Our Compensation

  Innovation. Execution. Integrity.

Broker/consultant compensation is an under-discussed topic in today’s business world because in most situations, clients do not pay their brokers directly. The most common attitude towards broker compensation is one of indifference, because without a line item in the budget, what does it really matter? Out-of-site, out-of-mind… But it is our core belief that employers should always understand the dynamics of broker compensation, because regardless of whether you pay your broker directly or not, your bottom line is always affected.

(Go to the “Our Publications” page of this website to order a copy of our whitepaper “Broker Compensation, What Every Employer Should Know”)

At Clark, we have built our organization’s compensation strategies around transparency, integrity and pay-for-performance principles. We do not take “contingent” or “bonus payments” from insurance carriers nor do we accept large gifts, trips or rewards, as we believe these practices influence objectivity. In addition, we structure performance guarantees into all of our client compensation contracts and do not benefit when your plan performs poorly (as many commission-based compensation models do). As employers struggle to manage rising healthcare costs, the ones hired to assist with the problem should not be the ones benefiting from it the most.

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