For private equity

Healthcare is quietly compounding against your portfolio's EBITDA.

Status-quo premiums can trend around 10% per year. Prescience compares portfolio companies against a Diamond-tier Prescience plan modeled at $7,200 per employee per year.

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5-year model$73.9M

saved on 1,000 covered employees

Trend assumption10%/yr

first bump in year two

Prescience rate$600

modeled PEPM across the horizon

The renewal treadmill

A 10% trend doubles the line item in about seven years.

A $1,500 PEPM fully insured plan today lands near $2,415 five renewal bumps out. Every premium dollar removed from the system can improve EBITDA planning, subject to contribution strategy and diligence treatment.

Rule of 7272 / 10 = 7.2 years
10%/yrtrend assumption
$7,200modeled annual rate
Fewercarrier renewal negotiations

Assumes 10% annual premium trend per recent employer cost-trend surveys. Directional model only, not a quote.

Portfolio model

Run the numbers across your .

Move the sliders and the cumulative spend graph updates live. The model is ungated because deal teams should not have to trade an email for basic math.

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 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

Cost reduction without a portfolio-wide scramble.

The operating motion is deliberately simple: find the savings, move each company cleanly, then let Prescience run the plan.

  • Diligence

    Benchmark each company quickly

    Normalize PEPM, plan design, stop-loss exposure, and renewal timing into one portfolio operating model.

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

    Move on each renewal date

    Each company can transition on its own calendar, keeping HR change management clean while upgrading the plan.

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

    Let Prescience run the plan

    Filings, claims, COBRA, care navigation, and savings analytics run end to end after implementation.

    Sponsor view, company rollout, and operator workflow stay visible in one model.

What the CFO 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 payment card and health savings account visual
  • Free wearableA visible benefit employees actually use.
  • Triple-tax HSAPre-tax in, tax-free growth, tax-free out.
  • $0 deductiblesA premium plan signal without premium drift.
  • 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.

Frequently asked

  • Is this one contract across the portfolio or one per company?
    Most portfolios start with company-level implementations because renewal dates, payroll systems, and census files vary. Prescience can still give the sponsor a portfolio-wide view of spend, savings, and rollout status.
  • Can this fit diligence or a first-100-days plan?
    Yes. The model is meant for diligence and value-creation planning. We can benchmark PEPM, renewal timing, and plan design quickly, then prioritize the companies with the cleanest savings and rollout path.
  • What happens when a company exits?
    The plan can continue with that company after exit. The operating model is portable, so the buyer inherits a cleaner benefit cost structure and a documented administrative process.
  • Is a 10% annual trend realistic?
    It is a directional assumption based on recent employer medical-cost trend surveys. Your renewals may be higher or lower, and the model should be treated as planning math, not a quote.
  • Is this a binding quote?
    No. The calculator shows directional savings. A binding quote requires geography, census, claims context when available, stop-loss underwriting, and plan design review.
  • Does this work for multi-state portfolio companies?
    Yes. Prescience supports multi-state employers and remote teams. The implementation work is handled company by company so each portco's payroll, eligibility, and compliance details stay clean.

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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