Disability insurance programs for healthcare portfolio companies, without adding another HR project.
Hollowtree helps healthcare investors and portfolio leaders identify DI gaps across clinical workforces, then supports plan design, enrollment, communication, payment workflows, and clinician support for the companies where the opportunity is strongest.
- Built for W-2 and 1099 clinicians
- Useful for recruitment and retention
- Low lift for HR and operations
- Pilot with one company, scale where it fits
Why clinician DI belongs in a healthcare portfolio review
A quick overview of how Hollowtree helps healthcare PE teams identify clinician DI gaps, pilot with one best-fit company, and scale only where the workforce profile supports it.
Transcript available on request.
Clinical talent risk is portfolio risk.
Healthcare platforms are often valued on growth, hiring velocity, retention, margin discipline, and operational consistency. But many clinical workforces are underprotected — especially high-income physicians, CRNAs, advanced practice clinicians, and 1099 professionals who may fall outside traditional benefit structures.
Disability insurance is not just a benefits checkbox. For the right healthcare platform, it can be part of the recruitment and retention strategy.
Recruitment pressure
Clinical platforms compete for scarce physicians, CRNAs, advanced practice clinicians, behavioral health providers, and other licensed professionals.
Retention risk
When clinicians feel underprotected, benefits can become a hidden weakness in the employment or contractor value proposition.
Operational drag
Even when leadership wants to offer better coverage, HR may lack the time, DI expertise, or payment infrastructure to run enrollment well.
The best-fit companies usually share a few patterns.
Not every healthcare portfolio company needs a clinician-focused DI program. The opportunity is strongest where workforce composition and benefits structure leave a real gap.
Best-fit portfolio company types
Common DI gap signals
- Meaningful 1099 or mixed W-2 / 1099 workforce
- High-income clinicians whose income outgrows standard LTD caps
- Recent acquisitions that changed clinician employment status
- Rapid hiring or clinician churn
- No consistent benefit structure across acquired entities
- HR teams stretched thin
- Existing LTD plan not designed around physician-specific risks
A repeatable DI review model for healthcare platforms.
Screen the portfolio
Identify companies where DI is likely to matter most: high clinical headcount, 1099 populations, scarce specialist roles, recent acquisitions, or inconsistent benefit structures.
Review the gap
Assess existing LTD, individual DI access, benefit caps, own-occupation definitions, portability, payment infrastructure, and enrollment history.
Pilot with one platform
Launch with a company where the need is clear and leadership is motivated. Hollowtree supports plan design, communications, enrollment technology, payment setup, and clinician support.
Scale where it fits
Use the pilot to determine which other portfolio companies have a similar opportunity. Not every company will need the same model — and that's the point.
Hollowtree brings the specialist infrastructure.
We do not ask portfolio companies to become DI experts. Hollowtree owns the pieces that typically break: education, communication, enrollment follow-up, payment setup, and clinician questions.
Coverage strategy
Carrier coordination
Branded enrollment microsite
Clinician education
Omnichannel communications
Payment workflows (payroll & non-payroll)
Inbound support and consultations
Enrollment reporting
Ongoing support for new joiners
Proof from a national MSO rollout.
A national anesthesiology MSO with 1,500 clinicians, including 600 eligible full-time 1099 contractors, had no disability coverage and no infrastructure to offer it. Hollowtree ran the enrollment campaign, communication, education, payment setup, and clinician support without requiring the MSO's HR or operations team to manage the process.
These figures reflect outcomes from a single MSO rollout and are not universal guarantees.
Read the MSO Case StudyA focused benefit strategy can support growth without adding complexity.
Talent strategy
Use clinician-specific DI as part of the recruitment and retention conversation for hard-to-hire clinical roles.
Operational consistency
Create a repeatable approach across companies with similar workforce structures, rather than solving the same problem one company at a time.
Low-lift implementation
Hollowtree handles the enrollment mechanics so HR and operations are not forced to run a specialized insurance campaign.
Choose the right next step.
For portfolio operations teams
Start with a portfolio-level review to identify where clinician DI may be most relevant.
Request a Portfolio DI ReviewFor portfolio company HR leaders
If you are evaluating disability insurance for one employer or one clinical workforce, start with the HR leader page.
Explore DI for HR LeadersFor MSO or physician group leadership
If you operate an MSO, physician group, or healthcare staffing organization, explore the MSO decision-maker page.
Explore MSO Disability InsuranceCommon questions from PE and portfolio operations leaders.
Want to identify which healthcare portfolio companies may have a DI gap?
Hollowtree can help you review where clinician-focused disability insurance may support recruitment, retention, and workforce confidence across your healthcare portfolio.