Cost Clarity Starts Here

By shifting focus from cost-cutting to value optimization. A better experience—built on smarter plan design, access to care, and behavior-based strategies—can reduce long-term costs while improving employee satisfaction and outcomes. Cutting doesn’t bend the curve, rethinking the model does.

Plan design shapes behavior. We build plans that encourage smarter healthcare choices, because better access to care, paired with the right incentives, leads to better outcomes and smarter spending. When people understand and use their benefits well, cost control follows.

If you don’t know, that’s the problem. Too many employers are flying blind, renewal after renewal, without understanding what’s actually driving cost. It’s not just inflation. It’s design flaws, overlooked behaviors, bad contracts, and vendors who accept the status quo. Clarity isn’t optional anymore. You deserve to know exactly where your dollars are going and how to spend them better.

Always. Funding models come with different levels of control, risk, and decision-making, so the question is really what kind of control you want. Some employers thrive with more structure, others prefer more control. But switching models alone won’t save you money. Real savings happen when funding strategy aligns with plan design, claims strategy, and employee behavior.

Absolutely. Health-literate employees make better choices, navigating to higher-value care, avoiding unnecessary costs, and improving outcomes. That doesn’t just reduce their spend, it reduces yours. The data is clear: when employees understand how to use their benefits, the entire plan performs better.

Because it accounts for nearly 25% of your medical spend, but it doesn’t have to be. The pharmacy space is full of complexity, conflicts of interest, and fast-moving change, making it a prime area for hidden waste. With the right contract and strategy, it’s possible to regain control, reduce spend, and improve the employee experience at the same time.

Renewals aren’t a one-time event, they’re the result of everything that happens throughout the year. We continuously monitor data trends, adjust to changes in your business, and implement strategies early so you’re never caught off guard. By the time your renewal hits, the groundwork has already been laid for a stronger outcome.

With McClone, most clients spend less than 1% of payroll on McCloneHR. That 1% typically covers everything: payroll processing, HR technology (including implementation and maintenance), tax filings, benefits administration, compliance oversight, and a fully functional HR team.

Chances are, you’re already paying for pieces of this, whether it’s payroll software, an accounting partner, or an employee wearing multiple hats. We help you bring it all together, consolidating hard costs (like systems) and soft costs (like inefficiency and underutilized tech) into one smart, strategic investment.

It’s not just outsourcing. It’s building a real HR function, one that helps your business grow.

Yes, in most cases it’s more cost-effective than hiring a full-time HR professional, especially when you need strategic expertise and support across multiple areas. What’s unique about our approach is that we don’t aim to replace your internal people, we help leverage them more efficiently. By partnering with us, you keep the personal touch while gaining the structure, tools, and efficiencies of a full HR team.

Yes, you can outsource specific parts, but with some important considerations. While we offer flexibility in scope, true a la carte outsourcing isn’t always effective. For example, payroll and technology are foundational. Without them, the system breaks down.

Many companies try to outsource the bare minimum to save money, but that often leads to poor outcomes, rework, and ultimately higher costs. We’ll help you find the right balance, preserving what works internally while optimizing the areas that need support, so you get the results you’re actually looking for.

Honestly, it can make financial sense at any stage, but it depends on more than just cost. The real question is: How does HR outsourcing align with your goals, strategy, and the experience you want to create for your employees?

There are two sides to the equation: cost and value. From a cost perspective, outsourcing often becomes attractive when your team is stretched, compliance risks are growing, or internal resources cost more than a dedicated partner. But from a value perspective, it's about what you want your HR function to deliver: better systems, clearer processes, and a more intentional employee experience.

The right time to outsource isn’t just when something breaks, it’s when you're ready to build something better.

Our typical structure is monthly billing for ongoing support, because that’s where we can deliver the most long-term value: building systems, strengthening culture, and proactively reducing risk.

For McCloneHR clients, most project-based work is already included in the monthly fee. You’re not nickel-and-dimed for every ask, that’s part of the value of a true partnership.

For organizations that aren’t part of an ongoing engagement, we occasionally take on standalone projects and price those separately. That said, we’ve found that one-off projects often address symptoms rather than the root cause. We're happy to help with both, but we focus on solving the underlying issues that create lasting impact.

Company size absolutely influences pricing, but it’s not just about headcount. We look at the number of employees and the complexity that comes with them: multiple states, locations, employee types, and organizational structure all play a role.

If you’re a smaller company, you might be wondering, “Does this make financial sense yet?” And if you're larger, the question may be, “Will this scale?” In both cases, the answer is yes, just in different ways.

There are economies of scale as you grow, and for smaller companies, it’s often the fastest path to gaining structure and confidence.

Even without claims, your rate can shift due to broader market forces like inflation, carrier losses, or changes in your region. Factors like credit, vehicle type, or recent violations may also play a role. What matters most is having clarity around what’s driving your cost and what you can do to influence it.

Market value reflects what your home would sell for. Replacement cost reflects what it would take to rebuild it in today's market with comparable materials, craftsmanship, and custom features. For many properties, that rebuild number is often significantly higher, and it’s where coverage must focus.

Bundling can simplify management and enhance claim coordination, especially when working with a carrier that understands complex risk. While it may provide cost advantages, the bigger value often lies in consistency of coverage, reduced gaps, and a more streamlined experience during a loss. For some, separating policies may still be the better move. The right approach depends on your portfolio.

There’s a difference between being uninsured and underinsured, and both can leave you exposed. Insurance is complex, and most people don’t realize where the gaps are until it’s too late. That’s why it’s critical to work with someone you trust. Someone who takes the time to understand your unique risks, what you are and aren’t covered for, and where you might need more protection.

Absolutely. Insurance is one piece of a broader financial picture. When your insurance strategy is aligned with your estate plan, tax planning, and investment goals, it helps ensure protection, preservation, and a smooth transfer of wealth. Collaboration between advisors minimizes gaps and ensures everything works together.

Advisor compensation can be structured as a flat fee, a percentage of plan assets, or through commissions. What matters most is transparency. You should know how your advisor is paid, and whether that payment is tied to objective guidance or product recommendations. A fiduciary standard means all advice should be in your best interest, and all fees should be clearly disclosed.

Advisors vary widely in what they include. A well-rounded service model should outline fiduciary support, plan benchmarking, employee education, investment monitoring, and compliance guidance. If your current arrangement feels vague or hard to define, that’s worth a closer look.

Benchmarking tools can compare your fees to plans of similar size and complexity using verified, backward-looking pricing data. It's one of the best ways to evaluate value. That said, it’s also smart to gather live-market pricing every few years to get a real-time pulse, because past data doesn’t always reflect current market conditions.

Fees are often layered, some embedded in investments, others tied to revenue sharing or provider contracts. If you don’t have a simple, plain-language explanation, ask your provider for a breakdown of all costs, including what’s in your 408(b)(2) disclosures and any indirect compensation.

Yes. Sub-transfer agency fees, wrap fees, and other indirect charges often fly under the radar. A transparent fee review brings those to the surface and helps assess whether they’re justified by the service and support you’re receiving.

An annual review is a smart baseline, especially if your plan grows or changes. Fee structures, market pricing, and service expectations all evolve. Regular check-ins help ensure you’re still aligned with best practices and not leaving value on the table.

Sometimes yes, but not always. Cost savings are only part of the equation. A new provider may offer better tools, stronger support, or a better employee experience. Fee comparisons should weigh both the hard numbers and the overall strategic value of the relationship.