Give your team something
they'll thank you for.
LucidCare gives every employee an independent, private way to find lower-cost care — before they schedule, before the bill arrives, before the surprise. They keep more of their paycheck. The good downstream effects for your plan and your culture come along for the ride.
Not the decision-maker? Ask your employer — we wrote the email for you
A real answer to "what is this going to cost me?"
Most of your employees have never been able to know what care costs until the bill shows up. LucidCare puts that answer in their phone — personalized to their plan, their deductible position, and their specific procedure.
Search a procedure, see what every facility near them charges, and pick the right place for their plan and budget. Real CMS-transparency numbers, not vendor estimates.
Snap a photo. We flag the line items that look off — wrong code, missing modifier, duplicate charge, balance bill that shouldn't exist. Most overcharges are recoverable.
If a claim was denied, we compose a real, citation-backed appeal with the right regulatory hooks for their plan type and the specific denial reason — without their HR team or a lawyer.
When employees win, you win too.
We built LucidCare to help patients. The benefits to plan sponsors are real and meaningful, but they happen because employees use a tool that saves them money. Here is the chain.
On their MRI, their lab work, their colonoscopy — using the tool you put in their hand. The savings are real and personal to them.
When they pick a lower-cost in-network facility, the plan pays less too. For a typical self-funded employer, every $1 the employee saves ≈ $2-3 the plan would have paid.
Medical debt is the #1 source of US bankruptcy and a top driver of employee disengagement and turnover. Tools that reduce that stress show up in retention numbers, in their own quiet way.
What you get depends on who pays the claims
Every version of this delivers the same thing to your people: less money out of their pockets and fewer billing problems landing on HR. What changes is where the plan-side savings land.
Self-funded
You pay the claims, so you keep the difference. When an employee picks the $200 MRI over the $2,000 one, that is your money — not a carrier's. Every avoided overcharge, successful appeal, and steered procedure comes back to your plan directly, and your stop-loss profile improves with it.
Level-funded
You share the upside. Lower claims spend improves your surplus position and strengthens your hand at renewal — the year your utilization looks better than your carrier priced for is the year you negotiate from evidence instead of hope.
Fully-insured
The carrier keeps the claims savings — so we do not pretend otherwise. What you get is what lands with your employees: money they keep on deductible spend, overcharges caught, appeals won, and hospital financial assistance they never knew existed. It is a benefit that pays them, and it shows up in your renewal experience over time.
We would rather show you real numbers than a projection. Your dashboard counts what actually happened — bills checked, overcharges flagged, appeals written, savings identified — from day one, so the pilot proves itself on your own population instead of on our estimate of it.
Why this works where other tools haven't
We pull negotiated rates straight from federal Hospital Price Transparency filings and Transparency-in-Coverage MRFs. Your TPA can reconcile any quote against an EOB.
Everything an employee types stays in their browser — we keep no PHI, and your dashboard shows only anonymous totals and counts. Premium can also connect your plan's eligibility/claims feeds under a BAA, so employees get verified enrollment and auto-updated deductibles. That data lives in a dedicated encrypted environment — never in the app's public stack, never on your dashboard. Your privacy team gets a one-page architecture review either way.
It opens like a phone app, not a benefits portal. Employees actually use it on the night before their procedure — which is when shopping moves the needle.
What your HR / benefits team gets
Your team is the bridge between this tool and the people who use it. Here is how rollout makes their week easier.
Bill audit and appeal-letter generation live in the employee's hands. The questions that currently land in your inbox get answered before they reach you.
A fresh, named, employee-loved benefit to announce. We'll co-draft the launch deck, the FAQ, and the all-hands script.
Active employees and savings identified, rolled up from your anonymous org code. It contains no names, no procedures, and no PHI. Tap to see the live dashboard.
Simple pricing, gated on proof
You shouldn't pay for a benefit before your own dashboard proves people use it. Every plan starts with the same free pilot.
- Team join link + QR (auto-enroll)
- Savings dashboard with adoption %
- Full consumer app for every employee
Honesty note: Team is live today (dashboard + join links shipped). Enterprise features are NOT built yet — that's a committed roadmap, and we'll put the date in your agreement.
What rollout looks like
20 min. We look at your funding model, network, and pilot scope, and show you what your people are overpaying for on real local prices.
We stand up a co-branded entry point with your anonymous org code, so savings roll up to your dashboard. The base program needs no BAA — it holds no PHI. Adding plan integration to your Premium program? We execute a BAA and stand up the dedicated environment in the same window.
Soft launch to your benefits team for two weeks of feedback. Iterate on copy and prices.
Co-branded email + intranet post. Optional Slack/Teams integration.
Aggregate savings dashboard for the benefits team. Quarterly cadence after that.
Questions employers ask
Most carrier tools live inside the member portal, which employees visit twice a year. They also show only the carrier's preferred view of the data. LucidCare is the consumer-facing layer your employees will actually open — and the only one independent of your carrier. The two are complementary; we don't replace them.
When an employee saves their insurance plan in LucidCare, the default ranking prefers in-network options and surfaces personalized out-of-pocket math. The recommendation will favor in-network when in-network is actually cheaper — which is most of the time.
No BAA. Health data is stored only in the employee's browser via IndexedDB. We see no Protected Health Information on our servers. Most privacy teams approve in a single 30-minute call.
We don't run a sales-led enterprise motion, we don't take payments from insurers or hospitals, and our infrastructure is local-first (the user's browser does most of the work). We made the deliberate choice to keep pricing low so it's an easy yes for the next employer. Our independence is also why this can stay that way.
Our commitment to take no payments from insurers, hospitals, PBMs, or pharma is in our public terms and in every master service agreement we sign. If we ever changed that, we are bound to disclose it on the homepage and notify every employer customer by certified mail before it takes effect.
Each employee optionally enters your anonymous org code. We roll up counts and dollar totals per org — active employees, savings identified, bills checked, overcharges flagged, appeals written — with no names, no procedures, no medical data. That's your benefits-committee dashboard, and it's how 'nothing medical on our servers' stays literally true while you still see measured results.
Independence is how this stays useful to your team.
We do not accept payments from insurers, hospital systems, or pharmaceutical companies. We do not sell user data. Recommendations are ranked by price and quality only — never by who pays us. That commitment is what lets your employees trust the answer.