Member experience ready · Employer intelligence in design
Comprehensive biomarker testing and personalized guidance for employees. A privacy-safe path to evidence for the people designing their benefits.
The employer sponsors access. Employees keep their individual health experience private.
biomarkers by access tier
planned aggregate cohort minimum
Designed for modern benefits teams
// The program
A dense lab panel becomes a personal report, prioritized actions, and an ongoing health conversation.
Employers sponsor access. Individual results stay with the employee; the employer layer is planned as aggregate only.
Measure enrollment, testing, engagement, aggregate signal, and retest movement before making financial claims.
01 / The shift
Claims explain what happened. Generic wellness tracks activity. Vitals Vault gives employees something immediately useful—and creates an honest path from engagement to outcomes.
Built for distributed workforces
A consistent private employee experience can travel across offices, home offices, client locations, and project sites.
Locations and lab access are confirmed before launch, so participation can work around demanding schedules and regional teams.
Define eligibility, communications, reminders, support, and success measures once—then give employees a clear private path.
Add a proactive understanding layer alongside insurance, telehealth, EAP, HSA, and primary care—not another disconnected benefit.
02 / The employee experience
Employees move from a deeper baseline to clear action—inside an experience that retains context over time.
Discover
Employees complete comprehensive biomarker testing, then see standard and optimal-range context in one private experience.
Understand
Connected clinical analysis turns dense lab data into the systems, drivers, and protective signals that matter most.
Act
PocketMD brings labs, history, goals, and prior actions into a continuous conversation—then carries the plan into follow-up.
Measure
A second cycle creates the honest before-and-after path: participation first, aggregate clinical movement next, financial proof only when external data supports it.
A non-negotiable boundary
03 / Workforce Intelligence
The member experience is live. The employer reporting layer is in design-partner development.
30-person thresholdplanned for every displayed metric and cohort
48-hour delayplanned to reduce timing-based inference
Aggregate-only layerseparate from individual health records
04 / Measurement
Enrollment, testing, and result engagement
Privacy-safe, aggregate health opportunities
Programs selected and launched against leading signals
Movement among participants who complete a retest
Only with claims, absence, or HRIS data and agreed attribution
05 / Start deliberately
One employee experience can support different measurement goals across self-funded and fully insured populations.
Cohort, privacy rules, KPIs, and agreements.
Roster, communications, enrollment, and lab visits.
Results, reports, plans, and employee follow-up.
Aggregate learnings; optional six-month retest.
Illustrative member access tiers
Company-paid, blended contribution, or voluntary access. Final pilot pricing depends on cohort, panel, implementation, and retest scope.
120 biomarkers
140 biomarkers
160 biomarkers
06 / Buyer questions
Implementation details, success measures, and data boundaries are defined together before launch.
The program can be company-paid, blended contribution, or voluntary access. The right structure is defined during pilot design.
Yes. Fully insured employers can focus on engagement, retention, prevention, and benefit differentiation. Self-funded teams can add a longer-term cost and claims evidence path.
During the pilot, participation and agreed operational reporting. Aggregate Workforce Intelligence is a design-partner layer—not a live, off-the-shelf dashboard today.
Individual labs, profiles, recommendations, conversations, and risk tiers. Planned employer reporting uses aggregate cohorts with a 30-person minimum.
Employee locations, lab access, eligibility, communications, reminders, and support are mapped before launch—so office, remote, and project-based teams can participate without an onsite health fair.
No. Vitals Vault complements insurance, primary care, telehealth, EAP, and HSA programs by helping employees understand what to pay attention to before care becomes reactive.
For employers, brokers, and advisors
Or email syed@vitalsvault.com