Elevate Your Workforce, Empower Your Business.

Q: What kinds of employer-sponsored plans do you help design?

We design employer-sponsored plans including traditional 401(k), Roth 401(k), SIMPLE IRA, SEP IRA, profit-sharing, and pooled employer plans (PEPs). We also help with group life insurance, disability coverage, HSAs, FSAs, long-term care, mental health resources, and wellness incentives.

Q: What’s the difference between a 401(k), SIMPLE IRA, and SEP IRA?

401(k) plans offer higher limits, flexible design, and optional Roth. SIMPLE IRAs are streamlined and cost-effective for smaller employers. SEP IRAs are employer-funded and great for owner-only or variable-income businesses.

Q: When do cash balance or profit-sharing plans make sense?

Cash balance or profit-sharing designs make sense when owners or key employees want to maximize tax-advantaged contributions and accelerate savings beyond a standard 401(k).

Q: What’s a pooled employer plan (PEP), and who is it good for?

A PEP allows multiple employers to participate in a single 401(k) overseen by a pooled provider, reducing administrative burden and fiduciary risk for small and mid-sized employers.

Q: Do you support nonprofit and public-sector plans like 403(b) or 457(b)?

Yes. We support 403(b) and 457(b) plan design, vendor due diligence, investment reviews, compliance, and participant education for nonprofits and public employers.

Q: How do you support employers beyond setting up the plan?

We provide ongoing fiduciary support, compliance monitoring, investment oversight, vendor benchmarking, and employee education for 401(k), PEP, SIMPLE/SEP, and cash balance plans.

Q: How do you work with trustees and plan administrators?

We assist with fiduciary documentation, investment lineup reviews, ERISA/DOL alignment, and vendor coordination, while simplifying administrator workflows and communications.

Q: Can you help increase participation and engagement in our plan?

Yes. We run workshops, one-on-one guidance, and clear communications so employees understand choices like Roth 401(k) and HSAs, improving participation and retention.

Q: How often should employer plans be reviewed?

At least annually, with year-round monitoring of performance, fees, participation, contribution limits, and regulatory changes to remain competitive and compliant.

Q: What size companies do you typically work with?

We primarily serve small to mid-sized California employers with fewer than 100 active participants, and we help transition plans as companies scale.

A well-designed benefits package is more than a perk; it’s a powerful investment in your people and a strategic asset for your business.

Thoughtfully crafted benefits attract top talent, reduce turnover, and show employees they’re valued. With a competitive edge in talent acquisition and retention, you position your business for growth and resilience.

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Invest in Your People. Watch Your Business Thrive.

Attracting and retaining skilled employees means offering benefits that go beyond the basics.

We work with you to create a tailored benefits program that aligns with your company’s values, supports your workforce’s needs, and strengthens your company culture.

The result? A team that feels valued, engaged, and committed to your vision.

Offer bundled financial plans at a team discount—a perk your employees will actually use.

Schedule a Discovery Call Explore Bundle Details

Our Approach to Employee Benefits

Creating a Workplace That Attracts and Inspires

We see every partnership as a shared mission: to build benefits that serve both your people and your purpose. Whether you’re an employer designing a plan that attracts top talent, a trustee ensuring fiduciary excellence, or an administrator managing day-to-day operations, we tailor our guidance to your unique goals and responsibilities.

Here’s how we collaborate:

Employers: We help you design competitive, compliant benefits that align with your business objectives. From plan benchmarking to employee education, we make it easy to turn benefits into a growth strategy.
Trustees: We provide fiduciary support that emphasizes transparency, documentation, and accountability—helping you make informed decisions that stand up to scrutiny.
Plan Administrators: We simplify the complex. Our team streamlines communication, investment monitoring, and compliance oversight so you can focus on serving participants efficiently.

Together, we help you create a plan that not only checks every regulatory box—but also inspires confidence, engagement, and long-term financial wellness among your employees.

Retirement Plans: Invest in Your Team's Future

A solid retirement plan is a cornerstone of any competitive benefits package.

From 401(k)s to profit-sharing to cash balance plans, we design retirement options that align with your company’s goals and budget, while empowering your employees to build their financial futures.

Our process ensures compliance, cost-effectiveness, and clear communication, so employees feel confident and supported.

Health & Wellness: Holistic Health Benefits

Health insurance is just the beginning.

We help you explore comprehensive health and wellness programs, including group life insurance, HSAs, FSAs, disability, long-term care, mental health resources, and wellness incentives that resonate with today’s workforce.

A well-rounded health benefits package promotes productivity and shows employees you’re invested in their well-being.

Ready to build a benefits package that elevates your business?

Schedule a consultation to start designing benefits that reflect your commitment to growth, innovation, and employee well-being.

Employer Benefits FAQ

What kinds of employer-sponsored plans do you help design?

We design employer-sponsored plans that fit your team and goals. Retirement options include traditional 401(k), Roth 401(k), SIMPLE IRA, SEP IRA, and profit-sharing. For simplified administration as you grow, we can implement pooled employer plans (PEPs). Beyond retirement, we help with group life insurance, disability coverage, HSAs, FSAs, long-term care, mental health resources, and wellness incentives.

What’s the difference between a 401(k), SIMPLE IRA, and SEP IRA?

401(k): Higher limits, flexible plan design, optional employer match, and a Roth 401(k) option for tax-free growth.
SIMPLE IRA: Streamlined, cost-effective for smaller employers; required employer contribution (match or nonelective).
SEP IRA: Employer-funded; great for owner-only or variable-income businesses; simple administration.

We’ll help you compare costs, limits, and administration to choose the right fit.

When do cash balance or profit-sharing plans make sense?

If you want to maximize tax-advantaged contributions or accelerate savings for owners/key employees, a cash balance plan or a 401(k) with profit-sharing can materially increase allowable contributions compared to a standalone 401(k). These designs are popular with professional firms and growing small businesses.

What’s a pooled employer plan (PEP), and who is it good for?

A PEP lets multiple employers participate in a single 401(k) plan overseen by a pooled provider. It can reduce administrative burden and fiduciary risk for small and mid-sized employers while offering an institutional-grade plan menu and processes.

Do you support nonprofit and public-sector plans like 403(b) or 457(b)?

Yes. We help nonprofits and public employers design and oversee 403(b) and 457(b) plans with a focus on compliance, vendor due diligence, investment reviews, and participant education to drive engagement.

How do you support employers beyond setting up the plan?

We provide ongoing fiduciary support, compliance monitoring, investment oversight, vendor benchmarking, and employee education. Whether it’s a 401(k), PEP, SIMPLE/SEP, or cash balance plan, we keep your benefits aligned with your workforce and goals.

How do you work with trustees and plan administrators?

We act as an independent partner for fiduciary documentation, investment lineup reviews, ERISA/DOL alignment, and vendor coordination. For administrators, we simplify communications and workflows to reduce risk and save time.

Can you help increase participation and engagement in our plan?

Absolutely. We deliver workshops, one-on-one guidance, and clear communications so employees understand options like Roth 401(k), HSAs, and matching. When benefits feel approachable, participation and retention rise.

How often should employer plans be reviewed?

At least annually. We also keep a year-round pulse on investment performance, fees, participation, contribution limits, and regulatory changes to keep your plan competitive and compliant.

What size companies do you typically work with?

We primarily serve small to mid-sized California employers with fewer than 100 active participants (medical practices, startups, and local businesses). As you scale, we can help transition from SIMPLE to 401(k) or into PEP/cash balance designs as appropriate.

Offer bundled financial plans at a team discount—a perk your employees will actually use.

Schedule a Discovery Call Explore Bundle Details

Bundle Details

Bundled Financial Planning as an Employee Perk

Give your team access to discounted, high-impact financial planning through RYSE. Packages scale for startups and small businesses—simple to roll out, easy to love.

What’s Included

Personal, Practical, Proven

1:1 planning (goals, cash flow, retirement readiness, insurance review)
Investment & account alignment (401(k)/403(b)/457 coordination, HSAs/FSAs)
Equity/stock option education for startup teams (if applicable)
Live workshops + Q&A, office hours, and on-demand resources
Private client portal & action plan summaries

Advisory services provided under a separate agreement; no product sales required.

How It Works

Simple Rollout in 3 Steps

Pick a bundle: scope + headcount (pilot friendly)
Set your discount: typically up to 20% off planning fees*
Launch: employee sign-up page, email kit, and kickoff workshop

*Final pricing based on size, scope, and compliance approval.

Pricing Model

Transparent & Scalable

Per-employee planning fee: discounted bundle rate
Employer-paid, employee-paid, or split-pay structures
Optional add-ons: cohort workshops, manager trainings, custom resources

Investment management (AUM) fees, if applicable, are separate from planning fees.

Eligibility & Fit

Built for Small–Mid Sized Teams

Best for <100 active participants (scales as you grow)
Works alongside 401(k), SIMPLE/SEP, PEPs, cash balance, 403(b)/457
Great for startups, medical practices, and local employers in California

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Compliance note: Education is not individualized investment advice unless engaged via advisory agreement.

Bundle FAQs (Quick Answers)

Who pays for the bundled planning—us or employees?

Totally flexible. Employers can sponsor 100%, offer a split-pay, or make it fully employee-paid. We’ll price the bundle accordingly and keep billing simple.

Does this replace our 401(k) or health benefits?

No—this complements them. The bundle adds personalized financial planning and education alongside your existing benefits (401(k)/403(b)/457, HSAs/FSAs, insurance).

How long does onboarding take?

Usually 2–3 weeks. Week 1: scope & pricing. Week 2: materials & signup page. Week 3: kickoff workshop + rolling 1:1s.

What’s included in the planning sessions?

Goals, cash flow, retirement readiness, benefits optimization (401(k)/Roth, HSA/FSA), insurance review, and a clear action plan—plus follow-ups.

Can we start small?

Yes. Pilot with a cohort (e.g., managers or new hires), then expand once you see the impact.