Venture Everywhere Podcast: Basil Vetas with Scott Hartley
Basil Vetas, founder and CEO of Leeway, chats with Scott Hartley, Managing Partner of Everywhere Ventures.
In episode 67 of Venture Everywhere, Scott Hartley, Co-founder and Managing Partner of Everywhere Ventures, talks with Basil Vetas, founder and CEO of Leeway, a modern benefits administration platform specializing in Individual Coverage Health Reimbursement Arrangements (ICHRAs). Basil discusses how Leeway enables companies to reimburse employees for individually purchased health insurance, offering greater flexibility, affordability, and compliance. Scott and Basil also explore the potential of ICHRAs, shifting from traditional group health plans to personalized options that prioritize employee choice and portability.
In this episode, you will hear:
The impact of ICHRAs in reshaping employee healthcare benefits.
Key regulatory updates that have made ICHRAs possible.
Difficulties in helping consumers navigate healthcare options.
How remote work and job mobility are changing healthcare requirements.
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TRANSCRIPT
00:00:00 VO: Everywhere Podcast Network.
00:00:14 Jenny Fielding: Hi, and welcome to the Everywhere Podcast. We're a global community of founders and operators who've come together to support the next generation of builders. So the premise of the podcast is just that, founders interviewing other founders about the trials and tribulations of building a company. Hope you enjoy the episode.
00:00:34 Scott: Hi, everybody. I'm Scott Hartley, Co-Founder and Managing Partner of Everywhere Ventures. I'm here on the Venture Everywhere podcast with our friend and portfolio CEO, Basil Vetas.
00:00:45 Scott: Basil is the founder and CEO of Leeway, which is a modern benefits platform that is empowering health insurance brokers and businesses to actually provide a new form, which is the individual coverage health reimbursement arrangements or called ICHRAs. So we'll talk a little bit more about what ICHRAs are.
00:01:04 Scott: And prior to founding Leeway, Basil has a deep passion for technology and lifestyle that really enhance the human condition, which is something that I really resonate with you about as well. And so Basil, welcome to the podcast and tell us a little bit more about Leeway.
00:01:22 Basil: Thanks for having me, Scott. So Leeway, we're a modern benefits administration platform for ICHRAs so that's an individual coverage health reimbursement arrangement. It's a mouthful of an acronym. But basically, one of the simplest ways to think about it is, it's like a 401k but for healthcare. So that's the parallel that's drawn oftentimes.
00:01:42 Basil: In the 1980s, we used to have pension plans where the employer managed the retirement funds. 401ks came along and became this defined contribution wherein the employer provides a match. If employees leave their company, they take it with them.
00:01:54 Basil: So, ICHRA's are similar in that way where today, group health benefits, it's a defined benefit model. It's like your employer gives you an option, you take it or leave it. With ICHRA, your employer is essentially setting up stipend or a budget for each employee.
00:02:08 Basil: And then the employees can use that money to go and purchase whatever health insurance plan they want. They leave the company, they don't necessarily lose health insurance. So it's a lot more flexible for employees.
00:02:17 Basil: And then there's often significant cost savings for employers and we do the administration for all of that. I was in software engineering and data science for a number of years before this. I'm from Salt Lake City, so that's where I'm based right now. But basically, I spent a handful of years in New York.
00:02:32 Basil: And during the pandemic, I moved back to Salt Lake City. Still working remote for a company out East. And then my group health insurance was all out of network here, like my new providers. So I ended up switching plans, went down this whole health insurance rabbit hole.
00:02:45 Basil: Didn't really come from the industry whatsoever. Then also talk to friends who'd moved around during COVID and lost access to providers and specialists and things. So I was thinking about that problem. How are companies administering benefits to these remote teams? Stumbled onto ICHRAs as a unique solution to that. And that's how we got started.
00:03:01 Scott: It's so interesting how these inflection points in your life lead to the evolution of discovery of finding these business opportunities. And we'll talk a little bit about when ICHRA came into play from a regulatory standpoint. It's not a very old phenomenon. It's still in its nascent early days of adoption and really understanding by consumers.
00:03:22 Scott: But to go back to your high level 60,000 foot view, you have this world that we came from, that was a lot of large corporates where people would sign on and work for 30 years at General Motors, have their defined benefit healthcare plan and stick with it forever.
00:03:38 Scott: We've moved to a more atomized world, if you will, where people change jobs frequently. Maybe now post-COVID, they work in remote locations a bit more frequently. So the fragmentation of teams, which went from being in one place at one time where people don't leave for 30 years to maybe being one place, but people leave every three years to now. People actually are across 12 states. They work remote.
00:04:03 Scott: And this complexity and this atomization, there has to be a matching healthcare side to that future of work side. And so I think that was when you came to us actually through Sheel and Jake and some of those guys at Better Tomorrow Ventures, friends of ours.
00:04:19 Scott: We loved this model of ICHRA and what Leeway was focused on because it really bookmatched with a view of the world that other portfolio companies like Contra and marketplaces for freelancers, marketplaces for people that are leaving the large corporate world; Finalis, which gives people broker-dealer licenses to leave Wall Street and move back to Salt Lake City and run their own broker-dealer shop.
00:04:40 Scott: So this is the healthcare equivalent of that. And so I guess talking a little bit about the shift from defined benefits to all these different types of defined contribution plans, like FSAs and HSAs, where those can be piles of cash that you accrue and put into a market, put into Tesla stock or whatever you want, to have to build the corpus of that wealth, but you can't use those for premiums.
00:05:04 Scott: One of many differences between an ICHRA and FSA or HSA is that it stays with you and it can also be used to pay your healthcare premiums, not just those out-of-pocket expenses for the fancy Ezra, MRI scan or something like that. Is that right?
00:05:20 Basil: An ICHRA, it's an HRA, a health reimbursement arrangement, but it's the first one that can be used for health insurance premiums. And then the big change, to your point, in 2020, when this regulation came around was it's the first ACA-compliant alternative to traditional group health insurance.
00:05:37 Basil: And so it's really the first new option for large employers to meet compliance requirements other than being self-funded or fully insured. So we can talk more about the compliance.
00:05:46 Basil: One of the things that got me excited about ICHRA was if you look back at the history of the health insurance in the U.S., U.S. is one of the only countries in the world with employer-sponsored health insurance where your health insurance is tied to the company.
00:05:59 Basil: The origin of that was a World War II era wage freeze, where essentially a company started offering benefits to attract talent, and it kind of stuck around. And in my opinion, it's created a lot of misaligned incentives and layers of complexity that, at the end of the day, hurt the individual actually consuming healthcare more than anything.
00:06:17 Basil: People look at models internationally, they look at these single payer systems that seem to work in some countries, but may or may not map over to the U.S. and people debate about public or private health insurance options.
00:06:28 Basil: And for me, I take some inspiration more on a global scale. I think Singapore has a really fascinating healthcare model and it's actually a hybrid of public and private. Well, one of the things they do is they essentially have individuals put a portion of their income into these savings accounts and it's fascinating to learn about.
00:06:45 Basil: But some of it's for retirement, for healthcare, for different things. And so people can generally afford more health insurance, but there's more accountability too. And so ICHRA parallels that a little bit where employees are getting these funds provided to them and it gives them little more choice around how they're consuming healthcare.
00:07:00 Basil: Definitely, I don't think ICHRAs are a panacea for health insurance, but I think they're a step in the right direction of decoupling health insurance from employment. That, to me, is like the exciting vision longer term.
00:07:11 Scott: Yeah. And despite the really complex mouthful, which is hard to remember, like SPUR or some of these other acronyms that I've read a dozen times that I still cannot remember what they officially stand for. I'm a super fan of the concept of ICHRA and I think that the market needs to do a better job for getting the definition and getting the structure out there.
00:07:32 Scott: Because when you think about it, individuals have different ages, different healthcare needs, different prescription needs, different risk tolerances of how they want to outlay cash. If they want to pay a high premium every month and have the security that they can go to bed at night, that everything's covered.
00:07:48 Scott: Or if they actually don't really care that much, they don't go to the doctor that much and they certainly don't want to pay $800 a month for no reason to their health premiums. ICHRA gives individual employees the choice of how to deploy those dollars that are given by the company every month.
00:08:04 Scott: So they have an amount of cash that comes into a wallet. Maybe they top it up with their own or they keep some of the extra to pay for over the top other healthcare services like function health if they want to do blood tests or whatever else.
00:08:16 Scott: But it gives that individual the choice rather than the company like Google saying, "Hey, you have the gold plan, the silver plan and the bronze plan. Those are your three options. Take it or leave it," or actually take it. You can't leave it.
00:08:29 Scott: And so I think what is the biggest challenge with consumer education, helping brokers get the message out or talk a little bit about the go-to-market because so much of this is a huge opportunity and Leeway is kind of at the bleeding edge of front running this opportunity. But then there's a lot of consumer adoptions challenges and headwinds potentially.
00:08:50 Basil: To your point, ICHRAs create the scenario where employees are now shopping for their health insurance and making the buying decision for their health plan. And that is a great thing in theory, but it can create challenges in practice.
00:09:05 Basil: More so not because people are incapable of it, but just the way that the healthcare systems evolved in the U.S., people aren't used to it. So individuals are used to not having to make those buying decisions and punting it over to their employer. And then the employer really is used to punting that decision over to their health insurance broker.
00:09:20 Basil: The vast majority of companies in the U.S., particularly larger employers over 50 employees that have some more compliance requirements, are almost exclusively working with health insurance brokers to decide what plans to offer employees. And that's part of the challenge. Health insurance isn't a one-size-fits-all thing.
00:09:36 Basil: And so employers are often getting into the scenario of trying to pick a group plan that was like, “Oh, well, is it going to cover Bob's medication? And oh, Janet has kids, is it going to work for her?” And they're never going to please everybody.
00:09:47 Basil: And then the same token, a lot of companies just because of the rising costs, there's this component of self-insurance that has emerged in the US and become pretty commonplace. Like self-insurance, it works until it doesn't.
00:09:59 Basil: And that's where we see a lot of companies switching over to ICHRAs. They're maybe self-funded, but they get high claims. That's maybe one of the key things about ICHRA. The fundamental kind of paradigm shifts is what you're really doing is you're shifting your risk pool.
00:10:13 Basil: As an employer on the group side, you're essentially moving people in a different risk pool. This has to do with how health insurance marketplaces work in the U.S. But if you're on a traditional group model, fully insured or self-funded, you're generally getting medically underwritten with your group.
00:10:27 Basil: When you move over to an ICHRA, because of ACA regulations, there's no medical underwriting and it's a guaranteed issue. So people can't be denied for pre-existing conditions. And so companies who do have some possibly unhealthy individuals and high claims, so it's spiking their renewals up, they can shift over to an ICHRA.
00:10:43 Basil: We say it like lets employers get out of the business of running a health insurance company on the side. They don't have to deal with medical underwriting and knowing about health conditions their employees may have. And then employees now have that option to choose.
00:10:54 Basil: There is that education of why this makes sense. That's where a lot of the cost savings often comes from. And there's layers of explaining that to employers, to the brokers. So that's really usually where we start – working with health insurance brokers.
00:11:05 Basil: We've come to the conclusion that for the ICHRA industry to work and to grow, it's got to work for the brokerage industry and incentives got to be aligned. And so we've spent a lot of time building out tools for brokers, figuring out a business model and operational model that makes sense for them. And it really enables them to serve their clients.
00:11:24 Scott: Some employers that are incredibly large employers like Amazon or Microsoft or Google, they want to bring employer sponsored plans in-house to be able to manage that risk and monetize and generate additional revenue off of having that under their own roof versus more mid-market or smaller operations where the day-to-day of running your company is hard enough to then take on additional risk and additional burden of, as you said, managing a health insurance company on the side as far too complex for most. All but the very, very biggest and organized organizations. So ICHRA provides sort of an offering in those cases where people can really shift risk.
00:12:06 Basil: Exactly. Like I said before, I don't think ICHRA is necessarily a good fit for every company. Companies with tens of thousands of employees. Self-funding probably makes sense because your risk pool is big enough that if you do have certain higher claims and individuals, the overall risk pool is going to offset that.
00:12:21 Basil: But when you're in that middle market where you've been priced out of some of the more smaller group insurance or PEOs are getting expensive, but like you try to go self-funded and fully insured and those high claims can really affect you, that's that sweet spot where ICHRAs make sense.
00:12:35 Basil: I know that companies with 5,000, 10,000 employees looked over and moved over to ICHRA. I think our sweet spot is probably 50 employees up to 500 or 1000, that kind of range, but we work with very small employers too.
00:12:47 Basil: There's also startups. If it's your first time signing up for health insurance and meet minimums, participation minimums for PEOs and things, ICHRAs can be a really good way to just get up and running quickly with health insurance.
00:12:59 Scott: Absolutely. It's something that we, even at Everywhere Adventures, have looked at and thought about as a small team across different states, across different healthcare needs, across different modalities to really have one common denominator plan, either somebody's undercovered or somebody's overpaying.
00:13:15 Scott: And things that meet the least common denominator across different states can also be a one size fits all, is not very optimized. Going back where people are more individualistic, they're probably slightly these more atomized organizations that are split across multiple places, multiple demographics, multiple age brackets, multiple complexity of as far as underwriting for a single group.
00:13:39 Scott: So I think that this plan makes sense. Do you know in the backstory of 2020, what was the run-up to the creation of ICHRA and what has been the response to this since debuting right at the outset of, believe it or not, COVID five years ago, almost to the day?
00:13:57 Scott: I remember March 13th, actually, 2020 was the Friday when I was in New York City, that felt like the world was coming to a halt.
00:14:05 Basil: Yep. I was in New York at the time too. And I will definitely always remember walking through the streets of Manhattan and it just being like a ghost town and was absolutely bizarre.
00:14:13 Basil: So the backstory to ICHRA, the origin story, after the Affordable Care Act was passed in that 2012, 2013 timeframe, it actually disallowed HRAs for individual coverage specifically. Individual coverage, meaning policies that cover individuals rather than as a group.
00:14:30 Basil: So there was already an appetite from it back in the early 2010s, but there wasn't really a way to do it. And so regulations progressed in 2016, and this structure called a QSEHRA came about, a Qualified Small Employer Health Reimbursement Arrangement, another mouthful acronym.
00:14:47 Basil: That was the predecessor to ICHRA, kind of like the MVP version. It was only for small employers with less than 50 employees. There were some caps on the reimbursements, just certain things that didn't make it super attractive.
00:14:59 Basil: So ICHRA is coming along. The big changes where there's no caps on the amount that can be reimbursed. It's available for employers of any size and opens up this opportunity for larger employers. And I think that those have been some of the catalysts that have really resulted in the growth.
00:15:12 Scott: One of the big things that we talk about and look for, I suppose, in founders that we back at Everywhere, and in businesses that appeal to us is, it's either a tailwind or timing or regulatory change or a contrarian viewpoint on something that we think is right.
00:15:28 Scott: Within your industry, within the healthcare industry, within the space, what is something that you feel like you believe in or you say that maybe experts disagree with or people push back on? What is some kind of contrarian element of what you've been building over the last couple of years?
00:15:45 Basil: I think that one of the common view in the health insurance industry is that PPO plans are better provider networks. And so this is what a lot of people have on the group health insurance side. They're less common on the individual marketplace.
00:15:58 Basil: If you're on an ICHRA and you're getting individual coverage, there are states and more and more actually where you can get PPO's. But historically, it's been more of a group plan thing. And the big difference with PPO's is that you can get out of network coverage.
00:16:11 Basil: So a lot of times there's this perception that PPO's are better coverage and that the individual plans that you might get on the marketplace are not good quality. And what I always ask is to find good health insurance. And you really dig into it.
00:16:23 Basil: A lot of times people are talking about two axes. It's the actual value of the plan. So how much is the insurance company covering of the cost relative to what you're paying in premiums and then the provider network and the quality of an access to providers.
00:16:37 Basil: And so there's this perception that PPOs have big broader networks where you can go anywhere are better, but they've been a necessarily evil because of the group plan model. It's going back to like this catch all.
00:16:48 Basil: If you're trying to pick one health insurance plan, that's going to work for everybody, well, then you do need PPO that are going to cover everybody, whether they're in or out of network. So what we found when we're moving over people to ICHRAs and the plans can be narrower in network.
00:17:01 Basil: But the fact that we're able to personalize them and help people, it might be two, three different carriers that employees are now on instead of a single carrier, a single PPO plan.
00:17:10 Basil: But with the software we've built, we're able to help employees ensure that their providers are in network, that their RX prescriptions are in network and really overcome that, or I guess recency bias of coming off of a PPO and feeling like you need this catch all safety net.
00:17:24 Basil: So I think that's one of the biggest things because the counterpoint to it is, PPO is you get a big broad network. Well, that also results in more costs. And so that's part of the reason that group health insurance.
00:17:33 Basil: People think that buying group health insurance, you're getting group purchasing and better rates, but it's often not actually the case. So I think that's maybe the most contrarian thing is that PPOs are not all they're made up to be.
00:17:45 Scott: Do you think the backdrop to healthcare, and just looking at my own consumption of healthcare, has really moved from the catastrophic "go to the doctor when you have to go to the doctor" to choosing to sort of use a lot more over-the-counter health in the evolution of consumerized healthcare where you have different preventative things you can do, like I mentioned function health or Ezra or Prenuvo or things like that where you can go get an MRI scan, you can go get a blood test, you can go do things proactively.
00:18:17 Scott: Do you think that as consumer behavior shifts and more and more of these things like One Medical that kind of over the top healthcare evolution, it's a better experience as a consumer than going and waiting in a Kaiser lobby to be able to book an appointment in 10 minutes and go to One Medical. It's just an easier, better experience.
00:18:35 Scott: So as people shift to those sorts of behaviors, do you think that there'll be more demand for these types of buckets of cash that you have with an ICHRA or with an HSA or a FSA that enables you with a debit card that has what feels like free money on it to then go purchase healthcare in this new, more atomized, bite-sized way versus just having to go to only your one doctor once a year type checkup?
00:19:03 Basil: A whole host of things to talk about. So we're talking about preventive healthcare. There's this trend in the US of people shifting to more proactive, preventive healthcare versus reactive. I go to doctor when I'm sick, which is better.
00:19:16 Basil: And then it's a question of what does that look like in terms of overall health insurance costs? This might be a little bit of a contrarian thing too. But insurance is really supposed to be a product that essentially assesses risk and it’s for consumption of services that are uncertain.
00:19:32 Basil: If I get my home insurance, that's for things that I have a fire or an earthquake that destroys my house, but it's not for expected maintenance and plumbing and electrical repair and things. It would be bizarre if I had insurance that was going to pay for my new roof if I know I'm going to need to get that in a couple of years.
00:19:46 Basil: But that's essentially what we do have with health insurance now is we have health insurance that covers everything. It doesn't just cover an unknown accident or an unknown sickness. It covers going to pick up my prescription or services that may or may not be necessary, but they're preventive and I probably should still use them.
00:20:02 Basil: So I actually think that the scope of what is covered under health insurance should be much, much more limited to things that are actually insurable, like insurable risk. And I do think that we should probably have a cash pay model for a much, much broader array of services.
00:20:15 Basil: And then people could with some of these, whether it's employer sponsored funds, use that for preventive care services. And I think it would decrease the overall health insurance costs in the US.
00:20:25 Basil: One of the challenges though, I think you've alluded to before, is that people change jobs every couple of years, which means they change insurance every couple of years. And a lot of companies build these wellness programs.
00:20:36 Basil: And the idea is if you're self-funded and you can keep employees healthier, you're spending more money upfront for preventive care, but you're going to retain that, get that money back on the backend when people are not getting sick longer term.
00:20:47 Basil: But that only works if employees are staying at your company for 10, 20 years. And most employees now are leaving every couple of years. So there's this incentive misalignment where it doesn't really make sense for employers to spend a lot on wellness if employees are going to leave the company.
00:21:01 Basil: This is another area where I think if ICHRA actually gets to scale, it will incentivize insurance companies potentially to start investing in preventive care because insurance companies are ultimately the ones that are paying for it. But again, right now, if they think, "Oh, I'm losing this employee. I'm losing the business every couple of years," they're not incentivized to invest in preventive care either.
00:21:20 Basil: But on an ICHRA model, if employees can in theory go from job to job and stay on the same plan for 10, 20 years, now insurance companies do have an incentive to provide wellness programs, maybe to provide money and services to employees to stay healthy longer term. So that's also a big picture thing, but it's an interesting phenomenon if we do reach critical mass with ICHRA adoption.
00:21:40 Scott: From a high level, the belief that people no longer work these 30 year careers at one company, people have more mobile dynamic careers, healthcare needs to move with the individual, not with the company.
00:21:52 Scott: And because of that, there would be more incentive down the road to underwrite that individual in a way that is more aligned with preventative rather than sort of catastrophic, because you would be dealing with that person for 30 years, not for 2 years until they quit the job and migrate someplace else and then can't move their healthcare data to the new place.
00:22:10 Scott: And so they're basically a new blank slate on a new insurance platform. When you start an ICHRA or you are given the choice, let's say at your employer to launch an ICHRA, that then stays with you. The cash can accumulate and you can sort of move that with you as you change jobs?
00:22:28 Basil: So you can't keep the cash with you as you change jobs, but you can keep your health insurance plans. Usually what we start with, if an employer is going to adopt an ICHRA, we work with their broker, we provide the broker tools or we'll run quotes to figure out what's the right contribution structure, how much should the employer provide to stay compliant, how much do they want to provide in terms of their purchasing power.
00:22:47 Basil: And we have the shopping experience for employees to buy their health insurance, other ancillary products. And we can personalize this benefit stack starting with that base health plan layer.
00:22:55 Basil: And then we don't have every single product in there right now, but I think that's also the vision is that you can build another ancillary direct-to-consumer health products that really personalize that stack for an individual.
00:23:05 Basil: So if they leave the company, they can stay with their health plan. They would start paying themselves. But it's more like an FSA where the funds are actually still employer-owned funds.
00:23:14 Scott: And so for people that want to learn more about ICHRAs and about Leeway, obviously you go to Leeway Health. But are there other resources or other places that you turn to where people, consumers can really start to become more educated on this?
00:23:28 Basil: Our website is leewayhq.com, LinkedIn, the HRA council puts out a lot of good material and reports on ICHRAs. That's one industry resource.
00:23:38 Scott: That sounds great. Shifting gears to the tail end of the episode here. I know we've gone deep into the bowels of healthcare and I only touched the tip of the iceberg. A hundred more topics we could dig into probably what's broken and needs a lot more fixing.
00:23:54 Scott: But as far as how you navigate life and career as a CEO, you said you're based in Salt Lake City. I assume you're a big skier. I know this season has been warm and some good bouts of snow, but how do you kind of manage your calendar, your hacks to kind of lead a balanced life as a busy CEO?
00:24:13 Basil: I don't know if I can say balanced. A friend pointed this years ago. Rather than like work-life balance, it’s kind of work-life harmony where I'm always working, but I enjoy what I'm doing. And so it doesn't always feel like work.
00:24:24 Basil: There's always aspects to your job that are grueling and you don't necessarily love, but I really do love a lot of what I'm doing. And when I'm able to see that we're saving employers' money, it's like having a real impact on individuals and companies that is rewarding.
00:24:37 Basil: I think in terms of hacks or productivity hacks, honestly, it's not a good answer. But sleep, diet and exercise. Those are the pillars. If you're not doing those three things, you're treading against the current.
00:24:50 Scott: Yeah, I like that, work-life harmony. I agree with that. If you weren't in Salt Lake City, where in the world would you choose to live?
00:24:58 Basil: I spent a handful of years in New York. I do love New York. And I think that there's always this grass is always greener for me between New York and Salt Lake City with the outdoors and the city life.
00:25:09 Basil: But I think beyond that, probably Athens, Greece. I'm Greek American. And so those are the roots. A couple of years ago, back in 2019, I worked for a startup out there this summer and really loved living there. I definitely could see myself spending some more time there as well.
00:25:25 Scott: Let me know when you want to go to Greece. I'm on board with that.
00:25:28 Basil: Yeah, absolutely.
00:25:29 Scott: What book or podcast is one of your go-to?
00:25:32 Basil: I really like the Founders Podcast. That's one where I think I probably heard about a year or so ago and listened to it pretty obsessively. I think it's comforting in the way that anytime I think that things are getting tough for me starting this business or whatever, it's like you hear the stories that other founders’ history have gone through and the challenges they've faced and it really puts things in perspective. So I really enjoy that one.
00:25:54 Scott: That's amazing. And I guess when you get stressed out or you mentioned before the pillars of diet, sleep and exercise, what's your go-to exercise?
00:26:03 Basil: For stress management, just lifting heavy weight on a seat. Nothing crazy. The typical squats, deadlifts, that type of thing. Not that I'm the best weightlifter in the world by any means, but that definitely helps the most with stress relief.
00:26:13 Scott: Yeah. Absolutely. And finally, where can listeners find you?
00:26:17 Basil: So again, our website is leewayhq.com. I mean, I'm on LinkedIn and Twitter. I'm not big on social media, but my Twitter is @basilvetas. So it's probably the best places.
00:26:28 Scott: Amazing. Well, thank you so much for spending the time with us today, for unpacking ICHRAs, for talking a little bit about what you've been building at Leeway. And we're super bullish on both the tailwinds behind this trend since 2020, the kind of atomization of work, this need for plans that travel with you. And we couldn't be happier to have had you on the podcast and be investors in Leeway. So thanks.
00:26:50 Basil: Thank you, guys. Really appreciate the opportunity, Scott. This is awesome.
00:26:53 Scott: Awesome. See you soon.
00:26:54 Basil: Okay. Thanks.
00:26:57 Scott Hartley: Thanks for joining us and hope you enjoyed today's episode. For those of you listening, you might also be interested to learn more about Everywhere. We're a first-check pre-seed fund that does exactly that, invests everywhere. We're a community of 500 founders and operators, and we've invested in over 250 companies around the globe. Find us at our website, everywhere.vc, on LinkedIn, and through our regular founder spotlights on Substack. Be sure to subscribe, and we'll catch you on the next episode.