Stop Overpaying.
Start Owning Your Plan.

We hear this question often. Traditional brokers sometimes describe alternative funding strategies as "too risky," but the reality is that insurance carriers use the same underlying risk principles. The difference is that fully insured plans are priced as if every year will be a worst-case scenario for your group's claims — which often leads to higher long-term costs.

In addition, traditional insurance models can include commission structures and overrides that increase as premiums rise, which doesn't always align with an employer's goal of controlling costs. If you are in a fully insured plan you're already doing this with your insurance carrier.

Our approach focuses on transparency and smarter funding strategies that better reflect your actual risk — helping you control costs while still protecting your employees.

With CVRD, employers pay for all employees' eligible healthcare claims — but only those claims. That's different from fully insured plans, which typically charge a 25% margin above actual claims incurred. Unlike fully self-insured plans, CVRD's model includes a reinsurance carrier to limit risk through specific and aggregate stop-loss coverage. You never overpay for insurance again.

Plans are ideal for companies with 100–500 employees, or organizations spending more than $200,000 annually on health insurance. They provide greater control over costs, plan options, and data — while giving access to an extensive physician network and strong pharmaceutical benefits.

Stop-loss comes in two forms. Specific stop-loss kicks in if any single member's claims exceed your deductible (e.g. $200,000) — the reinsurance carrier covers everything above that. Aggregate stop-loss caps your total annual exposure: if your group's total claims exceed the attachment point (typically 125% of expected), the carrier covers the overage. This means your worst-case scenario is always defined and limited.

Fully insured plans (Blue Cross, Aetna, etc.) include a ~25% carrier profit margin that you pay regardless of actual claims. If your employees are healthy and claims come in low, the carrier keeps the difference. With CVRD, you pay actual claims plus a fixed cost for administration and stop-loss. Low claim years mean real savings that stay with your company.

CVRD takes a 3-year strategic approach: Year 1 is transition — we move you to the new plan, set up HRIS integration, and begin collecting data. Year 2 is optimization — we analyze Year 1 data and refine your plan to minimize risk and maximize savings. Year 3 is transformation — by now your plan is running efficiently and generating substantial savings, while we continue proactive management and data-driven adjustments.

CVRD provides access to three of the four largest national networks, including Anthem Blue Cross Blue Shield. For stop-loss, there are 21+ reinsurance carriers to choose from — including 6 that specialize in limited claims experience — ensuring you get the most competitive rate. For pharmacy, CVRD works with multiple PBM partners including MedImpact, with access to an International Drug Program delivering 60–80% savings on 750+ brand medications. The program focuses on international drug sourcing and proactive approaches to reducing costs.

CVRD's plans work best for employers with 100–1,500 employees, or any organization spending more than $200,000 annually on health insurance. All quoted lines of coverage require a minimum 75% participation level of eligible employees. The client proposal shown on this site is a real example for a 449-employee company.