Solutions

Georgia has one of the more competitive small group markets in the country. Most employers still accept the renewal they're handed, because nobody shows them the alternatives.

Colorado changed its definition of a small employer for 2026. If you have between 51 and 100 employees, Ignition helps you understand your options and find the right path for your team.

Every renewal is a chance to stop overpaying. Ignition benchmarks your plan against companies like yours and brings you the options your current broker won't.

California prices health insurance by region, and most plans are priced against a broad pool. Ignition reads your workforce the way a carrier does, then uses that data to find your best options.

Massachusetts prices individual and small-group coverage from one combined pool, so your renewal reflects more than your own team. Ignition shows you what that means and where the room still is.

A fixed monthly premium, and the carrier takes on the claims risk. It's the simplest way to buy benefits, and the easiest one to overpay for if nobody's checked your number against the market. Ignition prices your fully insured plan against real benchmarks before you renew.

At your size, small pricing errors are large dollars. Ignition reads your workforce the way the carrier does and negotiates against real benchmarks, not last year's number.

One carrier writes almost nine out of ten small group plans in Illinois, so most employers never see a competing bid. Ignition prices your team against the rest of the market.

New York community rates small groups, so your team's health and age don't determine its premium. Ignition shows you what that costs you and where the remaining levers actually are.

Most brokers take your plan back to the same two or three carriers each year and hand you the result. Ignition runs the full market against your own workforce data, then shows you every quote available.

One carrier writes about nine out of ten small group plans in Texas, so most employers never see a competing bid. Ignition prices your team against the rest of the market.

Washington splits into nine rating areas, and where your people sit changes what you pay. Ignition benchmarks your plan area by area and shows you what's behind the number.

Hawaii requires employers to cover anyone working 20 hours a week, and limits what employees can be charged. Ignition prices your plan inside those rules and shows you where the room is.

A fixed monthly payment, plus money back when claims come in low. Ignition runs the numbers on your actual workforce and tells you whether level funding beats what you have now.

An ICHRA lets you set a fixed monthly allowance, and each employee uses it to buy their own individual health plan. Ignition sets the allowance, picks the platform, and handles the year-round support, so it runs like a group plan without the group-plan pricing.

Stop paying a carrier's margin on risk that isn't yours. Self-fund on your own, or share that risk with other companies your size in a captive. Ignition tells you whether the math works, and which structure fits your group.

Two carriers write almost the entire Florida small group market, so most employers never see a third option. Ignition prices your team against everything that's actually available.

We run a full employee benefits benchmark, show you where you're overpaying, and manage the entire transition. Same network. Often better coverage.

The benefits a candidate expects, priced for a company still counting runway. Ignition builds your first real plan around your actual team, not a pooled average.