For private equity

Portfolio healthcare, rebuilt for .

Prescience helps sponsors diligence, underwrite, and operate health benefits across portcos. Model the compounding premium line, then upgrade employees to a Diamond-tier plan.

Model portfolioBook a 30-min call
Prescience teams working across a modern company building
EBITDA relief$73.9M

5-year base case on 1,000 covered employees

Trend check10%/yr

modeled premium trend, first bump in year two

Plan upgradeDiamond

Employer-funded HSA at care, same-day care, GLP-1s

Sponsor lens

Benefit drift is an operating problem, not just an HR renewal.

A $1,500 PEPM fully insured plan today lands near $2,415 five renewal bumps out. Prescience turns that exposure into a company-by-company operating motion with sponsor-level visibility.

Trend
10%/yr
Prescience
$7,200/yr
Motion
Portco by portco
  • Underwrite

    Find the hidden compounding line item

    Health benefits often sit below the strategic radar until a renewal resets the budget. Put it in the value-creation plan earlier.

  • Prioritize

    Sequence the cleanest portcos first

    Renewal date, payroll stack, census quality, and current PEPM make some companies obvious first movers.

  • Upgrade

    Give employees a better plan

    The savings story lands better when the member experience improves at the same time.

Portfolio model

Run the numbers across your .

Move the portfolio assumptions and the cumulative spend graph updates live. Save the model when you want the Prescience team to turn it into a diligence-ready view.

Interactive model

Portfolio inputs and board-ready output

8 companies · 1,000 covered employees · 5 years

8

Keeps average headcount steady. Math uses 1,000 covered employees, roughly 125 per company.

1,000

Current plan baseline

Using the Fully Insured benchmark of $1,500/mo.

Model horizon

We will email the model and route your request to the Prescience team.

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Estimated 5-year cumulative savings

$73,891,800

67% lower cumulative spend$10,800,000 in year 1

5-year estimated savings $73,891,800, 67% lower cumulative spend.
Illustrative value-creation lens$108M

At an illustrative 10x multiple, recurring year-1 run-rate savings imply an EV sensitivity before QoE and buyer diligence adjustments. Directional only, not a valuation.

Cumulative spend

Status quo vs. Prescience

$0$27.5M$54.9M$82.4M$109.9M202620272028202920302030Save $73.9M
Year-by-year detail
Year-by-year cumulative spend comparison for the portfolio model.
YearStatus quo cumulativePrescience cumulativeCumulative saved
2026$18,000,000$7,200,000$10,800,000
2027$37,800,000$14,400,000$23,400,000
2028$59,580,000$21,600,000$37,980,000
2029$83,538,000$28,800,000$54,738,000
2030$109,891,800$36,000,000$73,891,800
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Assumes 10% annual premium trend, with year 1 held at today's rate and the first trend increase in year 2. Prescience is modeled at $7,200 per employee per year across the horizon. Directional model only, not a quote.

Deployment playbook

Move one company at a time, with sponsor visibility.

The operating motion is simple: find the savings, transition each company cleanly, then let Prescience run the plan and report the results.

  • Diligence

    Normalize the benefits liability

    Convert renewal packets, census files, PEPM, and plan design into a single sponsor-readable view.

    Sponsor view, company rollout, and operator workflow stay visible.
  • Rollout

    Move company by company

    Transition each portco on its renewal calendar, without forcing a portfolio-wide HR migration.

    Sponsor view, company rollout, and operator workflow stay visible.
  • Operate

    Keep the savings visible

    Prescience runs filings, claims, COBRA, care navigation, and sponsor-level savings reporting after go-live.

    Sponsor view, company rollout, and operator workflow stay visible.

What the portfolio gets

Cut the spend. Upgrade the plan.

Prescience is not a cheaper version of the same carrier renewal. It is a Diamond-tier plan that gives CFOs cost control and gives employees a better day-to-day benefit.

Benefits are subject to final plan terms, eligibility, clinical criteria, and availability.

Prescience member app, wearable, and health benefit visuals
Diamond planIncluded for employees
  • Free wearableA visible benefit employees actually use.
  • Triple-tax HSAPre-tax in, tax-free growth, tax-free out.
  • HSA funded at careEmployer contributions subject to plan terms and eligibility.
  • Same-day careSame-day MD access and 24/7 care support.
  • GLP-1s includedCovered without adding another rider.
  • Gene testingPreventive screening built into the plan.
Cost control without benefit downgrades.

Frequently asked

Next step

Bring one renewal into the model.

Send one portfolio company's renewal, census, and current PEPM. We will show where the plan can change, what the modeled opportunity looks like, and how to roll it out without putting the whole portfolio in motion at once.

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