Frequently
Asked Questions

Two ways: a leaner, more modern administration stack than most legacy providers carry, and investment options without the embedded costs that quietly erode returns. We compare against what you pay now and only take you on if both come down.

Nothing. Send your current plan documents and fee disclosure and we'll come back with a written comparison. If we can't beat what you have, we'll say so and you've lost nothing but the time it took to forward a PDF.

Almost always inside the investments rather than on the invoice. Expense ratios, revenue sharing, and wrap fees get netted out of returns, so they never appear as a line item you pay. That is the first place we look.

Yes. Each employee chooses, a managed portfolio matched to their risk across five tiers, or a self-directed account where they set their own holdings and target percentages with automatic investing. They can switch as their comfort changes.

It happens on their phone, in minutes. They answer a few questions, pick managed or self-directed, and set a contribution rate. We handle onboarding sessions and stay available for individual questions year-round.

No. Plan participants get the app as part of the plan, including the spending and budgeting tools, the brokerage and IRA accounts, and the retirement projections. See everything it includes, or download it and judge it yourself.

Easier than staying with a plan that's overcharging you. We map the transition, coordinate with your current recordkeeper and payroll, and handle the heavy lifting so employees see continuity, not disruption.

Most take one to two quarters end to end, largely set by your current provider's notice requirements and the blackout window. We map the timeline before you commit, so there are no surprises for you or your employees.

No. We integrate with the payroll system you already use so deferrals sync automatically. If your payroll is the source of the friction, we'll tell you, but changing it is never a condition of working with us.

The full range, traditional and Safe Harbor 401(k), profit sharing, and cash balance plans for owners who want to defer more. We recommend the combination that fits your size, staff, and goals.

No minimum. We work with businesses from a handful of employees up through multi-entity groups. Size changes which structure makes sense, not whether we can help.

We do. Nondiscrimination testing, Form 5500, and the annual notices are part of running the plan, not an add-on you coordinate. That is the point of the whole arrangement.