Keep the crew you already trained.
Group benefits and a retirement match cost less than the raise you'll offer to keep your next journeyman — and they're a lot harder for the shop down the road to match. We'll benchmark what you have (or price what you don't) in 30 minutes.
- Keep your people: Coverage and a retirement match your crew can't get at the next shop — the one thing a competitor can't match on the spot with an extra dollar an hour.
- Control the cost: We're independent, so every renewal gets benchmarked against the real market before you sign it. No rubber-stamped increases.
- Zero work for you: Enrolment, employee questions, claims problems and new hires come to us — not to your desk at 9pm.
Limited roster — every application read personally by a partner
Employees — the shop sizes we build plans for
The whole fit review. No cost, no obligation.
Business days to a straight answer, either way
What it actually costs to keep losing people
The cost never shows up as a line item. It shows up in overtime, callbacks and the jobs you had to turn down.
A journeyman leaves for a dollar more an hour.
You lose the productivity, the customer relationships and the training you paid for — then pay a premium to replace them and wait months for the new hire to get up to speed.
You answer wage demands with wage increases.
Every raise is permanent, fully taxable to the employee, and instantly matchable by the shop down the road. It buys loyalty for about one pay cycle.
The shops recruiting your crew have benefits.
When a tech with a family compares two offers, dental, drug coverage and a retirement match win. Without a plan you're competing on hourly rate alone.
Nobody has looked at your plan in years.
Renewals get signed unreviewed. An overpriced or badly designed plan quietly costs you thousands a year and gives your crew coverage they don't use.
How we build it
Three steps. No obligation until you've seen the numbers side by side.
- 01
The fit review — 30 minutes, no cost
Headcount, roles, turnover, and what you have today. We tell you honestly whether a plan will move the needle for your shop — or whether you're already in a good one.
- 02
Benchmark and design
We shop the Canadian market and put your current plan beside real alternatives, in dollars. Then we design coverage around the crew you actually have — trades families, not office staff.
- 03
Roll it out and service it
We run enrolment, explain the plan to your people in plain language so it counts as compensation in their heads, and handle the annual renewal.
What you get
One independent firm handling both plans, so the benefits and the retirement side are designed together instead of by two providers who never speak.
Group benefits plan
Health, dental, drug, disability and life coverage sized for shops with 3 to 100 employees.
Group retirement or DPSP
A match or profit-sharing structure that rewards people for staying, without a permanent payroll increase.
Independent market shopping
We're not captive to one insurer. We compare carriers and show you the quotes.
Renewal benchmarking
Every renewal is reviewed against the market before you sign it — not passed along.
Enrolment & employee education
We meet your crew and explain the plan so they value what you're paying for.
Ongoing service
Claims problems, new hires, terminations — you call us, not a 1-800 line.
Why trades owners bring us their plans
We are independent. We are not tied to one insurer or one fund company, so we shop the full Canadian market and show you the comparison rather than a single quote.
Johnathan Pollock, our Managing Partner, has started, scaled and sold businesses of his own. The conversation about payroll, retention and what a plan really costs per hour billed is one he has lived.
Our roster is deliberately limited. Every application is read personally by a partner, and we turn away work we can't genuinely improve — which is why the clients we do take get answered on the first ring.
Straight answers before you apply
- We already have a plan through a broker. Why look again?
- Most shops we review are in a plan that was set up years ago and never benchmarked since. We'll tell you plainly whether yours is priced and structured well. If it is, we say so and you keep it.
- How small is too small?
- We can build a plan for as few as three employees. The design changes with size, but the retention math works at every level.
- Won't a raise do the same thing?
- A raise is fully taxable to the employee and permanent to you. Benefits and a group retirement match usually deliver more perceived value per dollar, and they're far harder for a competitor to replicate on the spot.
- How much of my time does this take?
- A 30-minute fit review, then one working session to review the design. We handle enrolment, employee education and the annual renewal.
- When can we start?
- Plans can be put in place inside a few weeks. Renewals are the natural checkpoint — bring us your renewal letter and we'll benchmark it before you sign it.
Focused on the retirement side? See our group retirement plans for trades shops.
Apply for a fit review
Tell us about the crew — headcount, roles and what you have today. A partner reads every application personally and responds within five business days with a straight answer either way.
Referred by an existing client? Use the referral path. Prefer to talk? 905-243-6328