The Edgility Benefits Membership, powered by Exectras
Hire the person you wanted. Keep the people you have.
You are not losing candidates on wage alone. You are losing them to a business down the road that puts one line in its job posting you cannot match, and losing the people you already have to the same line eighteen months later. The Edgility Benefits Membership is how an owner-led business puts that line in its own posting. It is a group membership rather than an enterprise contract you have to qualify for, which is the entire reason it works at five employees as well as at 50.
The problem this solves
Where the missing benefits line costs you.
Ask an owner why someone left and the answer is usually pay. Ask the person who left and the answer is more often that the other place had coverage, or a card that got their prescription filled, or somewhere to call at 9 p.m. when a kid had a fever.
Traditional group health is out of reach for most owner-led businesses, and the alternative on offer is usually nothing at all. That gap is what this program is built for. It is not a replacement for major medical coverage and it does not pretend to be.
What it does is give you something concrete to say in four moments where you currently have to change the subject.
What this program is, stated plainly. A membership that gives your team virtual care, prescription savings, accident and critical care protection, a group life policy, behavioral health support, everyday savings and a set of business services, delivered through Exectras and coordinated by Edgility.
What it is not. It is not major medical insurance and it does not replace a group health plan. Virtual primary care is healthcare, not insurance. The prescription savings program is a savings program, not insurance. Anyone who describes the whole thing to you as a health plan is describing it wrong.
Recruit and retain
Four moments where this earns its money.
None of these is a benefits conversation. They are hiring conversations, and they are where an owner-led business normally loses.
Moment one
The job posting
Two listings, same wage, same shift. One says benefits available and one does not. The applicant does not investigate what benefits means. They apply to the one that says it. You are not competing on the package at this stage, you are competing on whether the word appears.
Moment two
The interview question
Somewhere in the second half, a good candidate asks what you offer. Right now that is the point where the conversation cools and you find yourself explaining company size. Having a real answer changes the temperature of the rest of the interview.
Moment three
The counteroffer
Somebody good gets recruited. You can match wage, and often you do, and they leave anyway because the other offer came with coverage. Wage is the thing you can move and it is not the thing that decided it.
Moment four
The quiet 18 months
The one that costs the most and shows up in no exit interview. Somebody stays two years, has a health event or a kid, and starts looking for an employer that can absorb it. You never knew they were looking until the notice.
Worth saying plainly: none of this works if nobody tells the team it exists. The programs that fail are the ones where enrollment happened and the introduction did not. We plan the introduction with you, and afterward the number we look at is how many of your people are using it, not how many are signed up.
What is included
Four pillars, one membership, one portal.
Healthcare, benefits, savings and the tools to run them, pulled into a single relationship rather than four vendors your office manager has to chase.
Exectras 360 Health
Virtual urgent care at no cost and primary care at low to no cost, around the clock. Prescription savings, accident and critical care protection, a $10,000 group term life policy, behavioral health, peer support, and wellness and financial tools. This is the pillar employees notice first, because it is the one they use.
Employee benefits and everyday savings
Access to auto and home insurance, identity theft resolution, financial wellness support, and member discounts on auto, travel, electronics and shipping. The savings side is what keeps the membership in front of people between doctor visits.
Business services
Discounted access to services normally priced for much larger companies. Exectras leads with PEO solutions and access to health and business insurance, and the membership also reaches payroll and HR support, small business financing and on-demand pay. Payments and merchant services are the one thing we do not route here. Those run through Edgility's own program, where we can show you the cost stack line by line.
The myExectras portal
One place for your team to find all of it, on web, iOS and Android, in English and Spanish. An optional Premium upgrade adds employee management tools: onboarding, time off, an org chart and reviews.
Exectras 360 Health
What a member can use, from day one.
Program terms set by Exectras and its partners. Availability and eligibility conditions apply, and we go through them with you before anyone enrolls.
What it costs
One monthly membership fee, priced by company size.
The cost sits on the group membership rather than on an enterprise contract with a headcount minimum, which is why a business with five people can buy it at all. There is a fee, it is a real number, and you will have it in front of you before anything is signed.
Pricing runs in bands by employee count, so it does not scale punishingly as you hire. Above roughly 50 employees it moves to a per-employee rate, which is where the group economics start working in your favor rather than against you.
How that fee gets funded is a decision you make, not one the program makes for you. Some owners carry it in full as a retention investment. Some share it with the team. We will walk through both on the call and tell you which one we see working in businesses your size.
On the call
What you get, before you decide anything
The current monthly figure for your exact headcount. What the optional upgrades cost, including the 360 Health Plus tier and the Premium portal tools, and whether either is worth it at your size.
A per-employee number, so you can compare it against what an individual on your team would pay for the same things separately. That comparison is the one that decides it for most owners.
Pricing is set by Exectras and is subject to change. We confirm the current figure for your headcount before anything is signed, and nothing on this page is a quote.
This program fits when
- You are losing people to businesses that offer something you cannot
- Traditional group health is out of reach at your headcount or your margin
- You have five or more eligible employees, which is where the group life policy turns on
- Your team is hourly or distributed and getting to a doctor during business hours is the real barrier
- You want one relationship rather than four vendors and four invoices
It does not fit when
- You already carry a group major medical plan and this would duplicate it
- You are looking for something that replaces major medical coverage, which this is not
- Your headcount is low enough that the monthly fee per employee does not earn its place
- Nobody on your side will introduce it to the team, because an unused membership is a wasted one
How it gets stood up
Four steps, same as everything else here.
The bigger version of this
If you run an association, this is a member benefit.
Everything above describes one business solving its own hiring problem. The same program offered through a trade association, a franchisor, a chamber or a buying group solves it for every member at once, which is the thing a group exists to do and the thing most groups cannot currently deliver.
Your members are small employers who cannot buy a benefits package alone. A membership program is one of the few benefits an association can put in front of them, because the cost sits on the group rather than on an enterprise contract each member has to qualify for.
The association programFor association leadership
What it looks like on your side
Edgility coordinates the program and Exectras delivers it, so your staff is not running enrollment or fielding claims questions. Members get a named contact they reach directly.
Structures vary, and the one that applies to your organization is set in a signed agreement before anything goes to your membership. We will not describe a structure to you that does not exist.
Start here
Give your team a reason to stay.
Twenty minutes is usually enough to know whether this fits. There is no cost to ask, and no pressure if the answer is no.