Financial Data and Key Metrics Changes - The average number of paid worksite employees increased by 1.2% year-over-year to 312,842 in Q3 2025 [3] - Adjusted EPS for the quarter was minus $0.20, and adjusted EBITDA was $10 million, both below forecasted ranges due to higher-than-expected benefits costs [4][10] - Gross profit per worksite employee decreased from $247 in Q3 2024 to $208 in Q3 2025, primarily due to increased benefits costs of $20 million [4][10] Business Line Data and Key Metrics Changes - New client sales results were encouraging, with a significant increase in accounts queued for first payroll, despite a slight decline in worksite employees from new clients compared to Q3 2024 [3] - Client retention remained strong at an average of 99% per month, consistent with prior year results [3] Market Data and Key Metrics Changes - The overall hiring environment was challenging, with net hiring within the client base being negative in Q3 2025, slightly weaker than Q3 2024 [4] - The health insurance industry reported an unexpected rise in healthcare costs and loss ratios, impacting Insperity significantly [6][15] Company Strategy and Development Direction - The company is focused on attracting and retaining the right clients at competitive prices to achieve sustainable profitability [7][8] - The rollout of the new HR Scale solution is expected to enhance Insperity's PEO offerings and drive growth, particularly in the mid-market segment [20][26] - A new agreement with UnitedHealthcare aims to reduce claim costs and mitigate risks, which is projected to positively impact margins [18][34] Management's Comments on Operating Environment and Future Outlook - Management acknowledged the unexpected increase in healthcare claims costs and its impact on financial performance, indicating that this trend is expected to persist into 2026 [15][33] - The company is optimistic about a rebound in 2026, driven by strategic pricing adjustments and the rollout of HR Scale [17][37] Other Important Information - Operating expenses decreased by 4% year-over-year in Q3 2025, with significant reductions in salaries and G&A costs [8] - The company returned $22 million in cash dividends to shareholders in Q3 2025, with a total of $68 million year-to-date [9] Q&A Session Summary Question: Clarification on earnings shortfall recovery - Management indicated that the earnings shortfall primarily relates to benefits costs and expects to recover a majority of this in 2026 [38][39] Question: Impact of cost trends on new sales - Management expressed confidence that pricing changes would not significantly impact new sales, citing strong sales performance and high renewal rates [40][41] Question: Initial responses from the joint marketing pod for HR Scale - Positive feedback was received regarding the unique solution developed, with early pipeline filling ahead of expectations [42][43] Question: Adjustments to benefits repricing - Management confirmed ongoing adjustments to pricing based on healthcare trends, with expectations for higher pricing in 2026 [44][45] Question: Healthcare pricing expectations for next year - Management anticipates a low double-digit increase in benefit costs on an apples-to-apples basis for 2026 [44] Question: Managing lower profitability clients - Management indicated that the focus is on retaining profitable clients while managing out lower profitability ones [48] Question: Investment framework for HR Scale - Management clarified that ongoing operating expenses for HR Scale would be lower than previous estimates, with a focus on balancing investment across projects [55][57] Question: AI's impact on employment and business creation - Management noted that while AI's impact on employment is uncertain, it could lead to new business creation, providing a buffer against employment efficiency [59][60]