Thatch for startups

Great benefits, no HR hire required

Set an employee health budget and hire across states without shopping for a new plan. Coverage scales with you on a budget you can plan around.

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Fast-growing teams switch to Thatch

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“We were honestly so tired of dealing with the expensive, limited alternatives that we were eager to try something new. Thatch delivered exactly what we needed.”

Mira Boora, COO, Yeeld

“Candidates get excited when we talk about Thatch.”

David Nunez, Co-founder, Falconer

Compete for talent without an HR hire

Offer benefits that candidates actually weigh against Big Tech — including remote hires in any state — without adding headcount to run it. Thatch's team acts as your HR department, saving you time and money.

Compete for talent without an HR hire
Better for distributed teams

Better for distributed teams

Thatch is a great fit for startups with employees in multiple states. Employees choose health benefits based on their own zip code, so they have more options and better local coverage.

New hires enroll when they start

Seamless enrollment for new hires

New employees are able to enroll in benefits when they start, without waiting for the next company-wide open enrollment window.

Benefits your team will actually love

Benefits your team will actually love (and use)

Your team can use their healthcare budget to pay for more than just insurance — including therapy, prescriptions, fertility treatments, and more.

Better for distributed teams

Fast and easy to set up and manage

Set a budget, connect your payroll system, and connect your bank account in 15 minutes. We handle all the setup and administration so you can focus on what matters.

FAQ

With an employee health budget, healthcare policy management is off your plate. You're responsible for three things: scheduling benefits invites, offboarding ineligible employees, and uploading Thatch-generated payroll deductions into your payroll system. No dedicated HR hire required.

We work with more than 100 payroll providers to sync your employee roster automatically, and we can write deductions directly into most major payroll systems.

Upload your current employee census into our quoting tool. As you adjust your budget up and down, you'll see the affordability rules applied automatically and the cost for every employee — so you can find a number your runway can plan around before you commit to anything.

Once you like what you see, create your account directly from that quote. You can also schedule time with a Thatch representative to review your options at any point.

Most of the work is comparing costs. Upload your employee census into our quoting tool, adjust your budget, and see costs for your company and each employee — that's usually the longest step. From there, our setup guide walks you through the rest in under an hour.

Plan backward from your start date: federal rules require written notice to eligible employees at least 90 days before the plan year begins, so a January 1 start means notices go out in early October. New hires have more flexibility — they can enroll and be covered right away, without a 30–90 day group plan waiting period.

In some ways, individual plans cover more: they're required to include all 10 essential health benefits, including maternity care, mental health, and prescriptions, while self-insured group plans aren't. Cost-sharing is closer than most employers expect too — the average 2026 gold-plan deductible is $1,722, versus $1,886 for employer coverage in 2025.

The real difference is networks: individual plans generally build narrower local networks than a large-group PPO, which helps keep premiums lower. That's why choice matters — with an employee health budget, each new hire weighs plans against their own doctors, prescriptions, and family, something one plan can never do for a growing, varied team.