Thank you so much, Elise. It is always a privilege to work with URL, and I truly appreciate the opportunity. I would also like to thank Deb Thomas and Elise again for making this possible. I am very passionate about finding solutions, and we will be talking about that today. Before we begin, I want to share a bit about my background. I have been in the benefits industry for over a decade, working in a variety of roles, including leadership positions and serving as CEO of an agency in South Florida. Some of you may know me from LinkedIn, where I am active as well. Regardless of my role or title, I have always approached my work as a solutionist. I enjoy helping groups operate better, feel better, and achieve better outcomes. My goal today is to help create a small army of solutionists through URL.

Imagine being able to increase revenue, lower operational expenses, improve efficiency, and provide better solutions for employer groups. That is the opportunity benefits technology presents. I want to share a story from my time as a CEO because it reflects a challenge many employers face. When I stepped into that role, benefits technology was a major problem. There were frequent errors, lost data, confusion around documents, and no centralized system for HR or employee records. The platform that had been chosen lacked proper support. Support tickets went unanswered for months, and several I submitted were never addressed at all. This experience taught me how critical it is not only to choose the right technology, but also the right benefits partner. Employers need guidance, training, and support, and many are still struggling today because they do not have those resources.

I was frustrated trying to understand the system without anyone properly trained, and the vendor offered no training at all. Many employers are in this same position. I eventually brought in a technology professional to help uncover the root of the issue, and I will share the conclusion of that story later. For now, let us talk about what we aim to accomplish today. My objectives are for you to understand that not all technology vendors and platforms are created equal, to learn best practices for choosing both a vendor and a platform, to recognize what makes for the best enrollment experience for employees, and to understand what to look for in ongoing support and client satisfaction.

Only 22 percent of businesses are using benefits technology efficiently. That means there is a significant opportunity for advisors to differentiate themselves. When you work with groups of 75 employees or more, benefits technology can reduce human error, improve compliance and reporting, increase productivity, automate processes, and minimize liability and cost. Fewer people manually entering data means fewer errors. Centralized systems improve reporting accuracy and security. Automation and system integrations streamline workflows, including payroll and carrier data exchanges. Employees can enroll on their own time, often through mobile access, rather than being pulled away from their jobs. All of this reduces risk and improves outcomes for both employers and employees.

From the employee perspective, technology improves ease of use and the overall enrollment experience. Many larger groups are still enrolling manually, which can be cumbersome and inefficient. Technology allows employees to enroll through their phones or other devices, provides better education year-round, and helps employees make more informed benefit choices. Many employees do not fully understand their benefits and therefore fail to use them effectively. With better education and support, utilization increases and costly mistakes decrease. Some technology partners also provide call centers, enrollment support, and on-site assistance at no additional cost, which can be invaluable for large or multi-location employers.

From the advisor’s perspective, benefits technology strengthens your brand as a consultative advisor. Most advisors do not truly advise, and those who do stand out. Being able to offer solutions, improve efficiency, and solve HR challenges builds trust and long-term relationships. It also brings personal fulfillment, knowing you are making a meaningful difference for employers and employees alike. Staying relevant through simple, flexible, and personal technology solutions is critical. While there are many providers in the market, it is important to take the time to vet them carefully to ensure they align with your clients’ needs.

Planning for success begins with asking the right questions. Understanding the demographics of the group, how and where employees work, and their access to technology is essential. Some groups may require mobile-first solutions, while others may need on-site enrollment support. Understanding what technology the employer currently uses, how effective it is, and whether payroll vendors and carriers can integrate with the platform all affect cost, implementation, and success. Compliance needs, reporting requirements, and HR functionality should also be considered.

Implementation timelines are critical. You should understand how long implementation takes, whether it aligns with open enrollment, and what kind of support the vendor provides throughout the process. Customer support models vary widely, and response time matters. Vet vendors thoroughly, ask about their reputation, request case studies, and understand return on investment. Costs depend on group size, complexity, carriers involved, and support needs, so discovery is essential.

The platform itself should be flexible and ideally agnostic, allowing advisors to bring the best solutions for the group rather than being restricted to a limited set of offerings. It should support HR functions, integrate seamlessly with other systems, support employees throughout their entire lifecycle, offer mobile access, and be customizable. A strong platform can help manage benefits, employee records, recruitment, compensation, scheduling, compliance training, policy updates, and professional development, significantly reducing the burden on HR teams.

Clear communication during implementation is key. Deadlines, testing periods, training, and enrollment processes must be clearly defined and managed. Open enrollment should leverage multiple communication channels, including email, text, phone calls, printed materials, and face-to-face or virtual support. Repetition is important, as many employees find benefits confusing or frustrating. Advisors who take the time to understand employee experiences and gather feedback will be seen as trusted partners.

After enrollment, ongoing support becomes critical. The best providers focus on long-term service, not just the sale. Year-round education, access to live support, licensed counselors, mobile apps, and dedicated technical assistance all enhance the experience. Advisors should understand these resources and use them to support their clients effectively.

To conclude, I want to return to my earlier story. The technology platform my former organization used was not appropriate for the size or needs of the group, and it had reached its limits. Fear and hesitation prevented leadership from changing solutions, which is a common situation for many employers. This represents a major opportunity for advisors and solution providers who can guide employers toward better, more effective technology. Many businesses have technology, but they are not using it well, and that gap creates opportunity for those willing to step in with the right solutions.

That concludes today’s presentation. Thank you all for your time and attention. If you have questions, please feel free to reach out. This is part one of a four-part series, and we encourage you to join us for the upcoming sessions. Thank you again, and have a great day.