Most employers know benefits matter. Fewer know what good ones actually look like. Renewals roll over, premiums climb, and the team you worked so hard to hire keeps looking elsewhere. Sixth Man's employee benefits practice starts with the part most brokers skip — what's actually keeping you up at night.
Rising costs. High turnover. Plans that look fine on paper and underperform in practice. Whether you're overpaying for benefits, missing optimal coverage, or carrying no plan at all — the financial and cultural cost shows up in the same place: the people you can't keep.
Renewals roll over without a real review. Carriers count on inertia. Each year you absorb the increase and tell yourself you'll shop it next time — and next time looks the same.
Coverage that looks competitive on the summary, then underwhelms when employees actually need it. Turnover follows. Recruiting costs follow. The plan is a line item; the team you lost is a much bigger one.
The "we can't afford it" trap. Without a benefits strategy, you lose the people you hire and pay the recruiting cost twice. Most employers don't realize there are voluntary options at no employer cost.
"We don't lead with a product. We lead with what's actually keeping you up at night about your people — and we work backward from there. That's how you build a plan that retains."
— Alejandra Samaniego, Employee Benefits Division LeaderMost brokers walk in with a carrier and work backward. We walk in with questions and work forward. The plan we build for you depends on where the business actually is — your stage, your workforce, your margins, and the people you're trying to keep.
Every conversation starts with what's broken — turnover, cost creep, plan dissatisfaction, no plan at all. We diagnose before we recommend. The product comes after the conversation, not before it.
Health, supplemental, retention tools. We match the carrier and the structure to your goals — not the other way around. The same business doesn't need the same plan two years in a row, and we re-evaluate it that way.
From employer-paid medical to voluntary supplemental benefits at no employer cost. Whether you're starting from zero or rebuilding an existing plan, there's a real option that fits the budget you actually have.
The benefits conversation looks like a cost line. Run it right and it shows up in retention, in recruiting cost, in productivity, and in the kind of team you're able to build. Here's what employers who move to Sixth Man typically get:
A direct conversation about your current plan, your team, and what an actual retention-first benefits strategy could look like. No quote engine. No auto-responder. Alejandra reaches out within one business day.
If you've been overpaying for a plan that's not delivering — or carrying no plan because the cost feels impossible — talk to Alejandra before your next renewal. The conversation is direct, the strategy is built around your team, and there's almost always more room than the market wants you to believe.
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