For HR and people leaders
The best benefits decision you'll make this year doesn't touch your plan, your carrier, or your broker.
You don't need a new plan to give your people a dramatically better benefits experience. You need a layer of AI on top of the one you already have — one that answers your employees' questions instantly, shows them what care costs before they get it, and takes the calls that currently land on your desk. It runs about $8 per employee per month, and it is built to pay for itself several times over.
What stays exactly as it is
- Your current plan, carrier, and network
- Your broker — the relationship, the renewal, the service model
- Your renewal date and open-enrollment calendar
- Your payroll, HRIS, and ben-admin systems
- Your budget cycle — no plan redesign, no employee disruption, no announcement that anything is "changing"
What your employees wake up with
- A 24/7 AI assistant that answers coverage questions in plain English
- The ability to price a procedure, a provider, or a prescription before the appointment
- Side-by-side plan comparison at open enrollment, personalized to their situation
- In-network provider search and appointment booking from the phone
- Every benefit you offer — medical, dental, vision, wellness — visible in one place
An AI benefits layer that sits on top of the plan you already have.
Most employees can't tell you what their deductible is, let alone what an MRI will cost at two different facilities. That gap is expensive — it shows up as avoidable ER visits, out-of-network claims, the wrong plan chosen at enrollment, and a phone that rings in your office. An AI navigation platform closes it without anyone renegotiating anything.
Instant, personalized answers
An AI assistant reads their actual plan documents and answers in seconds — what's covered, what it costs, what to do next. No call-center hold music, no email to HR.
Price transparency before care
Employees compare providers and facilities on real cost before they book. Steering even a fraction of care toward lower-cost, in-network options is where the savings come from.
Analytics you can actually use
Ask plain-language questions about engagement, utilization, and cost drivers — and walk into the renewal meeting with data instead of a carrier's summary slide.
The arithmetic, on a 300-employee company
This is the part worth putting in front of your CFO. The cost is small, fixed, and known. The return is a percentage of the largest line item you don't control.
Illustrative math using your own census and spend — not a guarantee. Actual results depend on plan design, claims history, employee engagement, and which modules are deployed. We'll run the real numbers on your data before you commit to anything.
There's a way to cover the cost before it ever reaches your budget.
Revival Health Essentials pairs this platform with a structure that lowers your company's payroll tax obligation by roughly $750 per employee per year — while giving employees first-dollar access to telehealth, primary care, mental-health support, generic prescriptions, labs and imaging, with no deductible to meet.
The payroll tax savings are larger than the program costs. Which means the AI platform, the first-dollar care, and the reduction in your workload arrive together at essentially zero net cost to the business — and, because workers'-comp premiums are rated off payroll, many employers see that premium fall as well.
The benefit funds itself, with room left over.
You get to be the person who brought this in.
Your phone stops ringing
The routine questions — is this covered, who's in network, what's my deductible — get answered without you. Employers using this kind of platform report roughly 70% fewer benefits calls to HR, including through open enrollment.
Open enrollment stops being a season
Employees compare plans against their own situation instead of asking you which one to pick — and choose better, which lowers claims cost for everyone.
You bring leadership a win, not a request
This isn't a budget ask that adds cost. It's a benefits upgrade with a funding mechanism attached — the rarest thing in your job.
Nobody's relationship gets threatened
Your broker isn't displaced, and doesn't need to be defended. There's no internal fight to win before your people get something better.
How we're paid, in writing: Revival Health receives a flat, disclosed per-employee amount from its program partners on installed programs — never a percentage of your premiums, and never compensation from a carrier, PBM, or TPA. The exact amount appears in your agreement before anything is installed.
Your move
See what this looks like on your census.
Bring your employee count and your current spend. Virtual John can ballpark the numbers in about 90 seconds — and the real John puts the exact figures in writing, before you take anything to your leadership team.