PERCY.
Conversation Recap & Proposal
What we heard, and how we'd support it
A replay of our June 3 conversation about the hiring ahead at Medicare Choice Group, with a simple proposal to back it.
Prepared for Brendan Miller, CEO
01What we heard
A replay of our conversation
From June 3, here is our read on where Medicare Choice Group is headed and the team you described. The common thread: capacity is likely to be needed quickly, and ahead of Annual Enrollment, not only during it.
Growth against the grain
As the Medicare market tightened, MCG revenue rose, carried by a deep Med Supp concentration alongside continued MA growth.
An expanding platform
A move into ancillary benefits is underway: life, hospital indemnity, RX, dental, vision, pet insurance, and estate planning, broadening what each advisor sells.
An employer-led model
The bulk of the business is group and employer based, serving full populations as members age in, fed by education and engagement rather than randomized individual referral.
A book acquisition under review
Due diligence is in progress on acquiring a Medicare book that includes four advisors and a leader.
A large employer pipeline
Very large employer contracts are in play, including one at roughly 500,000 lives, with leadership meetings across June and July.
The staffing implication
Between the senior seat, the employer push, and the acquisition, the team may need to grow well ahead of the normal AEP ramp.
The three roles you described
1
Senior Advisory Leader
Immediate · 24 to 48 hr window
A senior leader to anchor the advisory team and carry onboarding, in the mold of your current 20-plus-year veteran, tied to a leadership decision you expect to resolve within 24 to 48 hours.
- Profile
- Licensed in all 50 states, 20-plus years of Medicare experience, able to train and elevate newer advisors.
- Compensation
- Base of $200K to $250K, plus a corporate-level performance bonus of $50K to $75K. Not compensated on individual enrollments.
- Notes
- The most time-sensitive of the three, and a profile distinct from a standard advisor hire.
2
Medicare and Multi-Product Advisors
Near-term and scaling
The core of the growth, on a volume path that starts small and scales with the employer conversations and the acquisition.
- Volume path
- 2 to 10 in the next month or two (very likely), scaling to 10 to 20-plus after the initial employer push, with a path to 100-plus if national broker agreements land.
- Profile
- 5 to 15 years of experience, consultative rather than call-center, articulate and hyper-professional. Able to lead live employer webinars of 30 to 40 minutes and field unscripted questions in real time. Multi-product across Medicare, individual health, and the new ancillary lines. Spanish-speaking capacity valued.
- Licensure
- A growing need for all-50-states coverage as backup, given the anticipated retirement of your current all-50 advisor. More states is better.
- Compensation
- Base of $45K to $70K plus $125 to $150 per enrollment, with ancillary cross-sell upside. W2, OTE of $100K and up.
3
Member Retention / Check-in Specialist
In consideration
A non-selling role focused on member experience: periodic check-ins, satisfaction and plan-fit confirmation, and data capture that drives retention on the back end.
- Profile
- Deeply experienced, knows the product cold, prefers supporting members over the pressure of closing a sale.
- Compensation
- Approximately $60K to $80K OTE, non-commission.
02What to expect
How we'd run this for you
So you can picture it, here is how a Percy Medicare engagement works, and what we have built for clients in your space.
How we operate
A
A dedicated team, sized to the moment
B
Calibrated before we source
C
Screened for the bar that matters
D
Routed clean into your process
E
A steady, visible cadence
F
Multi-market by default
What it has looked like in Medicare
Multi-year partner · since 2021
HealthPlanOne (HPOne)
The AEP-scale hiring engine behind your 100-plus scenario.
2025 · Leadership search
Connie Health
A multi-market Market Lead search. The player-coach profile your senior seat needs.
What you can expect from us: a calibrated slate on the senior search within roughly two weeks of your go-ahead, an advisor pipeline that ramps over the first month and scales into Annual Enrollment, and a partner who has been doing this in Medicare for years.
03Terms
What we have, and what we propose
We have a signed agreement in place from May 2022. For the work ahead, we'd like to propose a simpler, more favorable structure.
In place today · signed May 2022
Current agreement
Fee
15% of annualized base wages
Guarantee
100% refund, 90 days unlicensed and 60 days licensed, with 5-day written notice
Payment
Net 30 from start date
Proposed for the work ahead
A simpler structure
Fee
12% of annualized base wages
Guarantee
90-day, 100% refund, applied across all roles
Payment
Net 30, billed on the start date