A Private Capital Firm
Blind Spot.
Employee health benefits are the least-managed major expense across your portfolio — and one of the fastest levers to build EBITDA before exit.
You have a problem you don’t recognize as a problem.
Standardized, audited, benchmarked monthly across every portfolio company.
Consolidated where it makes sense; negotiated from platform scale.
While reporting and procurement get monthly rigor, benefits are left to each company’s own broker with no view across the fund — reviewed once a year, at renewal, by whoever sold you the last plan.
Typical rank of employee health benefits among a portfolio company’s largest operating expenses — the one line on the P&L still managed like an afterthought.
Neither systematic, nor state of the art.
Every portfolio company runs its own program
Its own broker, its own carrier relationships, its own analysis — selected deal-by-deal, with no view across the fund.
HR follows wherever the broker leads
Plan design, vendor selection, and outcomes vary company to company. What one learns rarely reaches another.
The result is invisible until someone looks
No consolidated claims data, no predictive analytics, none of the negotiating leverage portfolio scale should provide.
It’s Bad and Getting Worse.
Stop-loss premiums are rising at their fastest pace in years.
Claims over $2 million have grown dramatically since 2020.
Prescription-drug dollars now go to GLP-1 drugs alone.
BDL IS the Solution
Benefits Data Lab consults on health benefits analytics for some of the largest self-funded employers in the country. We bring that same discipline to your portfolio as an independent layer that works alongside your existing brokers and HR teams.
High-Cost Claimant Prediction
Flag members likely to become major claims before they do.
Specialty Pharmacy & GLP-1 Forecasting
Model exposure to the fastest-growing cost category.
Claims Trend & Benchmarking
Compare every portfolio company to peers and to each other.
Risk Scoring & Stop-Loss Optimization
Carrier-grade risk scores to negotiate from data, not dependence.
Private Capital Portfolio Example
From a conservative 5% to 10% savings range across the portfolio’s total health spend.
Applying the same EBITDA-multiple effect to the savings range at left, across the full portfolio.
See what your own portfolio could be sitting on.
Enter the employee count for any portfolio company to see the range of enterprise value a benefits data program could realistically create — at a 7x exit multiple.
Assumes ~$8,500 average annual health benefit spend per employee. Adjust for your own portfolio.
We complement your brokers and HR. We don’t replace them.
We’re engaged on a fixed-fee basis, not commission — so there’s no channel conflict with how your existing brokers are paid, and no incentive to sell you a plan change.
Portfolio-wide visibility no single broker can provide
An independent, data-driven second opinion on every renewal
Sharper negotiating leverage, backed by real risk data
A documented, defensible process for fiduciary purposes
Your existing brokers stay exactly where they are
HR’s day-to-day systems and vendor relationships are untouched
No plan changes happen without your sign-off
Employees see no disruption at all
A low-risk way to find out what’s already there.
The Guarantee
We put our fees at risk and guarantee a 3x ROI.
You’re not betting on us. You’re finding out what’s already there. The data either shows material savings, or it doesn’t — and if it doesn’t, this costs you nothing.
You could be sitting on millions in unrealized EBITDA.
Identify a large portfolio company and share high-level census and claims data.
A full workup — claimant risk, pharmacy exposure, trend benchmarking, quantified savings roadmap — typically in 4–6 weeks from receiving the data.
Expand portfolio-wide, or walk away. Either way, you now know what’s actually there.