May 8, 2017
By Norm Volsky, Director of Mobile HIT
As an executive search consultant in the Healthcare IT space, it is my job to be able to identify emerging technology companies that are poised for significant growth. Since I am specifically focused on Mobile Technology and Telehealth, I have plenty of companies from which to choose. I do research daily and during my discussions with industry thought leaders, I make it a point to ask them what companies in the space they find intriguing and unique. I feel it is my job as a member of this industry to share this knowledge/information with my network so that you could be exposed to these organizations too.
Below are companies I have had my eye on all year that I met with in person at ATA to learn more about their story and vision.
TruClinic- Cloud-based Telemedicine platform that easily connects patients and providers inside their existing workflow. Their hardware agnostic approach enables their customers to launch a telemedicine program with zero capital expense. TruClinic allows patients to schedule appointments and pay bills online to enhance the patient experience. TruClinic is also focused on improving clinician satisfaction and reduce the total cost of healthcare which is perfectly geared towards the value-based care model. Security of the platform is unparalleled being compliant with: HIPAA, HITECH, COPPA, PIPEDA & SSAE 16-II. Simply put, TruClinic helps increase accessibility to healthcare by providing a consistent patient experience regardless of the modality of care delivery, whether traditional face-to-face or virtual.
Pera Health- Clinical Surveillance solution that identifies at risk patients using predictive modeling and real time vital sign data. The founders created an algorithm called the Rothman index that uses Vital Signs, Lab Results and Nursing Assessments. Pera Health’s solution reduces Alarm Fatigue, the number of False Positives, Code Blues, unplanned ICU transfers and Sepsis Mortality. In January, the company raised $14M in funding. Pera Health helped both Houston Methodist and Yale New Haven to reduce their mortality rate 30% in nine months and twelve months respectively.
Cloudbreak- Originally a remote interpretation service company that was founded 14 years ago. Since then, they have transitioned to not only provide interpretations services in over 200+ languages but to also provide telemedicine capabilities to its over 650+ hospital customers. Cloudbreak facilitates over 70,000 interpretations monthly. This unique platform allows doctors to be able to bring in an interpreter and a specialist anywhere in the world onto a tele-consult with a patient to provide world class care.
Grand Rounds- Enables patients to get World Class second opinions by leveraging telemedicine. They have been able to attract some of the world’s top specialists on the platform by exposing them to the most complex and intellectually stimulating cases. Grand Rounds helps its customers improve employee/patient satisfaction, reduce absenteeism and improve clinical outcomes by giving their employees/patients access to the top specialists in the country. Grand Rounds now has 50 state coverage and recently just opened their Maine office.
Fitango Health- Care Management and Patient Engagement vendor helping its customers move towards value-based care. Their HIPAA compliant solution enables all the stakeholders to communicate including: Care Managers, Care Givers, Providers, Network Managers, the Patient and their family. Fitango’s approach is preventative in nature and is geared towards the post-acute setting. The goal is to reduce readmissions and improve adherence to the patient’s care plan.
Azalea Health- EHR, PM and RCM vendor that uniquely has telehealth imbedded into the EMR which solves the reimbursement issue. The solution suite includes patient portal and scheduling capabilities. Due to the fact that many of Azalea’s customers are Rural, there was a need for telehealth which gives physicians access to additional patients.
Cohero Health- Chronic Disease Management app focused on Asthma and COPD. Cohero’s mission is to transform respiratory care through smart mobile devices to enable real time monitoring and adherence. By leveraging Cohero’s devices that send patient data via the cloud, Nurses, Pharmacists and Pulmonologists can intervene when necessary when a patient is at risk. The solutions Cohero provides allow the patient and their care team to monitor the use of their inhaler (both daily use and emergency) and test for lung capacity.
Sensely- Developed a nurse avatar powered by AI named Molly that communicates with patients via their mobile device. The disruptive platform was built to improve the patient experience by focusing on empathy and clinical support. All the data collected is sent to the patient’s clinician so they can monitor risk factors and adjust clinical protocol. Sensely raised $8M in series B funding. Sensely already works with the Mayo Clinic and is launching a program with NHS in the UK.
Carena- Carena is a software-based virtual care provider for health systems. Carena started as a primary care house call service in 2000 and has since evolved into a telemedicine company. Carena works with more than 120 hospitals including Ascension, Catholic Health Initiatives, and University of Washington Medicine. They focus on helping health systems get better connected to consumers in their local markets by providing an easy and convenient way to access the health system anytime, anywhere, and navigate cases more appropriate for virtual care out of the ED and urgent care. Carena works with hospitals and health systems to supplement the services they have and resell the virtual care product to employers and health plans—not competing with the health system by taking patients away (like some telemedicine companies do that work with Health Plans and Employers).
Wellpepper- Patient Engagement platform that improves patient satisfaction, clinical outcomes and access. Wellpepper completed a Parkinson’s study at Boston University and the patients saw a 9% increase in mobility compared to a 12% reduction in the control group. They also have research studies with Harvard, Brandeis and UW Medicine. Their CEO, Anne Weiler was asked to speak at ATA on a panel for Tele-rehab for total joint replacement recovery.
Vivify Health- Remote Patient Monitoring Platform helping move the industry toward value-based care. Helping its patients manage their chronic disease, Vivify is one of the leaders in mobile population health management. In 2016, Vivify not only signed UPMC as a customer, but the health system also participated in their recent $17M Series B investment round. Vivify, along with Iron Bow Technologies were awarded a $258M telehealth contract by the VA in 2017.
Avizia- Robust end-to-end telehealth solution suite that connects any doctor to any patient at any time. Avizia as a company has made it their mission to advance healthcare by helping all patients have the ability to get top quality healthcare regardless of their location or situation. In October of 2016, Avizia wrapped up a $18M Series A funding round led by NY Presbyterian and Northwell Health.
Zipnosis- Provides its customer a significant ROI which has been proven to convert 25% of patients from the telemedicine platform to in person customers with an average spend of $3K per year. The providers that were using the Zipnosis platform met guideline adherence up to 95%. Key customers include: Baylor Scott and White, UCLA Health and Mission Health.
Medici- Created WhatsApp for healthcare with an emphasis on user experience. Medici built a business platform for providers to communicate HIPAA compliantly with their patients. While attending SXSW, they had 1500+ app downloads and 17% of people did a consult using the app which is unheard of in the telemedicine space. The text, phone and video capabilities allow for seamless communication, e-prescribing and referrals. Providers can also bill via the app which caters to patients with high deductible plans. Medici is launching in South Africa in May and is looking to expand their international footprint.
I remember going to this show three years ago in Baltimore and I am amazed at how much the industry has moved towards being software focused. The software vendors are definitely trending up as they had the largest and shiniest booths. I always come back amazed at how passionate and innovative this industry is as a whole. All of the companies above are helping drive change towards value based care and I feel so lucky to be able work in this industry every day.
Director of Mobile HIT
Direct Recruiters, Inc.
May 3, 2017
By Rachel Makoski, Executive Recruiter, Food Service Equipment
The success of a company relies on having the right talent to fill key roles. Especially in such a niche industry like Food Service Equipment, hiring managers and companies may find themselves wondering what the best ways to attract talent are. Below are 6 key factors in making sure the best candidates want to work for your Food Service Equipment company.
1. Promoting the Food Service Industry
The Food Service Equipment industry is booming and has a variety of career opportunities, but it is important for hiring managers and companies to promote and build the profile of the industry to be more attractive to candidates and promote those opportunities. Unless a candidate comes from a long line of Food Service Equipment sales people or the like, it isn’t a career path that most college students are considering or have even heard of, so raising industry awareness is key to growing the potential candidate pool.
2. Promoting Your Company
Because working in the Food Service Equipment field isn’t necessarily considered an alluring career at first mention, it is even more crucial that hiring managers are passionate about their careers and their company. Excelling in the industry and transferring that passion in the recruiting and interviewing process is vital to gaining the interest of qualified candidates.
The best candidates not only have the skills for the job position, but they also fit in well with the company’s culture. This is why it is important to strive for the best work environment for employees. Whether your company focuses on work-life balance, an innovative office space, fun employee events, or all of the above, there are a variety of factors that play into a great culture. It is important for Food Service Equipment employers to listen to what employees are looking for in their work environment, and build upon that.
4. Decide What Experience is Necessary
Hiring managers should clearly know what experience is absolutely necessary for the position and where they are willing to make concessions. Candidates will inevitably have stronger experience in some areas more than others, so it is important to identify what skills are vital for the position and where there is room for learning, etc. Food Service Equipment hiring managers are commonly looking for drive and translatable skills as opposed to direct experience, for example, having related capital equipment experience and a sense of drive that can’t be taught is usually more important than direct experience with a specific type of equipment.
5. Clearly Communicating the Job Requirements
Job descriptions tend to either be difficult to understand what the employer is looking for, or extremely vague. It is important for Food Service Equipment employers and hiring managers to effectively communicate the requirements of the position. A poor job description can immediately turn off a potential applicant.
6. Competitive Salaries and Benefits
Perhaps it goes without saying, but money is often a big factor in a candidate’s decision to accept or decline a job offer. When it comes to the interviewing and hiring process, it is beneficial to be transparent about benefits and pay so that candidates have a clear understanding of what they might expect in an offer. When deciding on a compensation structure it is vital to look at what the market dictates for similar roles to ensure that your company can be competitive to those candidates that are truly key players in the Food Service Equipment industry.
In today’s extremely candidate-driven market, attracting the right candidates is more challenging than ever, particularly in such a focused industry. I’m interested to hear your thoughts on the subject. Perhaps you’ve had success using other methods, or have a perspective I haven’t considered. I welcome your feedback: firstname.lastname@example.org
How to give as much as receive when interviewing passive candidates
By Matthew Cohen, Practice Leader of Energy & Sustainability and HVAC/R
May 3, 2017
When interviewing a candidate for a job, the goal is discovering as much information as possible in order to decide if the person we are interviewing is the right fit for the position. However, when interviewing passive candidates, i.e. those candidates who are currently working and are possibly being recruited, we often forget that the candidate is looking for information to decide if the position and the organization is right for them. I regularly debrief candidates after interviews who tell me they left the interviews without knowing the full scope of the position or important information on the company even when they asked specific questions directly.
When interviewing a passive candidate, it is vital that we provide or “deposit” as much information as we “withdraw” from the candidate to keep the candidate engaged and provide them information for them to make a decision that is best for them. Below are areas hiring managers can deposit important information that will engage passive candidates:
- Company Benefits- With the ever-changing landscape in employer based healthcare, it is crucial that candidates understand the company’s benefits to know what it will cost them per month. In some cases, we see a 5-10K difference in out of pocket healthcare costs which can affect what salary a candidate will accept. Healthcare providers in network, dental, and vison coverage are also important information. If possible, I recommend the hiring manager shares this information before any final interview so that the candidate can ask any clarifying questions. Vacation, 401k and any other company benefits are also advantageous to share prior to an offer made to a candidate.
- Compensation Structures- While a base salary may be tough to share prior to an offer being made, other aspects of compensation are vital information so that the candidate can understand how they will be paid. Passive candidates should understand how compensation that may include commissions, quarterly, or year bonuses are calculated and paid out so they can ascertain what salary they will ultimately accept.
- Company Achievements- When interviewing candidates, we always look to understand their achievements and metrics that show they have a proven track record of success. It should be no different for the company they are interviewing with. Company growth, awards, recent successes and upcoming projects or growth are valuable pieces of information to deposit when interviewing passive candidates.
We understand there needs to be a balance between what we withdraw and deposit when interviewing passive candidates. Those hiring managers that pay attention to this balance we find have the most success landing the best talent.
April 12, 2017
By Aaron Kutz, Executive Recruiter of Government Technology and Electronic Security
I recently had the opportunity to attend the ISC West Conference in Las Vegas for the fourth year. ISC West is the largest security industry trade show in the U.S., and gives professionals opportunities to network, attend educational sessions, listen to keynote speakers, and see all the new and innovative technologies throughout the exhibit hall. With every year that I visit ISC West, I realize how much growth and progress the industry is experiencing. Companies who had small booths in previous years now have grown into a larger presence at the conference, while other familiar faces are staying strong. Here are my thoughts on the best of ISC West:
ISC seemed even bigger than last year. As a show that is said to have over 29,000 professionals in attendance throughout the conference, the trade show floor was packed. The exhibitors I spoke to seemed to be very happy with the traffic and chance to showcase their products and technologies to a large volume of attendees.
Aside from the traffic levels of the show, each year at the conference there seems to be a buzz about certain topics. Last year at ISC, I noticed the emergence and focus on the “Internet of Things” (IoT). Following that theme, this year there were more partnerships apparent to allow devices to be connected in the home and across the enterprise. Almost everyone I stopped to speak with was focused on having their technology connect to a variety of other solutions. In addition, these companies highlighted how end users can utilize the cloud to help their clients with a more affordable, reliable service.
One company that I was very impressed with at ISC West was BriefCam. BriefCam provides users the ability to rapidly review video and take action as needed. I spent some time speaking to members of their team about their one-of-a-kind solution. I was lucky enough to be provided a live demo to see firsthand the capability their solution provides including its unique video layering and search capability. It was like nothing I saw throughout the show anywhere else and I was very impressed with their product.
Overall, ISC West was a great event for my fourth year attending. I would love to hear your take on the show if you were there or more about your take on the industry in general. Please feel free to reach out directly to me to discuss further.
Executive Recruiter of Government Technology & Electronic Security
April 12, 2017
By Adam Ulmen, Manager, Research & Technology and Healthcare IT Research Manager
As a Third-Party Executive Search Firm, we see the following unfortunate scenario play out daily: we present a solid Candidate to the Client, the Client likes him or her and gives positive feedback, however the Hiring Manager wants to see some more Candidates as points of comparison to gauge the quality of the existing Candidate against other profiles. While on the surface, this seems like a fine practice that should ideally lead to finding the best possible fit for the role and organization, this also directly leads to a delayed and cumbersome hiring process for all involved.
Today’s job market is very Candidate-driven; meaning that your company is competing for the top Candidates at every turn, and those Candidates have many options available to them. When Candidates have several options to choose from, you as a Hiring Manager need to be agile and move with haste to secure these Candidates before the competition does. Two of the most prominent reasons why Candidates will choose the competition over you include:
Slow Hiring Process – In a Candidate’s mind, a slow process reflects the organization as a whole. Slow processes may be interpreted as your company not being very serious about the Candidate or about being competitive in general. This leaves a very sour taste in the Candidate’s mouth and a lasting negative impression of your company.
Inflexible Compensation Packages – Hiring Managers need to be aware of where the bar is set in terms of the market value of these Candidates. Being inflexible on compensation when it comes to top talent is a death knell for your ability to secure the best Candidates. You don’t always need to throw the kitchen sink at a Candidate, but being open to different structures or levels of compensation can transform your ability to attract and maintain top talent.
Regarding the slow hiring process: Today’s hiring process should be streamlined and simplified wherever possible. As a Hiring Manager within your organization, you have likely interviewed people before and you likely know the culture of your company and what type of person fits in well. You should also be able to tell quickly if someone is qualified and can do the job. Do not stall the process with a high-quality Candidate for the sake of getting comparison points. These high-quality Candidates are being courted by other companies with interesting opportunities in addition to your role, they are expecting a reasonable hiring process and dreading a long and drawn out one, and they are rapidly losing interest in your company within days of your last contact with them while you sink a ton more time into finding comparison Candidates. Additionally, you already have comparison Candidates to begin with: your current staff! Chances are there is at least one person in your organization who is doing a fine job in the same role you are adding to the team, so use that person as your barometer to expedite your process.
Regarding compensation: Not all Candidates are created equal. There is a tremendous spectrum of talent and skill in the market and you need to decide what part of that range you want to attract and what that range requires to land. If your goal is to hire the best possible Candidate, then you may need to pay what that Candidate is worth based on the market and their personal compensation history. If you find that you truly cannot afford the best of the best, then you may need to adjust your expectations across your hiring team and calibrate the search toward Candidates who may need a bit more training and ramp-up, but who are in the price range you are offering.
As a Third-Party firm, we see the above happen daily and it cripples the entire process. We know what the market looks like, we know who is looking and who is not, and we know what it is going to take to land these top-tier Candidates. You as the Hiring Manager can only benefit and thrive by implementing some of the above commentary into your daily talent acquisition strategies.
April 11, 2017
By David Peterson, Managing Partner and Director of Plastics and Flexible Packaging
At the end of March, I had the great opportunity to attend and speak at the Plastics News Executive Forum at the Naples Beach Hotel & Golf Club, Naples, Florida. As it was my first time attending, I want to note that Plastics News did a great job coordinating this conference, which offered strategies, presentations, and networking opportunities for leaders of top plastics processing companies.
Aside from the sunshine and beautiful scenery, the Plastics News Executive Forum impressed me from the speakers, to the great conversations about the industry. The theme of the conference this year was “Engage. Inspire. Lead.” and the agenda stayed consistent with that, buzzing with conversation regarding the Plastics workforce, retention, and talent in the industry. For example, Laurie Harbour, President/CEO of Harbour Results Inc., shed a light on the top challenges for Plastics Processors in 2017, sharing that 92% say their top challenge is recruiting, training and retaining employees. Part of the reason for this could be the decrease of Plastics Engineer professionals. This is something that was discussed often throughout the conference, along with the ways companies can contribute to solving that issue. For example, the Best Places to Work Panel gave great ideas for retention, with one being a “bring your parents to work day.”
For me, the conference was especially exciting as I had the honor of presenting! My topic was “How to Attract and Retain a New Generation of Workers” and primarily focused on Millennials and what we can do as companies to bring them into the Plastics Industry and keep them there. Again, this fell in line with most of the buzz at the conference. It was a great experience to speak at this event! Plastics News wrote an article highlighting my presentation here: Solving the Millennial Riddle
The Plastics News Executive Forum was a great event and a great experience this year. I’m looking forward to next year’s event! If you were at the event, what did you enjoy the most?
Managing Partner and Director of Plastics & Flexible Packaging
April 5, 2017
By Sarah Pozek, Director of Life Sciences
As an executive recruiter with a passion for social media, I spend a lot of time curating my personal brand and evaluating that of the candidates and companies in my sphere. Whether it is for your current career, job searching, networking, or simply to be social, chances are you interact with one or more social platforms daily… and the impression you leave makes an impact. CareerBuilder’s annual social media recruitment survey in 2016 showed that 60% of employers use social media sites to research job candidates. From a recruiter’s standpoint, it is closer to 100%. Culture fit is top priority for many of my clients, so when I check out someone’s LinkedIn profile I am looking for any sign that they would be a good (or bad) addition to their team.
This is just one reason why it is essential to effectively manage your personal brand online. It is extremely important to not only monitor it for negativity, but to bring something positive and useful to the table. This will make you more memorable when looking for your next executive level role.
Here are 6 key practices to craft your personal brand:
Know who you are
While companies all have differentiating goals and values they want to showcase and promote online, i.e. athenahealth wants to “unbreak healthcare”, while Medrio brings a rockstar mentality to clinical trials, individuals need to identify how they want to be perceived. Recent data from Glassdoor shows that 79% of jobseekers use social media in their job search. What is your differentiator? Prospective employers, clients, and the rest of your network want to know!
Consistency in the timing of posts, tone, and look of your personal brand is important to gain traction among your followers, friends, and connections. From colors, images, types of language you use, to the content you re-post, it is important to keep a steady perception of your personal brand. While different social media sites are used for different reasons, it can only benefit you to make sure there are similarities in what you are projecting across all of them.
Continuously updating your online presence with new content, job changes, or addition of new accomplishments will help grow engagement with your audience, but interacting with followers and friends is also important to gain feedback and essentially build brand loyalty. Always be receptive to feedback, new ideas, and the opportunity to learn something new from your connections. Also, never hesitate to throw out a “like” or “congratulations!”
Instead of posting standalone text, use photos, videos, infographics, and other types of visuals to capture your network’s attention. A study from Hubspot shows that infographics are “liked” and shared on social media 3 times more than any other type of content, and Facebook posts with images see 2.3 times more engagement than posts without images.
As with a dinner party or networking event, the same conversation etiquette applies to social media – talk of religion, politics or money is frowned upon. It’s a safe bet to keep controversial opinions and posts off your social media sites. Stay away from negative posting, venting or engaging in argumentative conversations online to keep your online brand positive.
In businesses, marketers are always working to build their brand, but also to get relative feedback from customers to analyze, then make improvements. Similarly, your personal brand will benefit from the same concept. Paying attention to what regularly is happening across your social media sites and being responsive will pay off in making your online presence strong and positive.
What strategies are you taking to cultivate your personal brand? We would love to hear from you!
Director of Life Sciences
Direct Recruiters, Inc.
March 29, 2017
Many people think it’s time to change jobs or careers only after a bomb drops on them such as a bad review or in danger of being downsized. Don’t wait until you’re in a desperate situation to make a life changing decision. Instead, take time to assess your career often in order to see where it’s going.
According to the Wall Street Journal (Wednesday February 15, 2017), assessing your job should be done on a quarterly basis and be considered a “Fitness Plan for Your Career.” It’s less daunting than creating a 10 or 20-year career road map and consists of small steps rather than large leaps. The WSJ suggests you:
- Take stock of what’s working well in your career and what’s not
- Ask yourself what you could add or change on your current job to do more of what you want
- Consider learning new skills trying freelance gigs as a way to discover new positions
- Keep a career journal to help you recall details of your skills and accomplishments
- Build your reputation by writing or speaking publicly about new developments in your field
- Expand your network beyond past and present colleagues to include others in your field, industry and region
If after creating the fitness plan, you decide that you definitely want and need a change, don’t be reckless about it. Try to follow these key steps:
- Know what you want. What does the new job or career look like? What doesn’t it look like? Will you be able to leverage your current skills for a successful transition?
- Find out what it takes. In order to transfer into a new role or field, will you need additional training, education or certifications?
- You still have to eat and live. Will this new position pay enough to cover the rent/mortgage and put food on the table? Does it fit with your family life and lifestyle?
- Create a plan. Put together a timeline of what you need to do and by when. You will need a financial plan as well. Don’t try to just wing it without the proper planning.
- Shift your brand. Change your resume, online presence and profile so they make sense to your new target audience that you’re trying to reach. Make sure they “get” you and your aspirations.
- Network. Network. Network. You need to get to know the influencers and successful people in your new field. Ask people you know for introductions to them. Also, find out what associations they are members of. Spend time on LinkedIn, Twitter or their company website to obtain more information and make connections.
Your career is one of the most important assets you will manage in your life. Therefore, you have to give it the proper time and attention it deserves. It’s in your best interest to take stock every quarter to make sure your career is still on track and if it’s still what you want.
March 15, 2017
By Dan Charney, President
A big deal is being made about self-starters these days because it is at the top of a hiring manager’s list. It’s considered one of the key traits that employers are looking for in their employees.
However, in the real world, most people are not self-starters. We don’t always live up to expectations or our own ambitions. But that doesn’t mean we can’t change and become a self-starter. Here a few ways to get fired up:
Go for it and don’t be afraid to fail. The fear of failure can paralyze you and keep you from reaching your goals. Instead, learn from failure and apply what you learned. Self-starters turn setbacks into successes. There’s nothing wrong with taking a few chances. Without risk, there is no reward.
Take responsibility. A self-starter accepts the job at hand and takes responsibility for the decisions and actions they carry out. In addition, they often take on additional duties and responsibilities because they know that if carried out effectively, it can speed up a promotion.
Be reliable. Your boss, the people you work with, and clients should be able to rely on you on a daily basis, especially during peak or urgent periods. Be there on time and be the one they can count on.
Take ownership. Hold yourself accountable for your actions and how well you do your job. Always think of ways to improve how the job gets done. Bring fresh ideas to the table. But backup your actions with commitment and always keep your word.
Finish what you started. Don’t stop working on a task half way through it. Instead, follow through until the very end. Then, follow-up. This shows you care about the task even after it has been completed.
Stay ahead of deadlines. Do your work early. Don’t put it off even if it’s a task you don’t like. Self-starters don’t dillydally. They are diligent and finish a project or task even before the deadline.
Show respect. Treat your bosses and colleagues with respect and help them out whenever possible. Refrain from office gossip and from complaining about the company, your boss, or co-workers. Self-starters stay away from negativity. They focus on the possible.
Be a problem solver. We are all faced with problems in our work and life. Solving those problems and minimizing the occurrence of problems takes courage and good decision-making skills. Self-starters meet problems head on before circumstances force their hand.
Don’t call it work. Self-starters do not feel like they’re in a daily grind. Rather, they focus on the long-term goal or reward that work brings. Those rewards might include a down payment on a house, saving money for a vacation, or simply growing a nest egg.
Overall, a self-starter is able to work effectively without regularly being told what to do. They realize that success requires work. Employers don’t need to micromanage them or worry that their workload won’t get done or meet the deadline.
The best part of being a self-starter is that anyone can learn to become one. You need to replace some of your old habits and adopt the new ones mentioned above. This is the first step in becoming a self-starter instead of a self-stopper.
March 14, 2017
By Norm Volsky, Director of Mobile HIT
As an Executive Search Consultant in the Healthcare IT space, it is my job to be able to identify emerging technology companies that are poised for significant growth. I do research daily and during my discussions with industry thought leaders, I make it a point to ask them what companies in the space they find intriguing and unique. I feel it is my job as a member of this industry to share this knowledge/information with my network so that you could be exposed to these companies too. Below are companies I have had my eye on all year that I met up with in person at HIMSS to learn more about their story and vision.
Envera Health: Managed Services company helping healthcare systems unify their interactions with consumers to improve engagement. They offer providers CRM-enabled call center support that enables a 360-degree view of consumers to allow seamless communications and connectivity for scheduling, care coordination and post discharge communication. Envera has been in business for a little over a year and already has over 125 employees.
Healthfinch: Practice Automation and Pre-Visit planning solution that helps healthcare organizations automate, delegate, and simplify routine busywork so its clinicians can spend more time treating patients. It saves providers, on average, 30 minutes per day. It helps increase staff efficiency at least 4X, resulting in faster turnarounds on patient requests. Average implementation is 3-5 days in athenaClinicals, and approximately 30 in Epic and Allscripts TouchWorks.
Proskriptive: Analytics and Data Science company utilizing vendor agnostic machine learning. Proskriptive can give their hospital customers actionable data using a turnkey solution that helps them reduce length of stay, reduce readmissions and increase coding accuracy, among many other things.
Validic: Health Data Platform that enables access and integration to patient-generated data from mHealth apps, devices and wearables. They have connected to over 400 clinical and consumer-grade health devices. Released Vital Snap solution last year which uses OCR technology from smart phones to digitize data from Glucometers, Blood Pressure meters, Weight scales, heart rate monitors, pulse oximeters, and thermometers.
CareSync: Chronic Disease Management/Care Coordination solution with over 100,000 patients using their solution/service. Their goal is to allow collaboration between every stakeholder in the care continuum and help get the right information to the right care team member at the right time. In helping their patients navigate their way through the Health System, they improve the quality of care and patient experience drastically. CareSync recently launched a new product named Scribe that allows a physician to record a conversation with a patient HIPAA compliantly on his or her Apple Watch. They have 97% customer retention rate which is nearly unheard of.
LifeMed ID: Patient Identification solution at the point of registration. Once a patient is identified accurately, he or she can travel throughout the continuum of care seamlessly. In the current healthcare landscape, identifying and validating patients at the point of check-in is more important than ever. LifeMed reduces fraud and duplicate patient records while at the same time improving collections and patient safety in an area of Healthcare IT that has been largely unaddressed.
Vivify Health: Remote Patient Monitoring Platform helping move the industry toward value-based care. Helping its patients manage their chronic disease, Vivify is one of the leaders in mobile population health management. In 2016, Vivify not only signed UPMC as a customer, but the health system also participated in their recent $17M Series B investment round. Vivify, along with Iron Bow Technologies were awarded a $258M telehealth contract by the VA in 2017.
Jellyfish Health: Patient Experience platform designed to reduce wait times and improve patient satisfaction. Their mobile app allows patients to see available appointments and estimated wait times, then schedule and confirm – all from the convenience of their mobile device. By increasing patient satisfaction, the provider groups are able to keep their patients (on average, practices turn over 25% of their patients per year). The tool helps drive revenue by increasing patient traffic, reducing staff interruptions, streamlining physician schedules, and improving patient throughput. At HIMSS, Jellyfish launched a new product named Bloom that helps customers recruit and enroll patients in health and wellness campaigns.
Propeller Health: FDA-cleared asthma and COPD management vendor that helps patients and physicians better manage chronic respiratory conditions. They make digital products that have therapeutic benefit. Propeller Health won the 2016 Innovation in Remote Healthcare Award at the ATA conference. In late 2016 Propeller also got another FDA clearance for its Smart Inhaler.
Healthloop: “Patient Experience” company in regards to its high-touch, cloud-based, episodic patient engagement platform. The goal was to develop technology that had the ability to deliver empathetic instructions. Healthloop sends educational content to the patient to not only answer any questions that the patient currently has, but more importantly to anticipate questions he or she might have in the future, with instructions in care plans. This empowers the patient and makes him or her confident with what to do for the best outcome. Their solution results in a 35% decrease in complications and 30% reduction in readmissions.
Intelligent InSites: Real-Time Operational Intelligence vendor that focuses on RTLS/RFID, Asset Management, Workflow Management, Environmental Monitoring, Patient Safety and Infection Control. Having both a mobile and desktop platform, Intelligent InSites provides its customers with second to none analytics and dashboards to improve financial and operational efficiency, quality, regulatory compliance and patient satisfaction. InSites helps its hospital customers improve their operating margin, bed occupancy rate, asset utilization rate, patient satisfaction and physician performance while reducing hospital incidents time to service and length of stay. InSites was recently picked to be part of HCA’s Hospital of the Future program in which it picked some of the most cutting edge technology companies in all of HIT to participate.
Saturn Care: CDMP (Chronic Disease Management Program) that enables primary care teams to better engage patients in clinical and behavioral aspects of chronic disease management. CDMP allows the care team to be in control and educate patients properly, specifically geared towards diabetes. Saturn Care boasts 97% patient engagement and 100% doctor satisfaction. In a major NIH-funded randomized controlled study their solution has allowed their patients to decrease their A1C by 1%.
DSHI: Physician-led clinical content and technology with AI driven workflows (50 conditions) for CCM, Post Discharge Follow-up and patient education. They have hospitals and other healthcare organizations, including the VA, who use these to more effectively identify patients at risk where an early intervention can avoid an unnecessary readmission. These workflows can be implemented in a variety of ways, including: direct to the patient in a web app, chatbot, IVR, voice assisted device (Alexa and Google Home), or integrated with CRM or care coordination software that the care team to use in outbound calls. Regardless of the method, key metrics (including readmission risk and disease control score) and valuable data are auto-generated for the provider as well as a care plan and education for the patient.
PreparedHealth: Building a social network that rallies the large spectrum of healthcare providers in and around the home, helping them work together to more-timely identify interventions, manage transitions and communicate upstream.
Phynd: Provider Data Management vendor that is helping its hospital customers improve clinical outcomes and decrease delay in collections. By improving the accuracy of physician data, Phynd helps its customers drive more referrals and minimize compliance risk.
PokitDok: API platform that helps enable other software platforms to gather information easier. This solution allows its customers to do transactions easier and have access to powerful data. PokitDok has built an operating system behind the business of healthcare. Their API’s enable a one-click purchase which could be described as a PayPal for healthcare. PokitDok has forged ahead and built all of this technology upon blockchain technology called DokChain.
Wellsoft: Emergency Department Information System vendor that has won Best in KLAS 6 years in a row. Wellsoft helps its customers optimize efficiency and patient throughput which include Hospital Emergency Departments and freestanding ED’s.
Solera Network: Chronic Disease Management Marketplace that points patients, payers and physicians in the right direction when the treatment options seem endless. Solera helps patient identify the best program for them, enables easy reimbursement and regular reporting to all of the stakeholders. Last month, Solera achieved HITRUST CSF Certification.
SwervePay Health delivers the convenience patients seek in their day-to-day lives by presenting frictionless payments via text with no mobile app to download or username and password to remember. Patients have the ability to pay their co-pay or balances via text before, during or after their appointment. They simply respond to a text message.
Orb Health: Intelligent Care Collaboration platform that has EMR connectivity and workflow tools. Helps Health Systems and PCP practices maximize patient engagement, reimbursement, and value-based care collaboration. Currently managing over 100,000 patients.
SocialWellth: Focused on Prescriptive Digital Health by providing access to over 100,000 apps and helping Providers, Employers and Payers prescribe the appropriate apps to the consumer based on their condition. Helps facilitate communication between consumers and their healthcare sponsors at the point of care. SocialWellth is launching a new intelligent curation and mobile security threat prevention solution to increase consumer confidence.
i2i Pop Health: The 2016 Best in KLAS award winner for Population Health Management. i2i boasts a 99% customer retention rate and a 25% reduction in avoidable inpatient admissions. Helping Providers and Payers manage over $20M lives.
Welldoc: Founded by an endocrinologist, Welldoc has a built a mobile platform to transform the treatment of chronic disease. While specifically focusing on Type 2 Diabetes, they were able to help their patients drop their A1C by an average of 1.9% in two clinical trials by supporting their day to day management of their condition. Welldoc sends patient generated data to their physicians so they can make more informed decisions in a space where there is no uniform care plan for all Type 2 Diabetes patients.
Wellbe offers a cloud-based platform that facilitates connected care between patients and providers across an episode such as a total joint replacement, empowering patients as active participants, and giving providers the ability to efficiently coordinate care. Wellbe Connected Care enables high-performing health systems throughout the U.S. to transform care delivery by improving patients’ experiences, satisfaction, and outcomes while reducing costs. With these smart patient workflows, customers improve results such as LOS, skilled nursing facility utilization, and readmissions.
Pieces Technologies: Predictive Analytics software vendor that helps improve patient outcomes and reduce hospital costs. The founder is a physician who, with his team, built a better solution for case management using its Iris solution and Decision Support.
This was my fifth HIMSS show and I always come back amazed at how passionate and innovative this industry is as a whole. All of the companies above are helping drive change towards value based care and I feel so lucky to be able work in this industry every day.
The next trade show I am planning on attending is ATA in Orlando…if you are interested in having your company highlighted in my next blog, please let me know.
Director of Mobile HIT
Direct Recruiters, Inc.