For most mid sized employers, healthcare benefits have been managed the same way for decades. A broker gathers quotes once a year, presents a renewal, negotiates with carriers, and recommends a few plan changes. The employer signs off and the cycle starts again. That model has served many companies, but it was built for a world where healthcare costs grew slowly and data was hard to get.
That world has changed. KFF reports that the average family premium hit $26,993 in 2025, and Mercer projects the biggest annual increase in fifteen years for 2026. In this article, we compare the traditional broker model with the approach taken by Forsure, an AI native platform that pairs technology with consulting, so employers can decide which model fits their goals.
How the Traditional Broker Model Works
In a typical broker relationship:
- The broker is often paid through carrier commissions, which may be tied to premium levels.
- Most strategic work happens in the months before renewal.
- Data comes in the form of renewal reports and occasional utilization summaries.
- Recommendations usually focus on carrier selection, contribution levels, and plan design tweaks.
- Day to day administration is often handled separately by HR or a benefits administration vendor.
Many brokers do excellent work. The limitation is structural: the process is periodic, data is delayed, and the incentives are not always aligned with lowering total spend.
How the Forsure Model Works
Forsure takes a continuous approach. Its SureSystem platform connects benefits and claims data, monitors cost and risk throughout the year, and uses AI agents to flag issues and automate workflows. Its SureConsult team provides strategy, plan design, governance, and execution support alongside the technology.
Key elements include:
- Year round monitoring of cost drivers and risk rather than a once a year review
- Claims analytics that surface high frequency diagnoses, out of network spending, and utilization anomalies
- Predictive modeling to anticipate cost trends before renewal
- Specific recommendations rather than a menu of options
- Integration with existing HR, payroll, and carrier data through an API
Side by Side Comparison
Timing
Traditional brokers concentrate effort around renewal. The Forsure approach treats cost management as ongoing, so problems can be addressed when they appear.
Data
Brokers typically rely on carrier reports. A platform model analyzes data continuously and can surface patterns that annual reports miss.
Advice
Brokers often present options for the employer to choose from. The consulting process at Forsure is designed to deliver a specific recommendation and then help execute it.
Cost of Service
The company states that SureConsult delivers services 50 to 80 percent more cost effectively than traditional brokers. As with any vendor claim, employers should ask how that comparison is calculated and how it applies to their situation.
Employee Support
Traditional models often leave employee questions to HR. The platform includes an AI assistant for members that answers coverage questions and helps with scheduling and claims, backed by human experts.
When a Traditional Broker May Still Fit
A traditional broker relationship can still make sense for very small employers with simple plans, stable costs, and limited internal resources, or for companies with a long standing broker who already provides strong analytics and proactive guidance. The right model depends on your size, complexity, and goals.
When a Platform Model Makes More Sense
- Costs have risen sharply for several years in a row
- You cannot clearly explain what is driving your spend
- You manage multiple entities, locations, or plan structures
- You are self funded or considering it
- Leadership wants more frequent, data driven reporting
Employers in these situations often find that a model like Forsure offers more control and visibility than an annual cycle.
Why Incentives Matter
One of the most important questions in any benefits relationship is how your advisor gets paid. When compensation is tied to premiums, there can be a quiet tension between lowering your costs and maintaining the advisor’s income. That does not mean advisors act in bad faith, but it is worth understanding. Employers evaluating any partner should ask directly how fees are structured, whether commissions are involved, and how the partner benefits when your total spend goes down.
What the Transition Usually Looks Like
Moving to a new model does not have to be disruptive. A typical path starts with an assessment of current plans, spend, and data sources. Data connections are set up next, often while existing carriers and plans stay in place. Early insights then guide a strategy for the upcoming plan year, and support continues through open enrollment and beyond. Timing the change several months before renewal gives the new partner time to analyze your data and make informed recommendations rather than rushed ones.
Questions to Ask Before Switching
- How will our data be connected, and how long will it take?
- What will we see in the first 90 days?
- Who is our day to day consultant, and how often will we meet?
- How are fees structured, and how do they compare with our current arrangement?
- How is employee data protected?
Frequently Asked Questions
Is Forsure a broker?
The company describes itself as an AI native platform with a consulting team. It also connects employers with insurance products through a network of strategic partners.
Can we keep our current carriers?
The platform is designed to integrate with existing carrier, HR, and payroll data rather than replace it.
How quickly can we see insights?
The company says there is no lengthy onboarding. Ask for a specific timeline during your initial conversation.
Choosing the Right Model
The traditional broker model was built for a slower, simpler era. As costs climb, more employers are looking for continuous insight and specific guidance. If that sounds like what your organization needs, learn more about the Forsure approach at Forsure.
Sources: KFF 2025 Employer Health Benefits Survey (kff.org); Mercer National Survey of Employer Sponsored Health Plans, 2025 preliminary results (mercer.com).
