Benefits: all companies have them. But what they look like differs quite widely.
Building an effective program is a balancing act. You want to have a robust offering that appeals to a wide array of employees while operating within budget constraints and rewards philosophy.
Benefits programs are largely iterative based on a company’s current stage. As you move from Series A and beyond, you’ll have the opportunity to enhance your offerings.
Deciding on what constitutes a good program can be difficult. This guide is meant to demystify creating a benefits program and is largely focused on the United States. 🇺🇸
Having a great broker makes a world of difference. They can give you a solid understanding of the landscape, answer questions you’re unsure of how to ask, and craft a plan lineup that makes sense for your company.
If you have a good broker, this guide isn’t meant to supplant that relationship. But this guide is meant for People people who:
This guide may also prove helpful for global 🌍 teams looking to develop a better understanding of benefits in the United States.
As you iterate on your benefits offerings, it’s good to bucket into two parts:
A benefits vision can take years to fully see through. (And, even then, it isn’t done).
| Current Year Lineup Things that you will solve for at your next benefits renewal | Benefits Vision Things that you want to continue to advocate for as the business can accommodate it | | --- | --- | | * What needs aren’t being met that we need to solve for? | * With additional budget, what investments can we further make in our people’s wellbeing? |