Bindly Group Concierge

A private chat assistant for every employee, on web and mobile browsers. It answers benefits questions by reading your group's own plan documents, formularies and network directories, not generic content. When it is not confident, it hands off to a licensed Bindly agent. HR gets fewer drive-by questions and employees get answers at 11pm on a Tuesday.

Retail equivalent

$2 to $4 per employee per month

Solves

HR: "Employees come to me with random benefits questions all day." Bindly: every question goes to an assistant that knows your plan, with a human behind it.

Bindly owns the calendar. Form 5500, SAR, SBC distribution, CHIP notices, RxDC reporting, gag-clause attestation and open-enrollment communications are tracked centrally against your plan year and your state, and your team is reminded ahead of each one. Filings we can prepare, we prepare. Filings that need your signature reach you with everything already filled in.

Retail equivalent

$3 to $6 per employee per month at most benefits-admin platforms

Solves

HR: "Compliance deadlines come and go and I always find out late." Bindly: reminders at 30, 14, 7 and 1 day, on a calendar built from your own plan facts.

Bindly is your broker, not your insurance company, so we do not adjudicate claims or negotiate a bill on your carrier's behalf. What we do is make sure nobody is stuck. An employee with a confusing bill or a denial reaches our desk, we explain what the document is actually saying, we walk them through how an appeal works and what their rights are under the No Surprises Act, and we point them to the right contacts at their carrier, starting with the member-services number on their own ID card. HR stops being the middleman.

Retail equivalent

included; there is no separate advocacy vendor to buy

Solves

EE: "I got a bill the carrier will not explain." Bindly: we read it with you and get you to the person at the carrier who can fix it.

SBCs are due at enrollment, on request and at the cadence the law sets; the SAR follows each plan year's Form 5500. Both sit on your compliance calendar with their statutory dates computed from your plan year, and when a distribution is done the evidence is filed against the deadline. When an auditor asks what went out and when, the answer is a record rather than a memory.

Retail equivalent

$1 to $2 per employee per year at benefits-admin platforms

Solves

HR: "Did we send SBCs to everyone? I have no idea." Bindly: the deadline is tracked and the proof is on file.

Every ERISA-covered plan needs a wrap document, and plans with 100 or more participants need a Form 5500. Bindly is building both: a wrap and SAR generated from your plan facts, and a 5500 prepared complete from those facts plus the Schedule A data we already pull from public filings. Until that ships, tell us where you stand and we will tell you plainly what is missing.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

HR and CFO: "Are we even ERISA-compliant?" Bindly: a straight answer now, and documentation you can show in an audit once this ships.

Ahead of renewal, your CFO gets a report comparing your plan cost, design and contribution strategy against peer groups in your industry, size band and geography, built from the Form 5500 Schedule A data employers of your size already file publicly. This is the document you bring to the renewal meeting.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

CFO: "How do I know our plan is competitive?" Bindly: a peer benchmark with named recommendations.

A native app with wallet-synced ID cards and claims history is on the roadmap and is not something we ship today. What every covered employee has right now is the benefits chat and the member portal in a mobile browser, and ID cards and plan documents delivered by email as soon as the carrier issues them.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

EE: "Where is my insurance card? I am at the pharmacy." Bindly today: it is in the email we sent when the carrier issued it, and the chat can find it again.

A white-labeled version of the employee experience under your brand rather than ours. It follows the mobile app, which is itself on the roadmap, so this is a conversation rather than something you receive on day one.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

HR: "We invest in our employer brand and generic vendor apps undercut it." Bindly: a branded experience once the app ships.

A quarterly walk through your renewal trajectory using your own carrier reporting: cost categories, network leakage, plan-design comparisons and a forecast ahead of renewal. Building this properly means ingesting carrier reporting per group, which is why it is on the roadmap rather than on your calendar today.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

CFO: "Health insurance is our second-biggest line item with no visibility." Bindly: a quarterly review with named recommendations.

Risk profile, expected savings, capital requirements and exit options for a group medical captive, refreshed annually. Today this is an analysis a person runs when you ask for it, not a report that arrives on its own.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

CFO: "Should we be in a captive?" Bindly: the modeling, when you ask.

Individual Coverage HRA and Qualified Small Employer HRA are real alternatives for the right group, and we are the individual-market broker on the other side of that move, which makes the rollout simpler than it usually is. The employee-by-employee model is work a person does for you on request; there is no self-serve modeler yet.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

CFO: "Could we move to defined contribution, and what would it cost?" Bindly: a model and a rollout plan, on request.

For self-funded groups we place specific and aggregate stop-loss and negotiate the renewal. Monitoring lasered conditions through the plan year, as a tracked and reported service rather than something a person remembers to check, is not built.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

CFO: "Our stop-loss renewal jumped and nobody could tell me why." Bindly: we place it and we work the renewal.

Most employees underestimate what their benefits are worth. An annual personalized statement showing base pay, employer-paid premium, retirement match, time off and voluntary benefits closes that gap, in English and Spanish. Built from your census and the contribution figures you give us.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

HR: "Our people do not realize how much we invest in them." Bindly: a statement that shows the whole picture.

Open enrollment communications, the employee election flow and the reminder cadence all run in English and Spanish, chosen per employee rather than per company, so a mixed workforce is not forced onto one language. Additional languages are on request for manufacturing, hospitality and agriculture groups.

Retail equivalent

$1,500 to $5,000 per cycle at translation vendors

Solves

HR: "Much of our workforce reads better in Spanish and none of our broker materials reflect that." Bindly: bilingual by default.

A review of how your mental-health benefit actually performs against industry peers, with specific recommendations rather than a wellness brochure. It needs the same carrier reporting the quarterly reviews need, so it arrives with them.

Status

Rolling out. Ask us where it stands and what you get in the meantime.

Solves

HR and CFO: "Are we doing enough on mental health?" Bindly: a benchmark and concrete changes.