About to Hit Over 50 FTEs

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March 13, 2026

by a searcher from New York University - Leonard N. Stern School of Business in New York, NY, USA

Hey looking to speak with anyone has experienced hitting this cliff. We can’t continue to grow if we can’t bring on new employees but looking at providing employee healthcare and it looks like it could cost roughly 400K a year for 60 employees. Do we just have to take the hit? Has anyone found other solutions that can save costs and are still ACA compliant.
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Reply by a professional
from Seattle University in Sammamish, WA, USA
Hitting this 50 FTE cliff is the classic “success penalty”. As a Fractional CFO, my role is to act as an Executive Co-Pilot to ownership and senior operators, providing the fractional financial leadership and infrastructure they need to actually scale and reach their vision. But when it comes to navigating ACA compliance and benefits structuring, that is a pure Fractional HR play. You don't necessarily have to take a $400k hit to the chin, but you need an expert who knows the structural workarounds (like Level-Funded plans or PEOs). I have a sharp Fractional HR contact whose firm works with this type of transition. Since you are anonymous, shoot me a DM and I’d be happy to make a warm intro.
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Reply by a searcher
from University of Wisconsin in United States
Sounds like a good way to get carpel tunnel
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