Premium benefits for high-performance teams. Concierge support to help your team navigate healthcare.
Illustrative V6 plan design. Final benefits, pricing, and contractual protections are subject to actuarial and carrier approval.
Coverage in all 50 statesCalifornia HQ required
Benefits, not box-checking
Preventive medicine, optimization, and the specialist access traditional insurance can't offer — all coordinated by a real human concierge on your team's behalf.
80+ biomarkers read every six months — covering metabolic health, cardiovascular risk, hormones, inflammation and more. Results land in the Rivendell app with clinician commentary and trend lines over time.
Connect a compatible device you already use. Sleep, HRV, and training load can appear in the Rivendell app so your concierge can personalize recommendations. Hardware is not included.
We match members with hand-picked therapists and physios, many of whom don't take any other insurance. The first 12 virtual therapy sessions each year are $0. In-person visits pay from your funded HSA at fair cash rates. Your concierge handles the intro and the scheduling.
Every member gets One Medical. Same-day or next-day visits, in person or virtual, at $0. No referrals needed for anything.
Tell your concierge what you need filled. We route the prescription through Amazon Pharmacy — delivered in as little as three hours, with refills kept on cadence.
Your concierge finds every provider your growing family needs and stays on top of every claim — so when the baby arrives, no surprise bill follows.
The concierge
Every Rivendell team gets a shared Slack Connect channel and an iMessage number staffed by our concierge crew. We book appointments, fill prescriptions, route claims and find the specialists most insurance can't.
Every team gets a shared Slack Connect channel and an iMessage number staffed by our concierge crew. No bots answering coverage questions, no ticket queues.
Share what you need — a dermatologist, a physio, a specialist referral — and we handle scheduling end to end. Confirmation lands in the thread.
Prescriptions routed through Amazon Pharmacy for same-day delivery. We handle the refill cadence so nobody runs out between trips.
Your Rivendell plan connects to Claude, ChatGPT and any MCP-aware assistant out of the box — no extra app to install. Members just ask "am I covered for this?" and get an answer from the source.
#health-benefits · Your teamDentist in the Mission near Valencia — open after 6pm?
Three options, all covered, all with evening availability. Want me to book the top-rated one tomorrow at 6:30?
Yes please. Also got a $420 urgent-care bill — should I worry?
Booked — confirmation incoming. The bill looks like a coding error; I'll open the dispute with the provider and ping you when it clears. Usually two business days.
How onboarding works
No census spreadsheets, no 40-page SBCs. Our founding team designs the plan, walks you through the quote, and hands your team off to a concierge who sticks with them from day one.
Meet our founding team. We learn your headcount, locations, existing coverage, and what your team actually cares about.
We design and underwrite the plan, walk you through the numbers, and share a one-page benefits overview you can forward to your team before anyone signs up.
Members are onboarded through Slack, iMessage, or the Rivendell app. Rivendell cards and concierge introductions start at launch; optional wellness integrations follow the employer's elected package.
One plan. Every team.
One V6 design with two clearly separated core funding lines: insurance for the plan and an employer HSA contribution that belongs to the employee once deposited.
Employer funding ledger
California illustration. Rates vary by employee location; final terms are set in the binding quote after approval.
Talk to our teamOptional add-ons · not included in the core total
Self-funded dental and vision that works exactly like the base plan. Same card, same rails. Not part of the base plan.
Function Health panels twice a year (80+ biomarkers) plus integration with a compatible wearable the member already uses. Outside the medical plan; hardware is not included.
A $100 monthly stipend for fitness and wellness, run through payroll.
Illustrative V6 plan design. Final benefits, pricing, and contractual protections are subject to actuarial and carrier approval.
FAQ
Can't find what you're looking for? Your AI concierge can answer it, or ping [email protected].
The V6 design combines three things: (1) $1,700 individual / $3,400 family deductible, with the full amount funded through an employer HSA contribution by default; (2) a human concierge in Slack and iMessage who helps book care and handle bills; and (3) open access to any licensed provider in all 50 states. Illustrative V6 plan design. Final benefits, pricing, and contractual protections are subject to actuarial and carrier approval.
The V6 design uses the 2026 statutory-minimum HSA deductible. The employer contributes $1,700 for individual coverage by default, making the deductible net $0 when fully funded. Once deposited, unused HSA money belongs to the employee and stays with them if they change jobs. Illustrative V6 plan design. Final benefits, pricing, and contractual protections are subject to actuarial and carrier approval.
Rivendell One V6 is designed to be HSA-qualified. The default employer contribution matches the deductible, eligible employees may contribute additional pre-tax money up to applicable limits, and deposited balances roll over with the employee. Illustrative V6 plan design. Final benefits, pricing, and contractual protections are subject to actuarial and carrier approval.
Insurance: from $645 per member per month. Employer HSA contribution: $141.67 per employee per month by default. Default core employer outlay: $786.67 per employee per month (about $790), before optional add-ons. California illustration. Rates vary by employee location; final terms are set in the binding quote after approval.
Dental & Vision is an optional $100 per member per month add-on. The optional $30 wellness pack includes two Function Health panels each year and wearable integration; hardware is not included. The optional $100 lifestyle perk is administered through payroll outside the medical plan. None is included in the $645 insurance line or $786.67 default core total.
Real people on our concierge team work with members in Slack Connect and iMessage. They answer benefit questions, help identify and book providers, coordinate prescriptions, and help resolve bills. It is a human support channel, not a chatbot.
Rivendell exposes plan and member workflows through its API and MCP server for compatible assistants. Access to personal plan information still requires authentication and the member's organization context; the concierge responding in Slack or iMessage remains human.
Every Rivendell team is designed to have a shared Slack Connect channel and an iMessage support path staffed by the concierge team. Your implementation materials and signed plan confirm the channels available to your group.
The wellness pack is an optional $30 per member per month employer add-on outside the core medical plan. It is designed to include Function Health panels twice a year plus integration with a compatible wearable the member already uses. It does not include shipped hardware.
The first 12 virtual therapy sessions each year are designed to be $0. In-person visits are paid from the funded HSA at the applicable cash rate before the deductible, then use the fixed 20% coinsurance after the deductible. Care navigation does not change the percentage. Illustrative V6 plan design. Final benefits, pricing, and contractual protections are subject to actuarial and carrier approval.
Members are designed to have access to any licensed provider in all 50 states. The employer needs a California company location for underwriting, and per-member pricing varies by employee location. Illustrative V6 plan design. Final benefits, pricing, and contractual protections are subject to actuarial and carrier approval.
The target is a venture-backed team with a California location and 10 or more enrolling employees; groups of 5 to 9 are considered case by case. Teams under 5 or shopping on gross price alone may find an ICHRA or marketplace plan a better fit.
Rivendell can help an employer evaluate a move away from a PEO and coordinate enrollment inputs. COBRA and FSA/HSA continuity depend on the outgoing arrangement and must be confirmed for the specific group.
The V6 design target includes a written renewal-rate cap and returns 100% of eligible claims-fund surplus to the employer after run-out and settlement. Those protections are not binding until the carrier and contractual launch gates are complete and the terms appear in the group's signed documents. Illustrative V6 plan design. Final benefits, pricing, and contractual protections are subject to actuarial and carrier approval.