From Seattle software firms to growing SaaS companies in Bellevue, tech employers compete for talent with benefits as much as base compensation. The offer letter is only half the conversation — the benefits behind it are what close top candidates.
WHIA helps you build modern, scalable plans that strengthen your offer letter without exposing you to runaway cost growth as you scale. Same carriers, same networks, better pricing.
FAANG and startups alike chase the same engineers. A thin or confusing benefits package quietly loses offers.
Every hire multiplies premium. Without disciplined plan design, growth becomes a cost problem instead of a win.
Tech employees expect modern benefits — mental health support, fertility coverage, flexible spending — and they'll shop around if it's absent.
We structure plans so each new hire adds predictable cost — with options that flex as you cross 50, 100, and 200 employees.
Mental health, wellness, and voluntary benefits designed to match what tech talent actually values, without gold-plating the whole plan.
Level-funded and self-funded options that cap your exposure while your workforce grows — modeled on your real claims.
average savings WHIA clients see versus their prior plan — without cutting coverage or switching networks for the sake of it.
typical savings range for employers who benchmark their current plan against the full market — that's the range we target on every engagement.
serving Washington employers since November 2009 — through every market cycle, funding model, and carrier shakeup.
The competitive baseline has moved well beyond medical, dental, and vision. Mental health support, fertility and family-forming benefits, and flexible spending accounts are now table stakes at the companies winning top engineers. We help you match that bar at a cost you can sustain.
Start with a clean benchmark of what comparable companies offer, then build a plan that buys you the hires you need without committing to costs that outgrow your runway. Structure matters more than the brochure.
Yes — level-funded and self-funded models with stop-loss insurance cap your worst-case year. We model the numbers both ways before you commit.
Yes. Washington-based employers with remote teams still need compliant, competitive plans. We handle the plan design and the compliance either way.
From the I-5 corridor to Eastern Washington, we work with tech employers in person and by video. Teams we currently help are based in:
Your workforce is specific to tech employers. Your benefits should be too. Thirty minutes with WHIA opens the door to options built for businesses like yours.
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