Step 1
Send us your census
A simple employee census file. No PHI, no commitments. We'll sign an NDA if you need one.
Founded 2007 · 35+ years designing benefit plans
Your employees’ health plan is overpriced by $1,000–$3,000 each.
We’ll prove it in two weeks with a free, no-obligation analysis of your existing plan. Our compensation is tied to the savings we find.
- 2-week turnaround
- No setup fees
- NDA on request
NDA as standard
Signed before we ever see your census.
No PHI required
Aggregate census data only. No medical records.
You keep your broker
We equip brokers, we don't replace them.
18 years of benchmark data
Your plan compared against every engagement since 2007.
Savings calculator
Every year you wait is money left on the table.
Range based on typical outcomes across Incenta engagements. Actual savings depend on your current plan, carrier, and census. That’s exactly what our free analysis figures out.
Trusted across industries
- Food Distribution
- Legal Services
- Non-Profit
- Manufacturing
- Professional Services
- Healthcare
- Education
- Retail
How it works
Three steps to a plan that actually serves your people.
Step 2
We analyze, free of charge
Within two weeks, you get a custom analysis showing exactly what you're overpaying, and where.
Step 3
We match you with a broker
If you like what you see, we identify the right broker to implement. Our fee is tied to the savings achieved.
onTRACK™ methodology
A repeatable five-stage process, refined over 18 years.
Not a one-off audit. A system that finds savings, implements them, and keeps finding more year after year.
01
Data
Gather census, plan design, and carrier data. Identify gaps.
02
Sort
Benchmark against historical records. Quantify the savings range.
03
Create
Prioritize plan design. Define broker roles. Set effective dates.
04
Present
Finalize the plan. Educate employees. Expand provider access.
05
Strengthen
Anchor long-term strategy. Monitor claims data. Iterate.
What we optimize
NegotiationPlan designContribution strategy
Where the savings come from
Five specific levers. No magic.
Every Incenta engagement pulls on some combination of these five mechanisms. Nothing we do is proprietary secret sauce; it’s experienced operators doing the unglamorous work most brokers won’t.
Contract auditing
We read the contracts line by line. Hidden administrative fees, pass-through charges, and undisclosed margins surface within days.
TPA restructuring
Third-party administrators are where a surprising share of waste hides. We renegotiate the relationship or switch the administrator outright.
Plan redesign
Smarter HSA structures, calibrated deductibles, and network adjustments aligned with how your employees actually use care.
Data ownership shift
Your claims data belongs to you, not your insurer. We return it to you so every future renewal is negotiated with real leverage.
Benchmarking
Every line item of your plan is compared against eighteen years of Incenta engagement data. We know what good looks like.
Why Incenta is different
Choice. Ownership. Control.
Incenta fully aligns employer and employee incentives to deliver affordable health insurance and accessible health care. Most brokers work for the carrier. We work for you, and our compensation proves it.
Choice
Coverage options aligned with what employers actually need, and what employees actually use. Not just whatever the carrier is upselling this year.
Ownership
You own the plan design. You own the claims data. You own the relationship with the insurer. When you own these three, costs stop running the company.
Control
Our Integrated Health Platform (IHP™) lets you create, purchase, and maintain consistent plan designs, so renewal season stops running your spring.
Who this is for
Different seat at the table. Same result.
A savings analysis from Incenta reads differently depending on who’s holding it. Here’s what you get from your seat.
If you’re a CFO
You’ll get a line-item cost analysis you can defend to the board, a performance-based engagement that doesn’t show up as a new line on the P&L, and a realistic savings range before you commit to anything.
- Quantified savings estimate in two weeks
- Fee paid from savings, not budget
- Evidence you can take to the audit committee
If you’re an HR Director
You’ll keep your broker relationship and your renewal calendar. Incenta works behind the scenes to strengthen your hand at the negotiating table without disrupting open enrollment.
- No broker change required
- Employees get better coverage, not worse
- Education materials for rollout
If you’re a CEO
You’ll free up six-to-seven figures of recurring spend without cutting benefits, losing people, or fighting through a carrier migration. The savings compound every renewal you hold onto the plan.
- Compounding annual savings
- Stronger employee retention story
- No carrier or network disruption
Typical engagement
$1K–$3K per employee saved
What Incenta is
We don’t sell insurance. We help you buy it better.
Incenta’s team has over 35 years of collective experience designing and building health benefit plans. Our proprietary onTRACK™ technology reviews your existing coverage, identifies improvements, and delivers significant cost savings. We do it without replacing your broker or disrupting your renewal.
- Review your existing coverage against 18 years of benchmark data
- Identify line-item savings across negotiation, plan design, and contributions
- Deliver a written analysis you can take to any broker, or have us identify one for you
Our compensation is tied to the savings we achieve for you.
If we don’t find meaningful savings, we don’t get paid. No retainer. No hourly billing. No misaligned incentives.
0
Founded
0+
Years of management experience
$1K–$3K
Saved per employee per year
0%
Upfront fees
Results
Real employers. Real savings.
Four engagements, four industries. Same playbook.
Across these four engagements
Combined first-year savings + 10-year compounding
$0M+
delivered to clients
Case 01Food Distributors
Reduced annual health insurance cost by $382,000
97 employeesMidwestClient since 2021
- Faced a 20% rate increase for 2021, a $1.002M premium quote.
- Incenta migrated the plan from fully-insured to partially self-funded using the Integrated Health Plan™.
- Final 2021 cost: $620,000. That's a 38% reduction vs. the renewal quote, plus $60,000 in stop-loss dividends.
- Employee coverage choices expanded from 2 to 4.
Before vs. after
2021 renewal quote$1,002K
2021 actual cost$620K
- 2020 plan cost
- $797K
- 2021 renewal quote
- $1.002M
- 2021 actual cost
- $620K
Savings
$382K
saved in year one
Case 02Legal Services
Lowered cost $250,000 and held level renewal for 10 straight years
140 employeesSouthwestern U.S.Client since 2012
- Starting annual cost in 2012: $1.2M (fully insured).
- First-year Incenta savings: $250,000.
- Over the next decade, the firm avoided the industry-standard 4% annual renewal increases, which compounded into roughly $5M in cumulative savings.
Before vs. after
2012 starting cost$1,200K
Post year-1$950K
- Starting annual cost
- $1.2M
- Year-1 savings
- $250K
- 10-year savings
- ~$5M
Savings
~$5M
cumulative 10-year savings
Case 03Non-Profit Charitable Services
Cut annual cost by $1.7M in the first year
1,000 employeesSouth Central U.S.Client since 2017
- Self-funded plan was costing $6.6M annually, and only 65% of eligible employees were participating.
- After Incenta redesign: $4.4M annual cost, and employee participation jumped to 83%.
- More people covered, for less money.
Before vs. after
Pre-engagement cost$6,600K
Post-engagement cost$4,400K
- Pre-engagement cost
- $6.6M
- Post-engagement cost
- $4.4M
- Participation
- 65% → 83%
Savings
$1.7M
saved in year one
Case 04Mid-Market Self-Insured
Uncovered a 20% hidden cost load and returned $500K to the bottom line
400 employeesSelf-insured employerFrom the Incenta case archive
- A standard contract audit exposed roughly a 20% hidden cost load embedded in administrative fees and pass-through charges.
- Renegotiation and targeted plan redesign closed the gap within a single plan year.
- Same coverage, same network access, $500K less on the invoice.
Before vs. after
Pre-audit annual cost$2,500K
Post-audit annual cost$2,000K
- Hidden cost load found
- ~20%
- Annual savings
- $500K
- Employees covered
- 400
Savings
$500K
in annual savings
Who you’re working with
Operators, not account managers.
Dennis Kelly
Co-Founder, Chief of Technology
35+ years in health insurance. Developed the proprietary onTRACK™ process. Advised congressional leaders on healthcare policy in the 1990s.
CLUB.S. Mech. Eng.
Brian Smith
Co-Founder
Former Naval officer and construction executive. Worked at the Cato Institute on consumer-driven healthcare reform.
UC BerkeleyU.S. Navy
Paul Parker
Partner
40+ years in health insurance across Travelers, Phoenix Mutual, GE Financial, Sun Life, and Horizon BCBS.
CLUChFCCEBS
Peter Stahl
Partner
Certified financial planner with 30+ years in financial services. Expert on HSAs and Medicare benefit design.
CFP®CLTC
Larry Pendleton
Partner
Serial entrepreneur and 2007 founding investor. Background in real estate, mortgage brokerage, and food service.
USMC OfficerFounding Investor
Questions
Things employers ask us first.
Still have questions? Email us at info@incenta.net or call 888-995-6020.
Get your free benefits analysis.
Send us your census. Two weeks later, you’ll know exactly how much your current plan is costing you, and what we can do about it.