Group benefits quote comparison that reads the certificates, not just the rates
Plan definitions compared, not just rates, with every difference called out.
See one case, screen by screen ↓Software that lines up competing carrier proposals for an employer’s group plans so a broker or consultant can compare them. Group Benefits Quote Comparison compares plan definitions as well as rates: it reads every proposal and every certificate, sets them side by side in one plan grid, and calls out each difference with its page.
How to choose AI solutions for insurance →
Updated
When an employer markets its group life and disability plans, the consultant gets five or six carrier proposals, each with a rate exhibit, a plan summary and, if asked, a specimen certificate. Keying the rates, plan designs and deviations into a spreadsheet takes about two days a case. The rates line up. The definitions do not.
What counts as disabled after month 24, which conditions are capped at 24 months, whether prior coverage is credited at takeover — that lives in 60-page certificates nobody has time to read five times. A plan summary that says “standard definitions apply” can hide an earnings test of 60% instead of today’s 80%, and the employee finds out at claim time.
Estimated split for one five-carrier life and disability case, by hand and with the solution. The consultant’s review stays with the consultant.
Six specialist agents read every proposal and certificate and score them on the employer's must-haves; the consultant decides and signs.
Prairie Hearth Foods, 1,186 employees at four plants, is marketing group life, AD&D, STD and LTD for 1 January 2027. Northwind Mutual Life renewed at +11.1%. Five proposals are in; the benefits committee meets Thu 22 Oct. Here is the case, screen by screen, in the working solution.
Nadia opens the marketing cases for Halden & Pryce Benefits: nine open cases, 8,992 lives being marketed, committees in the next three weeks on a calendar. Prairie Hearth Foods shows 5 of 5 proposals in, compared, with 3 certificate-only differences.
“Target: a cited comparison within one hour of the last proposal”
Twenty-one files from five carriers: proposals and plan summaries, rate exhibits, specimen certificates, takeover letters and Northwind’s renewal. Each carrier’s stated deviations sit under its documents — Kittredge’s $10,000 LTD maximum, Corrigan’s STD sickness from day 15.
“Never fills a value the proposal does not state.”
The plan grid lines up five carriers as columns, cheapest first, ranked on the committee’s eight pinned must-haves, then annual premium. On proposal summaries alone, Tamsin Life Assurance is first at $755,169 a year, −13.2% against today, with all eight must-haves met.
Nadia switches the grid to certificate wording. The read log shows each step as it runs: five certificate booklets, 312 pages; 41 definitions and limitations quoted word for word; each clause aligned with the summary and today’s plan.
“Tamsin p.22 · self-reported symptoms, 24 months — not in the proposal summary”
Tamsin’s gainful occupation cell turns red: “Certificate p.14: 60% of indexed earnings.” Its ring drops from 8 of 8 to 6 of 8 and its rank from first to third. Bellhaven Life & Health moves to first — all eight must-haves, $852,637 a year.
“Re-scored the must-haves — Tamsin 8 → 6 of 8 · Corrigan 7 → 6 · Bellhaven ranks first”
The cell opens the proposal’s words (“Standard definitions apply”), the certificate’s definition with 60% marked, and today’s Northwind wording at 80%. Side by side, a second change shows: any occupation is measured in the national economy, where today it means jobs within 50 miles of home. Below it, a claim-time example: a maintenance technician in Grand Island earning $5,200 a month, out with a lumbar disc injury.
“At month 25 he can work as a dispatcher for $3,300 — 63% of his indexed earnings. Under Tamsin’s certificate his $3,120 monthly benefit stops.”
Five are High. Three are certificate only: Tamsin’s 60% gainful occupation and 24-month self-reported symptoms cap, and Corrigan’s pre-existing limitation with no credit for prior coverage at takeover. Kittredge’s $10,000 maximum would cost 38 employees earning over $200,000 up to $2,000 a month on a long claim.
Annual premium by line from the census volumes and each rate exhibit, then three years with each guarantee and an 8% trend after it. Bellhaven, guaranteed three years, costs $2,557,911; Northwind’s one-year renewal reaches $3,136,629.
“Bellhaven vs Northwind renewal: $578,718 over 3 years”
Five questions are drafted from the differences, each citing its page. The one to Lila Okonkwo at Tamsin asks it to amend gainful occupation to 80%, drop the self-reported limitation, and price it — answer needed by Fri 16 Oct. Nothing goes until Nadia approves.
The recommendation: move to Bellhaven, the only proposal meeting all eight must-haves in both its proposal and its certificate, $113,550 below Northwind’s renewal with rates guaranteed to 1 January 2030. “Why not the lowest price” explains Tamsin with its pages. Nadia signs; Marcus Bell co-signs before it reaches Joanne Kessler.
“Every figure in this summary is traced to the page it came from.”
The same case, seen by the consultant, the account executive, the employer and the carriers — what their weeks looked like, and what they look like now.
Six specialist agents read every proposal and certificate and score them on the employer's must-haves; the consultant decides and signs.
Reads each carrier proposal and rate exhibit: plan design, rates, rate guarantee and deviations from the requested design — every value cited to its page.
Reads specimen certificates and policies: definitions, limitations, exclusions, offsets and takeover provisions — quoted word for word, with form number and page.
Scores each carrier against the committee’s must-haves, the requested design and today’s plan, and ranks carriers by must-haves met, then annual premium.
Aligns the same clause across certificates, the proposal summary and today’s plan; marks narrower, broader or same, with both passages and what it means at claim time.
Annual and three-year premium from census volumes, each rate exhibit, the rate guarantees and the trend assumption, with today’s cost alongside.
Drafts questions back to carriers and the employer-ready committee summary in plain words, every statement cited.
Approves questions and signs; account executive co-signs. The agents propose; a named person decides.
The consultant can ask in plain words, or say what to send. Answers come from the five proposals, five certificates and the census, and cite their pages.
Why did Tamsin drop from first to third?
On the proposals alone Tamsin meets all 8 must-haves and is cheapest at $755,169. Its certificate is narrower than its proposal in two places: gainful occupation at 60% of indexed earnings instead of today’s 80% (certificate p.14), and a 24-month cap on self-reported symptoms (p.22). That misses must-haves #3 and #4, so it scores 6 of 8 and ranks behind Bellhaven and Northwind.
What does Bellhaven save over three years against renewing with Northwind?
With rates guaranteed for three years, Bellhaven costs $2,557,911 over three years. Northwind’s renewal is guaranteed for one year; at an 8% trend after that it reaches about $3,136,629.
Which employees would Kittredge’s $10,000 maximum affect?
38 employees earn over $200,000 a year, so 60% of their pay exceeds $10,000 a month. On a long claim each would lose up to $2,000 a month against today’s $12,000 maximum. It is in the question to Kittredge.
Ask Tamsin to match 80% and drop the self-reported limitation
The question to Lila Okonkwo at Tamsin is drafted: amend gainful occupation to 80% (certificate p.14), remove the self-reported symptoms limitation (p.22), and price it — answer needed by Fri 16 Oct. It goes on your approval.
12 screens from the working solution, on its sample data. Pick one to see it large.
Must-haves, what counts as material, how carriers are ranked and who signs are settings of the group practice, saved as versions.
| Setting | Default | Choose from |
|---|---|---|
| Must-have template | Manufacturing · 8 must-haves | One template per employer, from the committee memo |
| Any definition narrower than today’s plan | Material | On · Off |
| Certificate wording the proposal does not mention | Flagged on the grid | On · Off |
| Hide premium differences under 1% from the differences list | Off | On · Off |
| Rank carriers by | Must-haves met, then annual premium | Your ranking |
| Trend after the rate guarantee | 8% | 5% · 8% · 12% |
| Who approves questions to carriers | The consultant | Nadia Ferreira, Ivy Castellanos, Tomas Reyes |
| Co-sign on the committee summary | Account executive | Marcus Bell |
Every figure is labelled: a target the solution is built to, an estimate, a typical published result, or a proven one.
“demo” = seen in the working solution, on its sample case · “target” = the design goal, measured in the live solution · “estimated” = our estimate · “typical” = published figures (LIMRA, US workplace life, disability and supplemental health sales, H1 2026 — top 10 carriers write 78% of disability premium; AgencyBloc Quote+ — 10 hours per group a year). People, employers and carriers named on this page are fictional — characters and sample data in the working solution.
Software that lines up competing carrier proposals for an employer’s group plans so a broker or consultant can compare them. Group Benefits Quote Comparison compares plan definitions as well as rates: it reads every proposal and every certificate, sets them side by side in one plan grid, and calls out each difference with its page.
The Certificate reader quotes each definition, limitation and takeover provision word for word. The Wording comparer aligns the same clause across carriers, the carrier’s own summary and today’s plan, and marks it narrower, broader or the same — with both passages and a claim-time example.
Yes. The consultant pins the committee’s must-haves, and each carrier column carries a ring with how many it meets and a rank. Carriers are ranked by must-haves met, then annual premium; unpinning a must-have recomputes the scores.
In the working solution, group life, AD&D, short-term and long-term disability, with plan terms such as rate guarantees. Other cases in the sample also include vision, dental, accident and critical illness lines.
The Cost modeler works out annual premium by line from the census volumes and each rate exhibit, then three years holding rates through each guarantee and applying the trend you set — 5%, 8% or 12% — with today’s cost alongside. It never changes a carrier’s rate.
Yes. Agents read, cite and draft. The consultant approves every question before it goes to a carrier and signs the committee summary; the account executive co-signs before the employer sees it, and the employer’s committee chooses the carrier.
The Agentic Solution Engine builds and deploys it from your requirements and documents — your must-have templates, plan grid, house style for committee summaries and a sample of past cases — and it goes live once every quality gate has passed.
Any census layout quote-ready the day the RFP arrives, every change on the record.
1-min demoEvidence of Insurability AutomationSimple EOI approvals stop waiting behind complex medical cases.
1-min demoGroup Premium ReconciliationOnly the real billing differences left for a person to resolve.
1-min demoWe’ll run Group Benefits Quote Comparison on the proposals and certificates from one of your own cases.