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Strong Communication and Marketing professional graduated from the University of…
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Julie Vezzani shared thisBig growth. Bigger opportunities. 🚀Julie Vezzani shared thisLooking for a company you actually want to grow with? Send us your resume!
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Julie Vezzani reposted thisJulie Vezzani reposted thisJust when you think the annual summit can’t get any better–we hit it out of the park.
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Julie Vezzani reposted thisJulie Vezzani reposted thisNext level adventure calls for next level creative.
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Julie Vezzani shared thisThank you S&P Global Mobility for the opportunity to join the panel for Accelerate West 2025 and be part of such a great conversation around the future of automotive marketing. It was inspiring to hear from so many incredible speakers and industry leaders. Excited to keep accelerating forward 🚘🚀
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Julie Vezzani shared thisNot all drivers take the same road 🚘 - that’s why audience strategy matters! Looking forward to speaking on this more at Accelerate West 2025!Julie Vezzani shared this🚘Accelerate West 2025 is almost here! Our Polk Automotive Solutions team is looking forward to an afternoon filled with powerful insights, industry trends and strategic discussions on the future of automotive marketing. Will be hearing from industry leaders like Tom Libby, Joe Kyriakoza, Jennifer Purcell Dodez, Niti Ladva, Marissa Corvallis, Giovanni Salvino, Meredith Villicana, MBA, Erin G., Mark Oliver, Julie Vezzani and Paul Prisco, MBA. #AccelerateWest #AutomotiveMarketing
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Julie Vezzani reposted thisJulie Vezzani reposted thisTomorrow the Lunar Outpost MAPP Rover will land on the South Pole of the Moon and it will kick off the first ever interplanetary treasure hunt. LunarCrush worked with Lunar Outpost and Golden Wolf on a multi-year project to be the first people to put a treasure chest Bitcoin and cryptocurrencies on the Moon, oh and we sent the key with it… Our mission is the inspire the next generation of explorers to challenge what they think is possible and go find the treasure!
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Julie Vezzani reposted thisJulie Vezzani reposted thisHi LinkedIn, I wish today was just another Monday for me, but unfortunately I have been hit with a different reality. I was directly impacted by the Eaton Canyon Fire in Altadena CA on 1/7/25 and have witnessed my community and some of my family homes be burned to ashes leaving me devastated and displaced (but safe). As a mid 20s early career professional, I was finally feeling as if I had it all figured out. I moved into a family home in Altadena after I landed a role that perfectly combined my professional pursuits and passions and was excited to dive into the new year only for my world to get turned upside down 7 days in. I am sharing my story in attempt to raise awareness as I navigate this new reality. Any support is greatly appreciated. Thank you, Kylah WilliamsDonate to Support Kylah and Her Displaced Family, organized by Kylah WilliamsDonate to Support Kylah and Her Displaced Family, organized by Kylah Williams
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Julie Vezzani shared thisAre you a self-motivated, well-organized individual with a passion for all things social media? Do you thrive on staying ahead of the curve with the latest trends and digital innovations? If so, we're hiring a Freelance Social Media Strategist and would love to have you on our team! 🚀
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Julie Vezzani liked thisJulie Vezzani liked thisLast month Brittany George and Chelsea Ryckis had an honest and vulnerable conversation around maternal healthcare on The Business of Benefits Podcast. Brittany is also the author of A Tale of Two Births, sharing more into her two very different pregnancy experiences with her children. Pregnancy is deeply personal to each mom and family. It's no ones place to say how a woman should give birth or judge them. Women deserve to be empowered about all of their options, have informed consent and advocacy during this very special and also very vulnerable time. My brother is 15 years younger than me. He was born prematurely and very small. My mom stayed in the hospital with him for weeks after. I remember holding him for the first time and the chaos of bills that followed. Hundreds of thousands of dollars. I thought about that a lot during the episode and how many women and families face these challenges. It sent me digging into pricing data to see exactly how incentives influence outcomes and behaviors. Here's what I found. Same hospital. Three different insurance plans. C-section vs. vaginal delivery: Plan 1: $27,170 vs. $13,838 Plan 2: $37,208 vs. $24,172 Plan 3: $22,205 vs. $9,855 The price essentially doubles depending on which plan you're on and which way the birth goes before anyone asks whether it was medically necessary. On average, a c-section takes around 45-60 minutes. Vaginal births can take between 12-14 hours. Think about what that incentivizes. 22k for 45-60 minutes or 9k for 12-14 hours. Maternity claims aren't just line items. They're a family's first weeks home. A mom deciding whether to skip a follow-up because of what the last bill looked like. Plan sponsors. What are you doing to support moms, families and manage plan spend on maternity care? Link to the episode in the comments.
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Julie Vezzani liked thisJulie Vezzani liked thisI have zero tolerance for people who are rude to and or talk down to others. I don’t care how much money you make. What your stupid title is. The car you drive. The brands you wear. We’re all human and have bad days. Doesn’t give you a right to take it out on a server, cashier, cleaner etc. Be kind. You’re not better than anyone. Most are doing the best they can to feed their family and keep a roof over their head. So cut that bullying shit out. Now.
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Julie Vezzani liked thisJulie Vezzani liked thisOne Year One long year of struggles and victories. It hasn’t been easy I’ll tell you that. Never thought I’d be in the business world, I always thought I’d end up as an educator. I take the Loss and turn it into a Lesson. The business world isn’t much different than the educators. I teach and grow people, from different backgrounds to grow and develop to better themselves as leaders to provide excellence with guest hospitality, food quality and hitting our target numbers. Started working for QDOBA when I was 16 years old and now I am 24! I have some big shoes to fill and make a name for myself within this wonderful company, and the trust I’ve been given for such a big role. My parents have been my inspiration, working hard everyday to advance. Happy One Year! Feliz Aniversario a Mi! “audentes Fortuna iuvat”
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Julie Vezzani liked thisJulie Vezzani liked thisBefore I moved to Colorado, I was a Catering and Marketing Manager for a QSR in Kentucky. When I left, the company forgot to terminate me from their benefits plan. This isn’t as uncommon as you’d think. For months, that meant the company was paying 100% of my premium vs the 50% they were before when I was sharing the cost. In a restaurant, margins are thin and turnover can be high. They were doing everything via paper. Enrollments. Deduction setup etc. No ben admin system talking to the payroll system. No one reviewing monthly invoices. At that time, I want to say my full premium was around $400. I don’t remember exactly how long before they noticed I was still on the plan and not working there. But a few months at least because I kept having it come up from appointments with coordination of benefits. Aka which plan pays. At 3 months, that’s $1200. At 6 months, it’s $2400. Let’s assume 5 other people left during the year, had employee only coverage and it didn’t get noticed for 3 months. That’s $6,000 the company is paying to have coverage for people who don’t work there! Imagine if there’s more turnover than that or if it were employees enrolled in family level coverage that costs much more. Especially with today’s premiums. What can you do today to make sure this isn’t you? Audit who is covered under your plan to make sure they still work there. Review claims. Check the invoice. Especially if you’re coming up on renewal in a few months, you’ll want to make sure you have a clean and updated census as you’re planning. This could impact things like underwriting, rates and mapping accurate risk, having a significant domino effect.
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Julie Vezzani liked thisJulie Vezzani liked thisI was chatting with my mom today and she shared about a 35 year old couple she knows that was just in a horrible accident. 2 kids. 1 getting ready to go to college. They were on their motorcycle when someone pulled out from a blind intersection and hit them. Taken to 2 different hospitals following the accident. One life lined. They’ve been apart for the last 15 days in different hospitals. She has multiple broken bones throughout her body and will need extensive physical therapy. Her husband has severe head trauma and doesn’t remember what happened. Both lucky to be alive. But recovery will be challenging in many ways. They own and operate their own business. But the husband also got a side W2 job driven largely by the need for better health insurance. Or so they thought. The premium was going to cost the family about 3k per month. 36k per year. To save on costs, the wife decided not to enroll with her husband and 2 children. Shortly after, the accident happened. This couldn’t have been predicted. Hindsight is always 20/20. Many families are facing this same 36k decision. That’s before any other basic needs. Then, the plan usually requires more out of pocket before the plan even works for you. Most people get insurance through their employer. Some will leave just for affordable benefits, even at less pay. Employers are in the health insurance business like it or not, and these are the decisions keeping your people up at night. The same ones keeping you up. Stop accepting the status quo and saying it is what it is every year at renewal. Push back and ask why, what else can we do? How can we make this better for our people and profitability?
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Julie Vezzani liked thisBIG day for Bad Birdie! 👟 🇺🇸 Thanks to the entire PAYNTR Golf team for making this moment happen. 👏 More to come... 👀 🖤Julie Vezzani liked thisToday, Bad Birdie steps into footwear. 👟 ⛳ We've partnered with PAYNTR Golf to launch our first-ever shoe, a category we've been asked about for years and wouldn't enter until we could do it right. Rather than build a shoe from scratch, we teamed up with one of the fastest-growing performance footwear brands in the game. The shoe is built on PAYNTR's tour-validated All Day SC platform: a microfiber upper, a waterproof, breathable membrane, a PMXFOAM midsole, a TPU outsole, and a 3D-molded Ortholite footbed. Our first drop lands in time for America's 250th: a USA-inspired silhouette built on classic red, white, and blue with a modern twist. This is a meaningful step for us in the brand's evolution from apparel into a complete, head-to-toe golf lifestyle brand, and we couldn't have asked for a better partner to take the first swing with. https://bit.ly/4erJTXg 🇺🇸 Huge thanks to Michael Glancy, Mike Forsey, and the entire PAYNTR Golf team.
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Julie Vezzani liked thisJulie Vezzani liked this⛳ A huge thank you to Waldorf University for allowing Qdoba to be a part of your golf outing! We truly appreciate the opportunity and had a great time serving everyone throughout the event. We’re excited about the opportunity to continue working together and look forward to many more partnerships in the future! If you’re planning a golf tournament, company event, graduation party, meeting, or any special occasion, keep Qdoba Catering in mind. We’ll make your catering fast, fresh, and hassle-free so you can focus on enjoying your event. 📞 Reach out today to learn how we can help with your next event! 🌯🎉 Based in Minnesota, proudly serving Albert Lea, Austin, Rochester, Winona and surrounding areas!
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Julie Vezzani liked thisJulie Vezzani liked thisThe past few months since launching Veritas Benefits have been nothing short of humbling and trying both personally and the business itself. When you're deeply committed to doing things the right way, a way very few others are doing things, it's even harder and takes more time. It often feels like I'm swimming upsteam, against the current. There's no shortage of pass go, collect $200 and do the absolute LEAST for your client in this space. But it's not who I want to be. I don't believe in doing something just because everyone else is or because it's the easiest path. Some people in this space have been doing it longer than I've been alive. Many have said they thought of doing their own thing but never did for genuinely good reasons. But that's what scared me the most. Never trying and wondering what if. No matter what happens. So at 31, I left a dream opportunity at a good company, making good money with a ton of upside, only to jump into the unknown with more downside than upside on paper, to make an impact on something I know should be done a better way. What they don't tell you in glorifying entrepreneurship is the I imposter syndrome you will feel in ways you've never experienced. If you truly give a shit about what you do, you will feel this often. For me at least, this comes from being so deeply committed to a mission I believe in and weight of responsibility I feel to serve others and do what is truly right by them. I don't have all the answers but I know where to start asking questions to find the answers or when something doesn't look right. Most importantly, I know my why and I'm relentless in pursuing what I believe in to find the how and leave people better than I found them.
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Julie Vezzani liked thisJulie Vezzani liked thisFor years, I've seen renewal decisions treated as a reactive event instead of a proactive strategy. Not because employers are lazy or don't care. Sometimes it's because the renewal lands late, and reviewing it isn't exactly a favorite pastime for most HR and leadership teams. But there's a part most plan sponsors don't initially think about. If you're a fiduciary under ERISA for your health plan (if you make decisions about it, you are), "we didn't have time to look" doesn't meet those obligations. Prudence is measured process, not intent. A renewal shouldn't be the moment you start the clock on making a decision and building a strategy. This creates chaos, critical details get missed, leverage disappears, and decisions get rushed. No time to pull data. No time to run alternatives. No time to negotiate. The organizations that positively impact their people and control costs for improved profitability work backward from renewal instead of reacting to it. This puts HR and leadership in a position of strength instead of scramble. Less chaos, more alignment. Here's a simplified version of what that looks like in practice: 6+ months out: Get access and visibility into as much data as possible to find your real cost drivers and areas of opportunity. This step often takes longer than people expect, because data access is leverage, and it's not always handed over quickly. ~3-5 months out: Work with your advisor on designing a long-term strategy from the data. Run an RFP where needed, include contract terms that protect you, data access, audit rights, defined scope of service. Model options against risk tolerance, workforce impact, budget, actual claims, and known risk. Always ask how your advisor is paid on every option being presented. If you don't know their incentive structure, you don't know if your options are unbiased. ~2 months out: Finalize strategy details for what can be done now vs what may need a stair step approach over time, and firm up a structured implementation roadmap with the vendors selected through the RFP, documented clearly on how and why each decision was made. ~4 weeks out: Open enrollment runs smoother because the decisions were already made. A data-driven strategy is in place, and changes happen intentionally instead of in a panic.
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