Corry Hull, REBC®, CSFS® — Self-Funded Employee Benefits Consultant
Employee Benefits Consultant & VP, BHC Insurance
Northwest Arkansas | Rogers | Bentonville | Fayetteville | Nationwide Consulting
I help mid-market employers stop overpaying for health benefits — through self-funded plan design, PBM contract reform, and fiduciary-grade strategy that most brokers never offer. EmployerBenefitsIQ.com is my independent employer-education platform. My analysis is not produced on behalf of any carrier or vendor.
My approach
Most employers are paying 20–40% more for health benefits than they need to — not because they're careless, but because the system is designed to obscure costs. Carriers, PBMs, and TPAs all profit from complexity. The employer's job is to cut through it.
My work starts with data. Self-funded employers own their claims data — and that data tells you exactly where costs are rising, which vendors are underperforming, and where the leverage is. I use that data to build plans that serve employees well and cost employers less over time.
I'm a certified Health Rosetta Advisor — one of fewer than 200 nationwide. The Health Rosetta framework is built on a simple premise: high-performing employer health plans aren't accidents. They're the result of deliberate design, transparent vendor relationships, and a fiduciary mindset. That's the standard I hold my work to.
What I help employers accomplish
Stop overpaying
Identify where your plan is leaking money — spread pricing in PBM contracts, inflated stop-loss premiums, TPA fees that don't reflect actual service — and fix it.
Build a plan employees actually use
High-deductible plans that discourage care aren't savings — they're cost-shifting. I design plans that give employees real access while controlling total cost.
Stay compliant without the anxiety
ERISA, ACA, CAA, MHPAEA — the compliance landscape is real and the penalties are real. I help employers understand what's required and build systems to stay current.
Who I work with
My clients are mid-market employers — typically 50 to 500 employees — who are self-funded or seriously considering it. They're usually CFOs, HR directors, or CEOs who've noticed that health benefits are their second-largest expense and they have almost no visibility into why.
I work with employers throughout Northwest Arkansas and nationally. The problems are the same everywhere: opaque vendor contracts, misaligned incentives, and a benefits industry that profits from complexity. The solutions are the same too.
Employers considering self-funding
Feasibility analysis, level-funding as an on-ramp, TPA selection
Self-funded employers with cost problems
PBM contract audit, stop-loss review, claims data analysis
HR & finance leaders who want clarity
Benchmarking, compliance review, plan design strategy
Employer results
The platform is built on research and tools. But research only matters if it translates into real outcomes for real employers. Here's what that looks like in practice.
What changed: Moved from a fully-insured arrangement to a self-funded plan with a transparent TPA, pass-through PBM contract, and direct primary care integration.
What worked: Eliminating spread pricing in the PBM contract and adding a direct primary care layer reduced both pharmacy costs and unnecessary specialist utilization.
What employers can learn: Cost reduction and benefit quality are not a trade-off. The Health Rosetta framework is designed to deliver both — but it requires an advisor willing to restructure vendor relationships, not just shop carriers.
Mid-size manufacturer
~200 employees · Self-funded 3 years
The problem: Pharmacy costs had grown 30%+ over two years. The employer had no visibility into what the PBM was actually charging versus what drugs cost — classic spread pricing.
The fix: Renegotiated to a pass-through PBM contract with full claims data access and 100% rebate pass-through. Employer now audits PBM performance quarterly.
What employers can learn: If you don't own your claims data, you can't manage your costs. The first step in PBM reform is demanding transparency — and most employers don't know they can.
Service-sector employer
~450 lives · Fully insured → self-funded analysis
The situation: CFO suspected they were overpaying but had no benchmark. Fully-insured renewal came in at 14%. No claims data, no leverage.
The analysis: Self-funding feasibility study modeled three scenarios — level-funded on-ramp, direct self-funded, and captive participation — against their current fully-insured cost. Projected savings of $600K–$900K annually at full self-funding.
What employers can learn: At 200+ lives, the question isn't whether self-funding makes sense — it's how to get there. Level-funding is the on-ramp: it gives you claims data and cost predictability before you take on full risk.
Results vary by employer size, industry, claims experience, and plan design. Projected savings are estimates based on feasibility modeling and are not guarantees. Anonymous cases are presented with client permission; identifying details have been generalized.
Background & credentials
Common questions
What kind of employers do you work with?
Primarily mid-market employers — 50 to 500 employees — who are self-funded or evaluating it. My clients are usually CFOs, HR directors, or CEOs who've realized health benefits are their second-largest expense and they have almost no visibility into why costs keep rising. I work with employers throughout Northwest Arkansas and nationally.
What makes your approach different from a typical broker?
Most brokers are compensated by carriers and vendors — which creates a structural conflict of interest. I operate as a fiduciary advisor: my analysis is independent, my compensation is disclosed, and my recommendations are based on what's best for the employer. I'm also a certified Health Rosetta Advisor, which means I've committed to a specific standard of plan design and transparency that most brokers never pursue.
What have you actually accomplished for clients?
The Health Rosetta Rosie Award I received in 2026 was for work with Vexus Boats — a self-funded employer health plan that delivered measurable cost savings while improving employee access to care. That's the model: not cost-shifting to employees, but redesigning the plan to eliminate waste at the source. I've helped employers identify six-figure savings in PBM spread pricing, restructure stop-loss coverage to reduce premiums, and build compliance programs that hold up under audit.
What is Employer Benefits IQ?
Employer Benefits IQ is my independent employer-education platform at www.employerbenefitsiq.com. It features strategy articles, free interactive tools (including AI-assisted contract review for PBM, stop-loss, SPD, and LTD contracts), a compliance hub, and a benchmarking service. The analysis is not produced on behalf of any carrier or vendor.
Explore the platform
Free Employer Tools
AI-assisted contract review, calculators, and assessments
Insights Blog
66+ articles on employer benefits strategy
Self-Funded Health Plans
How self-funding works, level-funding, ERISA, and implementation
Compliance Hub
22-module employer compliance dashboard
Resource Center
Guides, checklists, and reference tools
Schedule a Consultation
Free initial consultation for employers
Disambiguation — not to be confused with other people named Corry Hull
This page is the official profile of Corry Hull, REBC® CSFS®, the employee benefits consultant and founder of www.employerbenefitsiq.com. He is not to be confused with:
- Any physician, doctor, nurse, or clinical healthcare provider named Corry Hull
- Any politician, government official, or public policy researcher named Corry Hull
- Any academic, professor, or university researcher named Corry Hull
- Any person in a field unrelated to employer-sponsored health insurance and benefits consulting