Designed around your people.
Benefits, network and pharmacy are built to fit your workforce and risk tolerance. We show you what has worked for other employers, and you choose how your plan is built.
SOTA Benefits · Health plan architects · Houston, TX
Bring value back to health insurance.
For twenty years employers have been sold the same plan at a higher price every renewal. We stopped playing that game. SOTA engineers self-funded health plans that raise quality and service while lowering the real cost of care. Then we show you the math.
PremiumsDeductiblesOut-of-pocketValue
DWG A-101
Home · Plan elevation
VALUE=QUALITY + SERVICECOST
Most “cost containment” attacks the bottom of the equation by moving cost onto deductibles and paychecks. That isn't savings. It's relocation. We work all three variables at once, and if a change doesn't improve one without hurting another, we don't make it.
Built to fit
Your plan should be built for you, not pulled off a shelf.
Most employers are handed a prebuilt plan: someone else's network, someone else's pricing, and an architecture they never get to see. We start with your workforce, your claims and your budget, then design the plan around them.
A plan that keeps working after it's priced.
We price around your needs, wants and budget, then watch the plan in real time. When a cost problem shows up, we solve it early. If the right fix doesn't exist, we build it.
Nothing hidden in the build.
Every network, vendor, fee and claim pathway is laid out for you, with plan data every month. No black box.
$0 is a steering wheel.
The richest benefits sit where care is best and priced right. Employees follow the incentive, and the plan spends less.
One team owns the whole build.
Design, pricing, risk, administration and member service under one roof, instead of a stack of vendors pointing at each other.
Predictability is engineered.
Renewal season should be a checkpoint, not a gamble. We design plans to bend the cost curve year over year.
Shift the curve
Same employer. Two cost trajectories.
A de-identified five-year case study: the conventional market alternative against a value-driven plan design. One line kept climbing. The other bent.
Conventional marketValue-driven plan
Annual total plan cost per covered unit, by renewal year. Computed from the case study's total cost and covered units.
$10.2MCumulative five-year cost difference versus the conventional market benchmark
55%Savings in year five, up from 23% in year one. The gap widened every year after year two.
1.8%Compounded annual cost growth on the value-driven plan, versus about 16.7% in the conventional market
De-identified case study from the SOTA Employer Health Plan Value Playbook, renewal years 2020–21 through 2024–25. Source analysis includes disclosed modeling assumptions. It demonstrates a cost-trajectory difference and does not, by itself, prove causation, clinical quality or service outcomes. Past results do not guarantee future results.
Who it's built for
One plan, working for every stakeholder.
The person paying the premium, the person using the benefit and the advisor they trust aren't competing interests. We build for all three.
For employers
Ask harder questions of your plan.
CEOs, CFOs and HR leaders who are done accepting the renewal number as the end of the conversation.
- What to demand from any health plan
- How we price and keep improving your plan
- Why employers move to a SOTA-designed plan
Care that's easy, and often $0.
Your own primary care doctor, $0 copay options, and a real bilingual team that picks up the phone.
- $0 copay options in Tier 1
- Assigned Direct Primary Care
- Navigation in English y Español
Bring your clients a better answer.
Independent advisors who want more to offer than a carrier renewal and a few points of negotiation.
- We work through the broker of record
- Compensation disclosed, always
- CE-built education for you and your clients
Bring us your renewal. We'll show you what's inside it.
A no-cost plan analysis for employers who want the math, not the pitch.