The New Perk: How Homeownership Benefits Are Reshaping Talent Wars

FARMINGTON HILLS, MI – January 13, 2026 – In a move that underscores a seismic shift in corporate benefits, homeownership assistance firm BEVEL today announced it has appointed USGA Champion and philanthropist Jordan Thomas as its brand ambassador. The partnership is more than a celebrity endorsement; it’s a signal flare in the war for talent, highlighting how employers are increasingly turning to fundamental financial wellness solutions—like helping employees buy a home—to attract and retain workers in an era of soaring housing costs.

BEVEL, which offers a no-cost homeownership benefit program for companies and associations, is tapping into a deep well of economic anxiety. With this new partnership, the company aims to amplify its message that achieving the American dream of homeownership can be a core part of an employee’s compensation package, offering closing credits of up to $12,000.

A Perk for a Pressing Problem

The landscape of employee benefits is rapidly evolving beyond free snacks and ping-pong tables. Today's most sought-after perks address foundational life challenges, and few are as daunting as housing. Recent data paints a stark picture: in 2022, a record 22.4 million U.S. renter households were spending over 30% of their income on rent, a key indicator of being 'cost-burdened.' Simultaneously, high mortgage rates and inflated home prices have pushed homeownership further out of reach for millions, with nearly one in five employees reportedly delaying home-buying plans due to financial strain.

Enter Employer-Assisted Housing Programs (EAHPs). While the concept isn't new—Fannie Mae pioneered a model back in 1991—the current economic climate has ignited a surge of interest. Companies are realizing that housing stability is directly linked to employee productivity, morale, and retention. Surveys suggest that 75% of employees would be more inclined to join a company offering mortgage benefits, and for nearly a quarter of them, it could be the deciding factor in accepting a job.

Though only about 13% of U.S. employees currently receive housing assistance from their employer, the trend is gaining momentum, particularly among small and medium-sized enterprises. These businesses, often competing with larger corporations for top talent, see EAHPs as a powerful differentiator. Some are even using these benefits as a strategic tool to encourage a return to the office, with reports indicating nearly half of remote workers would commute again if housing support were on the table.

From the Fairway to the Front Door

To champion this cause, BEVEL has chosen an ambassador whose life story is a testament to resilience and purpose. Jordan Thomas is not just a USGA Adaptive Open champion; he is a double below-the-knee amputee who, following a boating accident at 16, turned personal tragedy into a powerful mission.

Just days after his accident in 2005, he founded the Jordan Thomas Foundation, a nonprofit that has since provided prosthetic devices and long-term support to over 180 children with limb loss across the country. His public image is one of overcoming immense personal challenges and dedicating his life to lifting others.

This background makes the partnership feel less like a transaction and more like an alignment of values. "His character, resilience, and lifelong commitment to helping others align perfectly with our culture," said TJ Theisen, President and CEO of BEVEL, in the official announcement. "Jordan represents the rare combination of purpose, leadership, and heart and we could not imagine a better ambassador."

Thomas echoed this sentiment, framing the collaboration as an extension of his life's work. "I've gained absolute clarity on my purpose as a human and what I'm meant to do on this earth," he stated. "Service to humanity isn't limited to nonprofits; it's the core ethos of BEVEL, taking their skills into an existing industry to truly benefit people. That's exactly what I'm about, so joining the BEVEL family was an easy yes and a genuine honor."

His role will involve advocating for the program with alumni associations and professional organizations, leveraging his story to connect with a broader audience on the importance of accessible homeownership.

Deconstructing the 'No-Cost' Model

In a market crowded with complex financial products, BEVEL’s primary pitch is simplicity and accessibility: the program is offered at no cost to either the employer or the employee. This immediately begs the question: how is that possible?

The model bypasses direct employer contributions, which are often a barrier to adoption. Instead, the value is generated through a network of pre-vetted real estate and lending professionals, including major partners like Nations Lending and The Jason Mitchell Group, which collectively represent over $5 billion in annual production. When an employee uses the program to buy, sell, or refinance a home, these partners contribute a portion of their commission or fees back to the employee as a closing credit.

The mechanics are straightforward: the employee can receive a credit of 0.5% of the loan amount from the lender and another 0.5% of the home's purchase price from the real estate agent. Combined, this can total up to 1% of the financed loan amount, capped at $12,000. To receive the full benefit, the user must work with professionals from BEVEL's network for both the lending and real estate sides of the transaction, though partial credits are available for using just one.

While users are still responsible for standard third-party costs like title and escrow fees, the credit is designed to significantly offset these out-of-pocket expenses, making the final step of a home purchase less of a financial shock. This structure positions BEVEL not as a direct lender or realtor, but as a FinTech facilitator, creating a marketplace where the volume of business generated allows for built-in savings to be passed directly to the consumer.

This innovative approach distinguishes it from other EAHPs, such as those requiring companies to fund down payment grants or engage in complex shared equity agreements. By removing the direct financial burden from employers, BEVEL aims to lower the barrier to entry and make homeownership benefits a scalable, easily adoptable option for companies of any size.