The GLP-1 contract must protect broad access without turning uncertain outcomes into uncapped liability.
The benefits leader needs support for eligible employees, while the CFO needs a financial commitment that holds when claims results are reviewed.
Who you’d be doing this for
“My CFO wants a number he can defend, and employees are already asking what support exists for GLP-1.”
Raluca Nemec · Population Health Manager
Owns benefit performance and member access for a self-insured employer evaluating the program.
What is at stake
A 180,000-life employer deal is splitting over access, fee risk, and proof of outcomes. You must weigh contract certainty against the member reach that makes the program commercially meaningful.
Why it isn’t already fixed
Every obvious fix costs something else. That’s the part you’d have to decide.
- broad GLP-1 access vs bounded fee exposure
- broker simplicity vs defensible measurement
- enrollment deadline vs contract scrutiny
- current bookings vs scalable deal precedent
Why Omada Health
Cardiometabolic care, GLP-1 support, and employer demand for independently verified outcomes converge in the platform’s largest employer deals.
Written with these in mind
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This is the setup. The work is inside.
Running it puts you in the room: the full situation and its constraints, stakeholders who push back in their own words, and the decisions that are yours to make. What you produce becomes a Day One Plan — work you can show someone instead of describing.