and rates vary by each employee's location; the final quote must spell out those rates.
No. Dental & Vision ($100), the wellness pack ($30), and the payroll-based lifestyle perk ($100) are separate optional add-ons per member per month. They are not included in the $757.33 medical insurance line or the $899 default core total.
The employer's downside is capped at the fixed insurance amount with no clawback. Companion Life (A-rated) carries the stop-loss. Claims run-out and member hold-harmless protections are in the contract, and 100% of eligible claims-fund surplus returns to the employer. Renewals are rated on the group's own experience; Rivendell does not promise a renewal-rate cap.
Rivendell handles member onboarding, cards, concierge support, bill help, renewals, COBRA administration, and 1095-C support within the contracted scope. The implementation schedule and signed service agreement define the final scope for a group.