Corry Hull

Corry Hull, REBC®, CSFS®

Helping Employers Build Smarter Health Plans | Self-Funding, Captives, PBM Strategy & Cost Control, Health Rosetta Advisor

[Corry Hull @Corry_Hull]

A benefits decision deserves more than a confident forecast. Record the assumption that matters most, who can test it and what would change the decision.

#BHCInsurance #EmployerBenefitsIQ #TheHighPerformanceHealthPlan #CorryHull #BetterBenefits

[Corry Hull @Corry_Hull]

A meeting completed isn't a problem solved. Track benefits issues by owner, next action and verified resolution—not just updates from vendors. What outcome would make your next benefits committee meeting worthwhile?

#BHCInsurance #EmployerBenefitsIQ #BetterBenefits

[Corry Hull @Corry_Hull]

Having access to claims data is not the same as purchasing control. Ask what contracts permit you to audit, challenge and change. What would you do differently if your employer had real purchasing authority?

#BHCInsurance #EmployerBenefitsIQ

[Corry Hull @Corry_Hull]

Adding another benefits vendor can create one more handoff for HR to manage. Test who confirms eligibility, coordinates the care appointment and resolves the bill. Who owns the issue until it's finished?

#BHCInsurance #EmployerBenefitsIQ #BetterBenefits

[Corry Hull @Corry_Hull]

Claims data tells you what happened, not necessarily why. Separate price, utilization, site of care and large-claim timing before choosing an intervention. What decision should your next claims report support?

#BHCInsurance #EmployerBenefitsIQ #BetterBenefits

[Corry Hull @Corry_Hull]

The lowest stop-loss premium may leave the employer with greater retained exposure. Compare lasers, contract basis, exclusions and reimbursement timing using the same large-claim scenario. What would you test first?

#BHCInsurance #EmployerBenefitsIQ #StopLoss

[Corry Hull @Corry_Hull]

A captive's first-year illustration is only the opening chapter. Model a bad claims year and an exit: who funds the deficit, what collateral remains, and when is it released? Which term matters most?

#BHCInsurance #EmployerBenefitsIQ #Captives

[Corry Hull @Corry_Hull]

A 20% renewal increase warrants a funding review, not an automatic move to self-funding. Can finance manage claim volatility—and can HR manage the vendors? Which gap concerns you more?

#BHCInsurance #EmployerBenefitsIQ #SelfFunding

[Corry Hull @Corry_Hull]

Open enrollment attendance isn't the same as understanding. Can a new hire find help with a confusing claim on a phone, without calling HR? What would that test reveal?

#BHCInsurance #EmployerBenefitsIQ #BetterBenefits

[Corry Hull @Corry_Hull]

The lowest TPA fee can leave HR carrying the highest service burden. Test each finalist with the same eligibility or billing problem. Who owns the resolution across vendors?

#BHCInsurance #EmployerBenefitsIQ #BetterBenefits

[Corry Hull @Corry_Hull]

A bigger PBM rebate check does not establish lower net drug costs. CFOs should compare fees, exclusions, specialty rules and actual payments. What evidence would you need before calling the contract a better deal?

#BHCInsurance #EmployerBenefitsIQ #BetterBenefits

[Corry Hull @Corry_Hull]

Stop managing the renewal. Start managing healthcare. 🎧 Learn how employers can control costs and build better benefits in my audiobook.

https://t.co/m7kDb5aAhv

[Corry Hull @Corry_Hull]

https://t.co/m7kDb5aAhv

[Corry Hull @Corry_Hull]

HR should not have to solve the same benefits error every week. Track repeat issues, fix the handoff and verify the next case. Closing a ticket is only step one.

#BHCInsurance #EmployerBenefitsIQ #TheHighPerformanceHealthPlan #CorryHull #BetterBenefits

[NABIP @nabipsocial]

📰 @InsNewsNet highlights NABIP’s call for Congress to address the underlying drivers of rising #HealthcareCosts and advance meaningful reforms that improve affordability, access and consumer choice.

🔗 https://t.co/zEPeRnXMFq

#NABIP #HealthcareAdvocacy #BenefitsProfessionals

[Northwest Arkansas Council @NWArkCouncil]

Employers, educators and community partners gathered at TheatreSquared to hear the proposed direction for our workforce intermediary.

The goal: align NWA around a shared workforce strategy and create stronger pathways to high-wage, high-demand careers.
https://t.co/u2ZXbbJmEH

[Corry Hull @Corry_Hull]

CPG suppliers question cost per unit. Apply that discipline to healthcare: did spending rise from price, volume or service mix? Each calls for a different response.

#BHCInsurance #EmployerBenefitsIQ #TheHighPerformanceHealthPlan #CorryHull #BetterBenefits

[Corry Hull @Corry_Hull]

Before approving the next renewal, ask for three things: verified cost drivers, actions available and an owner for each next step.

#BHCInsurance #EmployerBenefitsIQ #TheHighPerformanceHealthPlan #CorryHull #BetterBenefits

[Corry Hull @Corry_Hull]

I’m excited to roll this one out.

Mental Health Parity is an area where employers are being asked to take on more responsibility, but in many cases they still don’t have a practical way to understand what is actually happening inside their plan.

That’s why we built NQTL IQ at Employer Benefits IQ.

The goal is to help employers and benefits professionals take a closer look at the processes behind the plan — prior authorization, medical necessity, network standards, reimbursement practices, exclusions, and other nonquantitative treatment limitations that can create parity concerns.

This isn’t about creating another compliance document to put on a shelf. It’s about helping employers ask better questions, identify potential gaps, and improve oversight of the vendors managing their health plan.

We’re continuing to build Employer Benefits IQ around one idea: employers need better tools, better visibility, and better information to make better healthcare decisions.

NQTL IQ is another step in that direction.

https://t.co/k7lHRuDv8y

#EmployerBenefitsIQ #MHPAEA #MentalHealthParity #EmployeeBenefits #SelfFunding #Healthcare #BenefitsCompliance