Advisor Case Study: Austin Dixon, Benefits Consultant, Hamilton + Partners

Who this case study is for

Many advisors understand Health Spending Accounts (HSAs) but may not be fully leveraging them as a strategic planning tool. If HSAs tend to come up late in your conversations or are only seen as a “nice-to-have” add-on, Austin Dixon’s approach is a clear example of how advisors can design sustainable benefit strategies.

“HSAs are a great way to learn benefits and a great way to approach companies to develop confidence. They’re low cost, simple administratively, and you can learn them quickly.”

The challenge: learning benefits in a complex market

For many new advisors, the benefits world can feel overwhelming. Traditional plans are complex and may be difficult to explain confidently while early in a career.

When he was starting out, Austin saw myHSA as a way to:

• Have meaningful conversations about plan design

• Build trust before layering in more complex solutions

• Learn plan design without overexposing clients to risk

“As a Benefits Consultant, I’m not here to sell you the highest ticket item. I want to build a long-term strategy, figure out the best way to introduce benefits, take care of people, and make sure the financials are sustainable.”

While HSAs can be an accessible starting point for newer advisors, Austin’s approach shows how they’re just as powerful for experienced consultants too.

How Austin positions myHSA

Austin positions myHSA as a flexible, strategic tool that can adapt to different business needs:

• Bridging gaps traditional plans don’t cover

• A tax-efficient option for rewards or bonuses

• A lower-risk entry point for groups new to benefits

• Connecting health, wellness, and retirement strategies

• Predictable employer investment without limiting employee choice

The foundation of his approach is flexibility.

“The element of choice helps employees feel supported in a way that’s personally relevant for them.”

“Choice within guardrails,” “predictable cost,” and “meeting employees where they are” are phrases Austin regularly uses when explaining HSAs to employers. He adapts his language depending on who he’s speaking to (business owners, finance leaders, or HR teams), while consistently tying myHSA back to sustainability and employee experience.

“These spending accounts provide flexibility to every demographic in an organization without implementing too much cost.”

Rather than replacing insured plans, Austin uses HSAs to enhance them, pairing predictable insurance coverage with flexible benefits to create plans that put people first.

Real-world applications

One example Austin frequently references is using myASO paired with an HSA for small groups that want a traditional benefits experience.

“I really like HSAs as a foundational component. A fully traditional plan can be financially risky for smaller organizations. HSAs allow businesses to offer meaningful coverage with far less volatility.”

By breaking down limits within expense categories (such as drugs, dental, and paramedicals) and pairing them with an annual HSA allocation, Austin can:

• Maintain strong cost control

• Mimic a traditional plan design

• Reduce volatility tied to high-cost claims

Why Austin chooses myHSA

Austin consistently points to two reasons he relies on myHSA:

1. Ease of use
Employers and employees alike find the platform intuitive and easy to use. Reimbursements are fast, reporting is clear, and administration is straightforward.

“Both employers and employees comment on how straightforward the platform is, whether you’re a plan administrator or someone logging in for the first time.”

2. Advisor support
Austin highlights the value of hands-on advisor support. Whether it’s a platform demo, joining in on client meetings, or helping structure more complex designs, myHSA’s team is there to help.

“If you feel like you need support in a client conversation, call myHSA. They’ll walk you through it.”

The pay-as-you-go model also plays a key role, particularly for smaller organizations that prefer not to prefund large allocations upfront.

Outcomes

Across his book of business, Austin has seen:

• Strong plan sustainability

• Consistently positive employer feedback

• High employee satisfaction tied to flexibility and choice

He also says he has never received negative feedback from a client about myHSA.

“I could be an anomaly, but I’ve actually never heard anything negative. Employers appreciate the administrative simplicity, and employees love the flexibility.”

Advice for other advisors

Austin’s advice for advisors, especially those earlier in their careers, is to:

• Position HSAs as a strategy, not an add-on

• Use HSAs to learn benefits and build confidence

• Focus on long-term relationships over short-term wins

“Sometimes everyone wants to close something big, but HSAs are a great way to learn benefits, build credibility, and have conversations that actually stick.”

HSAs, in his view, help make advisors “stickier” by expanding conversations dental into total rewards, wellness philosophy, and financial sustainability.

“By embedding more options and managing them well, you give yourself a much higher chance of keeping that client long-term.”

Austin’s experience shows that when myHSA is positioned intentionally, it benefits everyone: employers, employees, and advisors themselves.