Questions, answered.
Straight answers about the audit, the model, and what working with Nova HR actually looks like. Anything else — ask on a call.
Where every engagement starts.
What does the audit cost?
Nothing. The audit is complimentary and carries no obligation — it's how every engagement starts. You keep the written findings either way, whether or not we ever work together.
What do you need from us?
Current plan documents, recent invoices or renewal letters, and basic census information. Gathering it usually takes about thirty minutes on your side — we handle the rest.
How long does it take?
Typically one to two weeks from receiving your documents to delivering written findings, depending on the complexity of your current program.
The model, in plain terms.
How does Nova HR get paid?
Benefits placements are carrier-funded — the commission is built into the premium whether or not you use a broker, so you might as well have one working for you. Audits and evaluations are complimentary. There are no retainers unless an advisory engagement is scoped separately, in writing.
Do we have to switch carriers or plans?
No. If your current program holds up against the benchmarks, the findings will say so. We only recommend changes when the math argues for them — and the decision is always yours.
We already have a broker. Why talk to you?
Most brokers optimize for the renewal. We benchmark utilization, contributions, and peer packages — and put the findings in writing. If your broker is doing right by you, the audit will confirm it. If not, you'll know exactly where.
What size companies do you work with?
Growing companies — from the first full-time hires to a few hundred employees. The model was built specifically for businesses that need enterprise-caliber strategy without enterprise overhead.
Who will we actually work with?
The founder. The client list stays deliberately short so every relationship gets direct access and fast turnaround — no account teams, no handoffs.
The retention layer.
What are executive benefits, exactly?
Financial structures that sit above the group plan for your key people — supplemental executive retirement plans (SERPs), deferred compensation, key person insurance, and vesting structures. They're designed to make staying valuable and leaving expensive.
Who should consider them?
Any company whose value concentrates in a few leaders. If losing one person would materially hurt the business, a retention structure is worth pricing — it's usually far cheaper than a replacement search.
When can changes take effect?
Group plan changes generally land at renewal or open enrollment. Executive structures and advisory engagements can start anytime — they don't wait for a plan year.
What happens after placement?
We stay on — open enrollment, annual renewals, employee questions, and plan adjustments as your team grows. Year-round management is part of the engagement, not an upsell.
Still have a question? Ask it directly.
Thirty minutes with the founder. No pitch, no obligation — just answers.
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