Group benefits renewals, drafted into the side-by-side before your account manager builds it.

Today a benefits analyst or account manager reads each line's renewal letter and rate exhibit, checks the census, sends it to other carriers, and rekeys every quote into the agency's renewal spreadsheet: plan designs in columns, rates by tier, totals, and employee cost under the current contribution rule. Only then does work start on the renewal presentation.

In the proof of concept, AI does the reading and the layout. It drafts the renewal and marketing analysis, lists each plan design change, keeps every quote's conditions beside its price, and names what is still missing. Nothing goes to a carrier or the employer. Your reviewer, whoever builds these best, compares each draft with the analysis your team presented.

Small group renewals follow federal rating rules, and some states allow even less variation. The premium may vary only by age, rating area, family size and tobacco use. Ages 0 through 14 share one rate, ages 15 through 20 each have their own, and adult rates can differ by no more than three to one. Family premiums are built member by member, counting no more than three children under 21. The rating area comes from the employer's principal business address, so an employee's home ZIP code matters for network fit, not for price. The draft therefore needs each member's age and tier, never a name.

Larger and self-funded groups renew on different paper. A fully insured large group gets an experience exhibit: premium against paid claims by month, the carrier's trend assumption, and a pooling level above which large claims are set aside. A self-funded group renews stop-loss instead: a specific deductible per person, an aggregate attachment point for the plan, and a contract basis such as 12/12, 12/15 or a paid 24/12 with run-in coverage. A laser, a higher deductible for one known claimant, can hide in a footnote, and some carriers quote a no-new-laser option separately. The draft brings each term into the comparison.

Plan design is where comparisons go wrong. Carriers describe the same benefit in different words: a copay before the deductible, a deductible waived for primary care, coinsurance after it. The draft says whether each family deductible is embedded or aggregate, and since 2016 federal rules have capped each person's out-of-pocket costs at the self-only limit even inside a family plan. It notes prescription tiers, the network and HSA status, because a copay before the deductible, outside preventive care, can cost a plan that status. When a carrier retires a plan, its letter maps the group to a replacement, and the draft compares that replacement with what the group has today.

Dental, life and disability bring their own fields. A dental quote turns on the annual maximum, waiting periods by class, frequency limits, orthodontia and out-of-network payment, and a takeover offer can require the prior plan to have been in force for a set time. Life and disability quotes hinge on guaranteed issue amounts, evidence of insurability above them, age reductions, elimination periods, the own-occupation period and mental and nervous limits. New York employers must also carry statutory disability and paid family leave coverage, which renews beside any voluntary plan. A comparison that lines up rates but drops these terms comes back from your reviewer.

Quotes come with conditions, and the conditions often decide the choice. A small group carrier can require minimum participation and an employer contribution, though a group that falls short can still enroll between November 15 and December 15 each year. A quote can depend on a final census, carry a cap on next year's renewal, or, for a level-funded plan, rest on employee health questionnaires, which stay out of this test. Some carriers decline. The draft keeps every condition, decline and expiry date beside its price, in the layout of your own spreadsheet.

When your reviewer says yes, renewals arriving over the next 30 days or so run through the same job.

Every draft waits for a licensed broker or account manager, who picks the carriers to approach, sends each request and presents to the employer. The AI never contacts a carrier or an employer, never picks a plan and never sets a contribution.

Live drafts are scored on the same written criteria as the test, by the same reviewer.