Quantify plan generosity for strategic talent and cost decisions
Know exactly where you stand vs. peers on plan generosity
Identify where richness delivers talent ROI vs. wasted spend
Optimize benefit mix to win talent wars at controlled cost
Most CFOs know their total benefit spend but can't quantify actual plan generosity. A $15K PEPY plan can be stingy (high spend, low richness) or generous (rich benefits, efficient delivery). Our scoring engine separates cost from value—revealing whether you're overpaying for mediocre coverage or delivering premium benefits efficiently.
Richness scoring revealed they were 95th percentile on specialist copays (unused by 22-34 year old workforce) but 40th percentile on mental health coverage (high demand segment). Reallocated spend: mental health to 90th percentile, specialists to 65th. Employee satisfaction jumped 18 points.
Scored at 82nd percentile overall richness vs. regional competitors—data defeated union's "poverty benefits" narrative. Avoided $8M in concessions by showing objective generosity positioning. Preserved 3-year labor peace.