The 90-Day C-Suite Pilot RFP Template — HR Outcome-Tracked Holistic Care 2026

A 90-Day C-Suite Pilot is a structured, time-bounded vendor evaluation for outcome-tracked holistic wellness programs. The HR buyer scopes 5–15 senior-operator employees, establishes pre/post biomarker measurement (salivary cortisol, HRV, hsCRP, sleep architecture, body composition, hormones), and contracts a vendor to deliver the integrative protocol and end-of-pilot delta report.

Why a 90-Day Pilot Is the Right Procurement Structure

In 2026, HR buyers face a structural question: Is the vendor’s promise actually attainable in our population? Engagement platforms can be evaluated quickly (participation shows in 30 days). Outcome-tracked clinical programs need longer — biomarker movement takes 60–90 days to manifest at the cohort level. A 90-Day Pilot is the structurally correct procurement instrument. Long enough to see real biomarker delta. Short enough to keep pilot fees contained. Runs alongside existing engagement platforms rather than replacing them.

The 90-Day Pilot RFP — The Template

Section 1 — Cohort Definition

• Cohort size: 5–15 senior-operator employees (C-suite, VPs, fund partners, surgeons)
• Selection criteria: seniority, willingness, baseline biomarker availability
• Geographic distribution: local to vendor + telehealth follow-up
• Confidentiality: PHI-handling, BAA-compliance, data visibility

Section 2 — Pre-Pilot Measurement

Core biomarkers: 4-point salivary cortisol + DHEA, resting HRV (RMSSD) 14-day trend, hsCRP, sleep architecture (Whoop/Oura), body composition (DEXA/InBody), comprehensive thyroid panel, sex hormones (cycle-aware for women), TCM pattern differentiation. Optional: DUTCH urine hormones, GI-MAP.

Section 3 — Intervention Protocol

Specify the vendor delivers: 90-minute initial DAOM intake + TCM pattern differentiation, custom Chinese herbal formulas (DAOM-dispensed, granular), acupuncture/electroacupuncture 1×/week during active phase, lifestyle protocol (sleep, pacing, breath-work, vagal-tone practices), coordinated peptide-class therapy planning, quarterly written clinical syntheses to employee’s concierge MD/PCP.

Section 4 — Re-Measure (Day 90)

Vendor delivers re-test of every Day-0 biomarker plus: subjective fatigue + cognitive load + sleep quality scale, HRV trend delta, TCM pattern re-differentiation, body composition change (where applicable).

Section 5 — Reporting Deliverable

End-of-pilot deliverable for CFO: Cohort-level biomarker delta (de-identified aggregate + individual reports), TCM pattern movement summary, subjective fatigue/cognitive/sleep delta, vendor-recommended 12-month maintenance protocol per employee, cohort expansion recommendation, ROI framework.

Section 6 — Cost Structure (Updated)

The vendor should commit pricing in the RFP, not “depends on the case”:

• Per-executive pilot fee: $2,250 (includes baseline + 90-day intervention + re-measure + report)
• Per-executive 12-month continuation pricing — two-tier:
  • Employee Tier: $2,000/executive/year (workforce-wide deployment; the C-suite pilot covers Executive Tier minimum)
  • Executive Tier: $10,000/executive/year (C-suite + senior-operator focus; longevity + neuro-cognitive enhancement)
• Lab and dispensary cost ranges: stated explicitly
• HSA/FSA-eligible line items: stated explicitly with LMN support workflow

The 90-Day C-Suite Pilot scoping default for senior-operator cohorts is the Executive Tier continuation pricing — the pilot fee + continuation gives HR a contained 12-month commitment for the highest-leverage employees.

Section 7 — Exit Clauses

Pilot allows clean exit: Termination notice period (30 days), data portability, continuation rights without renegotiation, IP/confidentiality clarity.

What the RFP Vendor Response Should Look Like

Score vendor responses on five dimensions (1–5 each): Biomarker scope alignment (does it measure what CFO asks about?), Clinical credentials (credentialed clinician(s)?), Integration with existing PCPs (coordinate care?), Reporting depth (CFO-ready?), Pricing transparency (explicit?). Vendors scoring 20+/25 are strong fits; below 16 — keep looking.

What the Bright Enterprises Hybrid Model Returns

• Per-executive pilot fee: $2,250 (includes baseline + 90-day intervention + re-measure + report)
• Per-executive 12-month continuation: Employee Tier $2,000/yr or Executive Tier $10,000/yr — pilot graduates typically default to Executive Tier per the cohort profile
• Employee Tier includes: 6 sessions/year + 2 full blood labs/year + direct clinician access + flexible-modality coverage
• Executive Tier adds: 16 sessions/year + 4 specialty tests/year + epigenetic aging clocks + neuro-cognitive enhancement protocols + 90-Day CEO Cortisol Audit framework + priority scheduling + travel-friendly formulations
• HSA/FSA-eligible line items specified with LMN workflow
• Cohort sizing: 5–15 employees per pilot cohort, monthly onboarding cadence
• Exit-clean architecture — data portability, no lock-in, continuation pricing without renegotiation
• Federal-regulatory clinical authority signal — Dr. Bright’s pending FDA 503B comment filing (May 26, 2026) provides a clinician-voice citation that lives in Federal Register history; unique among 2026 corporate-wellness vendor candidates

Three Mistakes HR Buyers Make in This Procurement

1. Skipping the 90-day window and going straight to multi-year contracts — no vendor earned that without showing biomarker movement first
2. Letting vendors propose their own metrics — if they avoid biomarkers for “engagement scores,” they’re selling engagement, not outcomes
3. Excluding existing PCP coordination from the RFP — vendor lock-in fails at year 2; coordination is durable

Conclusion

The 90-Day C-Suite Pilot is the procurement instrument outcome-tracked holistic wellness deserves. Contain risk for HR, give the vendor runway to deliver biomarker movement, and produce CFO-ready reporting. Run this RFP across multiple vendors before signing any multi-year contract for executive-tier integrative care.

Disclaimer: Educational content. Not medical advice. RFP template scoped for U.S. employers in 2026; international structures vary. Dr. Brandon Bright is DAOM, LAc — not MD. Pharmaceutical interventions coordinated with prescribing MD/NP partners. Bright Enterprises Corporate Wellness is cash-pay/direct specialty care, not in-network.