I'm a little dubious.<p>A significant fraction of our candidates demand a discussion of health benefits before accepting offers. They compare plans and copays with other jobs. They care about the level of benefits we provide, meaning that this pitch involves us (the employer) selling our candidates on the value of reduced health insurance benefits.<p>As I understand it, the full package of HSA benefits only kicks in if you're also on a high-deductible insurance plan. Meaning, to pitch a candidate on the idea of us funding an HSA, we also need to sell them on high-deductible insurance.<p>I have no doubt that most employees are better served by high-deductible + HSA. But that might not be a winning pitch for a candidate with a family; even if it's rationally the right move for those employees, it's still a complicated proposal.<p>Meanwhile, I'm very much not in love with compensation packages tailored for 23-year-olds.<p>Where am I going wrong here?