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Employee benefits that work with the rest of your HR system
Thinq helps companies design, evaluate, implement and manage employee benefits as part of the broader HR operation. We model your options against your actual employee population, lay out the trade-offs, run the implementation, and stay involved all year so benefits, payroll, HRIS, employees and carriers stay aligned.
What usually goes wrong
The renewal becomes the entire strategy.
Rates arrive, deadlines get tight, and the decision gets made before anyone has clearly compared the alternatives, the disruption or the total cost.
The broker relationship stops after enrollment.
The plan is placed, but employee questions, eligibility changes, claims issues, billing errors and system updates still land inside your company.
Benefits and payroll stop matching.
Someone changes coverage, a deduction is wrong, someone leaves, and the HRIS and carrier records drift apart.
Nobody clearly owns the recurring work.
COBRA, notices, plan documents, eligibility, enrollment and billing are spread across several providers.
The individual pieces may all exist. The problem is making sure they keep working together.
How Thinq manages a benefits program
Understand the current program
Your census, current plans, costs, contributions, systems, vendors, and what is and isn't working today.
Model the options
The current plan against real alternatives, using your actual employee population and enrollment. We look past premium to plan design, provider access, employee disruption, contribution strategy and the work a change creates.
Make the recommendation clear
You see the options, the economics and the trade-offs before we recommend anything. If staying with your current carrier is the best decision, that's the recommendation.
Run implementation and enrollment
Plan setup, employee communication, enrollment meetings, HRIS configuration, carrier submissions and the handoffs needed to go live correctly.
Operate the program all year
Employee questions, eligibility changes, claims escalation, carrier coordination, compliance and renewal planning. Where it's part of the engagement, we reconcile carrier invoices against enrollment every month, so people who've left aren't still billed and new hires aren't missing.
What we cover
Medical (fully insured and level-funded), dental, vision, basic and voluntary life, short- and long-term disability, FSA and HSA, voluntary benefits, and retirement plans, including how 401(k) contributions move between payroll, the recordkeeper and plan administration.
Common questions
How early should we start a benefits renewal?
Earlier than feels necessary. Renewal rates usually arrive a couple of months before the plan year, and comparing options, negotiating and running enrollment each take time. Clean enrollment data during the year makes the renewal faster.
Can we change carriers mid-year?
Usually a group plan changes at renewal, because the plan year is the contract. Employees can change their own elections mid-year after a qualifying life event. If the plan itself is the problem, the work to fix it starts well before the next renewal.
Do we have to leave our payroll platform to use Thinq?
No. We work inside the platforms you already use, including Rippling, Gusto, ADP, Justworks and TriNet, and set plans up there.
What happens when an employee has a claims problem?
They have one place to go. Thinq works the issue with the carrier, administrator or HRIS involved until it's resolved, and keeps you informed.
Not sure what you need? Good. That's where we come in.
Most companies come to us knowing something isn't working, not knowing which service to buy. We'll help you figure it out first.