REVENUE UP ยท COST DOWN ยท NO NEW HEADCOUNT
Who is taking care of the caregivers?
You're the only kind of employer where we work both sides: revenue you're leaving on the table, and the cost of covering your own people.
THE SQUEEZE FROM BOTH ENDS
How many denials did you write off last year?
Most organizations appeal a fraction of what they could, not because the claims are wrong but because writing appeals takes time nobody has. The rest gets written off quietly.
And at the same time, you're an employer with the same recoverable benefit cost as anyone else, in a workforce where burnout is the retention problem.
Both sides are fixable, and neither requires a hire.
WHAT'S RECOVERABLE
75 to 85% of appealed denials overturned
$112,000 per provider in additional annual revenue
$2,000+ per employee per year on your own plan
No new headcount on either side
THE REVENUE SIDE
What is already yours to collect?
Three places money is sitting, none of which require a new hire or an IT project.
Denial and appeal automation
75 to 85% of appealed denials overturned, with the appeals written for you. Live in one to two weeks, billed out of what it recovers, and it works alongside the revenue cycle team you already have.
Remote care revenue
About $112,000 per provider, per year in additional billable revenue from monitoring and management programs your patients already qualify for. Fully managed, no clinical burden added.
Supply and indirect spend
10 to 30%+ across 60+ categories outside clinical supply: IT, telecom, waste, food service, insurance, print. Documented results range from $55,700 to $972,800 a year.
THE PEOPLE SIDE
What would keep your clinicians?
Same-day behavioral health without a waitlist. $0-copay prescriptions for their whole household. Care they can reach between shifts. In a workforce where burnout drives turnover, these land differently than another wellness portal.
The people who look after everyone else usually have the least support themselves.
WHAT HEALTHCARE LEADERS ASK
The questions you're already thinking.
How many people do we need to hire for this?
What overturn rate should we expect?
Is this about our revenue or our own benefit spend?
How long is implementation?
What would you do with the margin?
Bring us your challenges. Tell us your goals. We'll model both sides at no cost and hand back a number in days.
See your savings