How Every Is Saving up to $49k/year by Transitioning to Our Own Solution—Every Benefits

Growing startups need solutions built for their needs. Whether it’s payroll, CRM, or benefits, the tools they rely on need to be efficient and reliable today, while also being ready to scale as the company grows. 

In early 2026, Every’s health benefits renewal was approaching and we needed to find an offering better suited to our needs. Our team had grown considerably over the previous 12 months, yet most employees never came close to reaching their deductible. Meanwhile, insurance costs had climbed 24% over the previous five years while coverage had remained largely the same. The math was broken, and we were paying a lot of money for benefits our team was barely using.

We already knew we weren’t the only ones. Every had just launched Benefits, a new approach to funding health benefits designed to help startups lower their healthcare spend while continuing to offer competitive coverage. On average, Every Benefits customers using our HRA model save $1,200 per employee per year.

Because Every’s needs closely mirror those of the high-growth startups we serve, we decided to put our own model to the test and transition our team onto Benefits—reducing our upfront premium spend while continuing to offer competitive health coverage. Here’s what we changed, how it worked, and what we learned along the way.

What the change looked like for Every

Before transitioning to our own Benefits platform, Every offered a Blue Shield Platinum plan. Like many startups competing for talent, we felt pressure to offer a premium health plan as part of a competitive benefits package. But we were paying premium prices for a level of coverage our team rarely used.

“Most startup teams skew young and healthy. Many employees never come close to hitting their deductible, but given the war for talent, startups have to offer expensive Gold and Platinum level plans.” - Rajeev Behera, CEO and co-founder of Every

Moving to Benefits flipped the model. Instead of paying higher premiums upfront for a richer medical plan, our employees picked a lower-premium plan from Anthem and paired it with an employer-funded Health Reimbursement Arrangement (HRA) wrap. We still provide comprehensive medical coverage, but instead of putting all of our benefits spend toward premiums, we can use HRA dollars to provide additional financial support when employees actually incur healthcare expenses.

Because open enrollment was managed entirely within the Every platform, employees could review their plan options, compare benefits, and make their elections in one place—instead of piecing together information from plan PDFs and benefit grids or completing enrollment through a separate broker or carrier process.

How does Every’s HRA Wrap work?

Through the way we’ve designed our HRA wrap, Every Benefits makes a Silver plan feel more like a Gold plan, and a Gold plan feel more like a Platinum plan.

Every’s HRA wrap is an employer-funded health spending account that is integrated with the medical plan. We size the HRA to bridge the deductible difference between the selected plan and the next-highest plan tier. Employees can then use those funds toward eligible out-of-pocket healthcare expenses, including copays, coinsurance, and costs that count toward their deductible.

It’s a win-win for employers and employees. Employers can save on premiums by offering a lower-cost plan, such as a Silver plan, while enhancing it with a flexible and meaningful HRA benefit. Employees get employer-funded money to use toward their healthcare costs, reducing their out-of-pocket exposure and making their deductible feel more like that of a higher-tier plan.

When offered alongside multiple metallic tiers, this approach can make a Silver plan’s deductible function more like a Gold plan’s deductible, or a Gold plan’s deductible more like a Platinum plan’s, without requiring the employer to pay the higher premiums associated with those richer plans. The underlying plan design remains the same, but the HRA provides an additional layer of employer-funded support that can meaningfully reduce what employees ultimately pay out of pocket.

At Every, we’re offering a $500 HRA for employee-only, $1,500 for family, set to exactly match our Gold plan's $500 / $1,500 deductible. That equivalence is what produces the $0 effective in-network deductible.

The HRA is a separate spending account funded by the employer, not the employee, so employees aren’t fronting cash and waiting on reimbursement. 

This HRA Wrap Gold Plan means:

• A Silver plan that feels like Gold
• A Gold plan that feels like Platinum
• Same carriers. Same networks.
• A $0 effective deductible experience for employees

What do the savings look like?

Benefits's savings scale as you continue to grow. For a 25-person company, Every Benefits reduces annual benefits spend from approximately $261,000 to $230,000—about $31,000 saved in a typical year.

For a 50-person company, savings scale to approximately $62,000 in a typical year. Every in particular saved $40k-49k per year, or $1.5k-1.9k per employee per year, with 26 employees enrolled. 

And larger companies with 100 employees can save $125,000 per year. 

That's up to 12% off health benefits spend, with no reduction in plan quality.

Savings figures are based on a 25-employee company on a small group, fully insured Platinum PPO. Actual savings depend on plan selection and utilization and may vary. Every Benefits is available in select states; see every.io for current availability.

Learn more about Every Benefits

Every Benefits isn't a standalone tool bolted onto your existing stack. It's part of the same platform where Every customers run payroll, manage HR, and handle their finances.

Onboarding is one flow, and benefits and payroll connect automatically. Your team shops for plans directly in Every—no separate login, no separate vendor relationship. Learn more about Benefits here.