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Corry Hull
REBC® · CSFS® · Health Rosetta Advisor
Corry Hull is an Employer Healthcare Strategist and author of The High Performance Health Plan. He helps employers use data, contracts, and better purchasing to build high-performance health plans.
New from Corry Hull
A practical guide to taking control of healthcare costs and building better benefits.
For employers, CFOs, HR leaders, and benefits professionals who want clearer decisions, less waste, and a more deliberate healthcare strategy.
By Corry Hull, REBC® CSFS®
Explore the bookYour benefits operating system
Start with a practical score across your plan’s key operating areas. Each completed analysis adds evidence, sharpens your priorities, and keeps your Benefits Strategy Action Plan current.
Choose a priority below for a guided path. If you are not sure yet, start with the Benefits IQ Checkup for a clear plan starting point.
Pick the business problem in front of you. Each path starts with one focused action, then guides you to the next tool or benchmark only when it is useful.
Pressure-test renewal assumptions and identify the levers worth evaluating first.
Renewal reduction
A 1,200-employee manufacturer used renewal modeling and market benchmarks to redirect a projected double-digit increase into a targeted plan and vendor review.
Created a prioritized renewal strategy before carrier negotiations.
See composite case studiesFind the contract, rebate, specialty, and pricing questions behind pharmacy costs.
Pharmacy spend
A self-funded employer used PBM contract findings to focus on rebate pass-through, specialty pharmacy, and audit rights before its next contract cycle.
Built a pharmacy negotiation checklist around the highest-risk terms.
See composite case studiesAssess readiness, risk protection, and the data you need before changing funding.
Self-funding readiness
A growing employer used a readiness assessment to clarify financial controls, stop-loss protections, and administrative requirements before changing funding.
Moved from a broad idea to a sequenced implementation decision.
See composite case studiesCompare benefit partners using a consistent, employer-first evaluation lens.
Vendor evaluation
An employer team compared navigation and cost-containment options against a defined workforce need instead of evaluating vendor promises in isolation.
Narrowed the evaluation to the criteria that mattered most.
See composite case studiesSee how plan costs and design choices compare with relevant market context.
Benefits benchmarking
An employer profile and benchmark review surfaced plan-design and contribution questions that were not visible in the renewal summary alone.
Identified practical questions to take into the next benefits review.
See composite case studiesComposite examples based on real-world employer plan outcome patterns. Results vary by plan, workforce, market, and implementation.
I'll ask 2–3 follow-up questions and build a personalized action plan — the five highest-leverage things to evaluate first.
Select your primary goal — I'll ask 2–3 follow-up questions, then build your personalized pathway.
This composite illustration combines elements from multiple completed engagements. Identifying details are changed to protect confidentiality; financial outcomes are reported net of the plan costs defined below.
Midwest manufacturer · 340 benefit-eligible employees · approximately 290 medical-plan participants
Three consecutive fully insured renewals of 18–22% left leadership without a claims-based view of cost drivers or a competitive stop-loss market check.
Three years of claims were modeled; eight stop-loss carriers were quoted; a regional TPA and optimized network structure were selected; the plan launched with $75,000 specific and 120% aggregate protection.
January–December 2024, compared with the incumbent carrier's January 2024 fully insured renewal. Savings are renewal premium less actual claims, stop-loss, TPA fees, and administrative costs; broker compensation, internal HR time, and one-time transition costs are excluded.
The employer kept medical coverage in place while moving to a structure designed to improve cost visibility, maintain network access, and give employees a clearer path for questions during the transition.
This example combines themes and outcomes from multiple engagements; it is not a documented account of one employer. It is provided to illustrate a possible evaluation process, not to guarantee future performance.
Read the case study methodologyStart with your Benefits IQ Score™. Your completed tools and reviews build a continuously evolving Benefits Strategy Action Plan, so you can move from insight to a clear implementation sequence.
Start independently. Bring in expert support when you are ready to implement.
