Build the employer brief
Census, renewal, locations, funding goals, employee support needs and operational constraints.
THE ICHRA SHOP / THIRD PARTY VENDOR ANALYSISYour strategy.
Your strategy.
Your classes.
Your best-fit vendors.
Not every contribution strategy fits every ICHRA vendor. Our Third Party Vendor Analysis compares your proposed allowances, employee classes, payment model and employee needs, then evaluates the administrator and ancillary benefits that can work together for your group.
MATCH THE STRATEGY BEFORE THE VENDOR
Build the benefits stack around your workforce.
We review which vendors can support your contribution approach, permitted classes, reimbursement or payment needs and enrollment experience. We also compare the ancillary mix—dental, vision, life, disability, HSA and other benefits where appropriate—so the components fit together.
Confirmed for each live case: administrator capabilities, eligibility and class rules, product availability, payroll connectivity, service responsibilities and total fees. Ancillary products may use separate carriers or administrators; a matrix score alone does not confirm compatibility.
Used for fee estimates and class-size screening. No employee names or health data needed.
YOUR REQUIREMENTS DRIVE THE RESULT
What matters most to this employer?
Adjust the priorities. The matrix recalculates the weighted fit of complete proposals, while scope confirmation keeps unqualified options out of the shortlist.
Set your priorities
Weights normalize automatically.
EVIDENCE → WEIGHTED FIT → SHORTLIST
Make the comparison visible.
Try the sample proposals, or replace them with actual RFP responses. Rate each capability from 1 (limited fit) to 5 (strong fit). A vendor must meet the required scope and have complete inputs to rank.
| Proposal & evidence | Enrollment 1–5 | Payments 1–5 | Payroll 1–5 | Broker control 1–5 | Reporting 1–5 | Fees ($) | Weighted fit |
|---|
The score explains the shortlist. Capability points are weighted by your priorities. The cost component compares modeled year-one fees within this proposal set. Market availability, legal responsibilities, data security, contracts and carrier relationships still require live-case verification.
GROUP + ICHRA / PERMITTED-CLASS PLANNING
One employer. More than one funding path.
Keep group coverage for one employment class and model ICHRA for another. Change the class counts, monthly employer costs and funding paths to compare the budget.
| Employment class | Employees | Funding path | Current employer cost $/employee/month | ICHRA allowance $/employee/month | ICHRA admin $/employee/month |
|---|
Current modeled annual employer cost
Your mixed group + ICHRA scenario
Modeled annual difference
All-ICHRA alternative using these allowances and admin fees: / year. Figures assume full use of the monthly allowances; exclude setup, consulting, brokerage, stop-loss changes and other costs not entered. This is an employer-cost comparison, not a premium quote or a savings guarantee.
Employment criteria define the classes. Do not build a carve-out around diagnoses, claims, prescriptions, projected risk or individual health status. Employees within a class cannot choose between that employer’s traditional group plan and an ICHRA. Use this screen to frame the analysis; confirm the actual design with your advisors.
This workspace calculates from illustrative or user-entered inputs. Nothing is submitted automatically. Upload your actual renewal and RFP for a case-specific comparison.
HOW THE ICHRA SHOP CHOOSESA transparent process.
A transparent process.
A recommendation you can explain.
We use the matrix to structure the decision, then confirm the facts directly with the employer, vendors and available market evidence.
Confirm the requirements
Market availability, service scope, payments, payroll, broker roles, privacy and implementation responsibilities.
Weight the tradeoffs
Show current proposal evidence and full costs, then test how priorities and class scenarios affect fit.
Confirm before launch
Review the shortlist, plan design, pricing, contracts, class rules and launch responsibilities.
OPTIONS TO EVALUATE FOR YOUR CASE
A broad field. An employer-specific shortlist.
Inclusion identifies an option to investigate, not a verified capability rating, carrier appointment or universal recommendation.
AmeriflexInstant CHOICEGravieICHRA SystemsKyra HealthLeewayNexbenOneBridge BenefitsStretchDollarTake CommandTASCThatchTransamericaWEXZorro
Bring your renewal.
We’ll build the comparison.
Upload your existing RFP, census, current plan, renewal rates and contributions.