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Heading into the end of the year, we want every owner across the HomeFront family to be able to take advantage of the group buying power this partnership creates. Our partner Advisor HR continues to negotiate rates on our behalf — on group health, workers' compensation, and commercial insurance — and the strength of what they can negotiate depends on how many of us come to the table.
This is an interest check, not an enrollment. It's aimed at two groups in particular: owners who haven't yet sat down with Advisor HR, and owners who don't have enough employees to reach the 3-employee carrier minimum on their own. If that's you, pooling is how you get in the door.
Responses due [ SET DEADLINE ]. Two minutes, no commitment, and a "no" is just as useful to us as a "yes" — it tells us who to stop emailing.
Pick one. If you're interested we'll ask a few short questions so Advisor HR knows what they're negotiating for.
Filling this out commits you to nothing. Your payroll and census details go to Advisor HR only — HomeFront corporate sees how many owners responded, not what any one of you pays.
Insurance is priced on volume. That's the whole reason a corporate operation pays less per employee than a five-person crew does for the same coverage — and the whole reason this campaign exists.
Carriers set a minimum headcount before a business can be rated for a group health plan. A lot of owners across our brands sit just under it — close enough to want coverage, too small to buy it alone. That is the single most common reason an owner never gets a quote.
Inside the master program your crew isn't the rating unit. You're underwritten alongside thousands of other worksite employees, which is how a five-person operation gets pricing that normally requires fifty.
The more HomeFront owners come to the table, the stronger the position Advisor HR negotiates from. This is the rare thing where your neighbor participating makes your own rate better.
Carriers need census data well ahead of an effective date, and renewal timing doesn't wait. Telling us you're interested now is what keeps a January start realistic.
Carriers generally require at least 3 enrolling employees before a business can be rated for a group health plan. If you're under it, you've probably been told no before. That's exactly who this campaign is for — respond anyway and you get counted.
If you move forward, Advisor HR takes on the payroll side of your business — that's the mechanism that makes the rest of it work. Payroll, benefits, and comp ride together on one master program or they don't move at all.
Blue Cross Blue Shield group medical at master-group rates, plus dental, vision, term life, disability, accident, and critical illness — priced off thousands of worksite employees rather than your census alone.
Comp moves onto the master policy instead of standing alone in the open market. Commercial general liability, auto, umbrella, and EPLI are placed by a licensed agent — the side of this where our owners have already seen the most savings.
If you move forward, Advisor HR takes on the payroll side of your business — multi-state payroll, tax filing, garnishments, certified payroll, and job costing that ties back to how home-service work is actually billed.
Our owners have already seen more than $70,000 come back to them — a large share of it on the commercial insurance side, which is where the standard market tends to be least competitive for trades businesses.
That figure is what owners stopped paying, not a projection or a modeled estimate. Your number will be its own number. The only way to find out is to be in the pool when the rates come back.
Independent research: National Association of Professional Employer Organizations (NAPEO), 2024 white paper by McBassi & Company. Figures compare PEO clients to comparable non-clients and are not a guarantee of individual results.
AdvisorHR has been a great partner for our team. They consistently go above and beyond to help us, even when it's not something they're required to do and what I appreciate most is that they don't just handle HR - they bring a well-rounded approach to supporting our business, offering guidance, resources, and solutions across a wide range of business needs. Having a partner that's responsive, proactive, and genuinely invested in our success has made a real difference, and I wouldn't hesitate to recommend them!
Casey Ridley
Founder and President · The Designery
A roofing crew and a design showroom don't carry the same exposure, and they shouldn't be underwritten as if they do. Here's what each of our brands carries — and where a pooled program moves the number.
Install crews, augers, post drivers, and towed trailers put you in one of the steeper workers' comp class codes in the portfolio — and commercial auto follows every truck. Headcount swings hard with the build season.
Master-policy comp rate, pay-as-you-go premium instead of a large deposit, and a crew you can staff up in spring without re-underwriting.
Ladders, lifts, and elevated work drive the comp rate, and the entry-level labor pool this brand hires from is the most competitive in home services. Techs leave for a dollar an hour.
Real health, dental, and vision on a Fortune 500-caliber plan is the retention lever here — the difference between training techs and re-training them.
Your crews work inside somebody else's active hospital, airport, or mall. That means GC and property-manager insurance requirements, additional-insured endorsements, hired and non-owned auto, and badging before anyone sets foot on site.
Certificates issued same-day, endorsements handled by an underwriter who knows the account, and screening built into onboarding instead of bolted on.
A different animal than the field brands: salaried designers, showroom staff, commissioned sales, and installers who may be subs. Commission and draw structures break most small-business payroll setups.
Payroll that handles commission, draw, and bonus correctly the first time, plus a benefits package that competes with the design firm down the street.
Roofing carries the hardest comp rates in the entire HomeFront portfolio, and the standard market prices it accordingly. Add fall-protection and OSHA exposure, subcontractor certificate tracking, and an experience mod that follows you for three years after one claim.
Group buying power is worth the most exactly where the rates hurt the most — plus claims managed inside the program and a safety framework that protects the mod.
Emergency response means on-call and overtime rules, night and weekend pay, and multi-state crews chasing storm work. The oldest brand in the family also has the most mature franchisee base — usually meaning legacy carriers nobody has re-shopped in years.
Overtime and on-call calculated correctly across state lines, plus a real side-by-side on coverage that has been auto-renewing on autopilot.
Nothing on this list obligates you to switch anything. Step one is a two-minute form.
One short form on this page. It is an interest check, not an enrollment, and it does not commit you to anything.
YouA short call to confirm your headcount, current providers, and renewal timing — and to find out whether the numbers are even worth running for you.
Advisor HRPayroll register, comp declarations, benefits summary, commercial dec pages. Roughly fifteen minutes of gathering on your end.
You + your bookkeeperA line-by-line comparison of what you pay today against the pooled program — comp, health, payroll, admin, all on one page.
Advisor HREnroll or don't. If the number doesn't beat what you have, they'll tell you that.
YouYes — you are exactly who this campaign is for. Owners under the carrier minimum are the hardest to quote alone and the biggest beneficiaries of a pooled program. Tell us you're interested and you get counted.
Payroll is one piece of this. A payroll vendor doesn't underwrite your workers' comp and can't give you access to group health at master-group rates. Those move together or they don't move at all — which is why Advisor HR takes on the payroll side if you go forward.
Nobody is asking you to fire your agent. Send the declarations page and see the number. If the master policy doesn't beat it, you keep exactly what you have — and now you have it in writing.
No. Your payroll register, census, and pricing stay between you and Advisor HR. Corporate sees how many owners raised their hand, not what any one of you pays.
No. This is an interest check so Advisor HR knows how many owners to negotiate for. Enrollment is a separate decision you make later, on your own numbers.
Then you're already counted — but respond anyway if your headcount, renewal date, or coverage situation has changed since you spoke.
Advisor HR was founded 26 years ago by a CEO who previously built and sold the ninth largest PEO in the world. It is one of two PEOs in the country with group buying power through Blue Cross Blue Shield while still placing through every major carrier. It has no sales team and grows only through partner channels — which is exactly why this relationship works the way it does.
This is an invitation, not a brand standard. Raising your hand costs you nothing and declining costs you nothing.
Corporate sees interest counts. Advisor HR sees your payroll and census. Those two things never become the same thing.
Advisor HR has no sales team. Nobody gets dialed because their name appeared on a list — you hear from them because you asked to.
The more owners we can count, the stronger the position Advisor HR negotiates from — and the better the rates come back for everyone, including you.
Questions before you respond? Danielle Page · Advisor HR Franchise Division · 706.836.7098 · dpage@advisorhr.net