Questions

Straight answers, before the call

What Direct Practice Care is and is not, what is included, how the money works, and what happens when you get in touch. Every answer here is also on the page it belongs to; this is the short version in one place.

What Direct Practice Care is

What is Direct Practice Care?
A comprehensive HR, benefits, compliance, and well-being solution built for fiercely independent medical and dental practices, so they can stay independent instead of selling to a hospital system or an MSO. It is sold to the practice, and it runs on the AdvisorHR platform.
Is Direct Practice Care a clinic, or direct primary care?
No. Despite the initials, it is not a primary-care clinic, not a direct primary care membership model, and not a clinical brand. It is a workforce and compliance partner for the practice. It does not advise anyone on how to practice medicine.
Who is it for?
Independent physician and dental practices that want to remain independent. Owners who are being pushed toward a sale by administrative load, staff turnover, compliance exposure, and burnout rather than by choice.
What does "powered by AdvisorHR" mean?
AdvisorHR is the workforce platform underneath Direct Practice Care: one employee record across HR, payroll, benefits, compliance, hiring, and time. Because AdvisorHR aggregates a large pool of employers, practices inside it get access to health insurance at large-group rates typically reserved for big health systems.

What is included

What are the eight solution areas?
Payroll and tax filing, benefits administration, time and attendance, HR legal support, business insurance, learning and development, hiring and onboarding, and performance and engagement. Each has its own page under Solutions, and all of them run on one employee record.
Do I have to take all eight?
No. The package is built around what your practice needs. A live overview is where that gets worked out.
What well-being tools are included?
Basic access to three tools is included for every member of the practice: the Well-Being Index, the research-validated clinician well-being assessment invented by Mayo Clinic; Direct Self Care, a mobile well-being platform; and Direct Wealth Care, financial planning resources built for physicians. Upgrades are available as employer-paid, employee-paid, or a combination.
Is the Well-Being Index confidential?
Yes. It is completed in minutes and individual data is never shared with the practice. The practice receives aggregated, anonymized insight only.
Is the Direct Well-Being Podcast part of the platform?
No. The podcast is free public content from the same team, hosted by Dr. Anders Apgar, MD, FACOG, for physician families. It is not one of the bundled platform tools.

Money and risk

How can a ten-person practice get large-group insurance rates?
By buying inside the AdvisorHR pool rather than as a ten-person group. The pool is large enough to be quoted like a large employer, and the practice inherits that pricing.
What does it cost a practice to lose a physician?
The estimated cost to replace a single physician is $500,000 to $1,000,000, per an Atrius Health analysis cited by the American Medical Association. Roughly two in three physicians name administrative work as their top driver of burnout (AMA physician burnout survey), and medical assistant turnover runs 25 to 35 percent at small practices, the highest-churn role in primary care.
Does business insurance replace my malpractice policy?
No. It is separate business coverage for the entity, the premises, the equipment, and you as an employer: business owner’s policy, general liability, workers’ compensation, employment practices liability, cyber, and the rest. Your malpractice policy stays where it is.
Does HR legal support cover patient-privacy or clinical questions?
No. It is employment law: you as an employer and the people you employ. Anything touching patient care or protected health information stays with your own counsel and your own compliance program.

Getting started

What is the first step?
A 30-minute conversation. Book it directly, or send a note and a person replies, typically within one business day. There is no procurement cycle and no obligation.
What happens after that?
A live overview where we learn how your practice actually runs, then a plan built around your biggest problems that consolidates HR, payroll, compliance, and benefits into one solution. The transition is handled for you, and time-to-value is measured in weeks, not months.
Can we switch in the middle of a plan year?
That is one of the things the first conversation is for. Bring where you are in the year, and it gets answered for your practice specifically rather than in general.
Who will I be talking to?
Brian Case, Certified Financial Planner®, founder and CEO, who is married to an independent OB/GYN; Jonathan Moss, MBA, FACHE, FHFMA, VP Business Development and Chief Wellness Officer, with 20-plus years at Baystate Health; and Leslie Tester, MBA, VP Client Services, the dedicated liaison through AdvisorHR’s medical practice specialty division.
Is there something I can read first?
Yes. The Solutions Guide (PDF) covers the platform and the team, and the compliance guide (PDF) covers why HR compliance matters for an independent practice. Both are linked from this page and the footer.

By solution

Each solution page carries its own questions, answered in the same plain terms.

Still have one?

Thirty minutes answers most of them. No slide deck, no obligation.

Book 30 minutes Request information Solutions Guide (PDF) Compliance guide (PDF)