Health-Tech Weekly | November 3, 2026

A short and sweet newsletter on everything you need to know about health-tech, startups, non-clinical careers, and the future of healthcare.

Written by a non-clinical physician.

Something interesting is happening in healthcare right now.

For the past few years, we’ve been talking about how AI might change medicine.

Well, I think we’re entering the next phase.

AI is moving from answering questions to actually doing stuff.

Scheduling appointments. Accessing medical records. Managing clinical trial data. Helping patients navigate care.

And investors are pouring money into companies building this future. We may or may not be in a bubble, but the money keeps pouring in.. for now.

This week, I found four recently funded healthcare startups that collectively raised $165 million.

Some are hiring clinicians. Others are building technologies that could create entirely new career opportunities.

Let’s get into it.

BTW, my team and I are hosting a virtual bootcamp on November 11th, 12th and 13th for clinicians that are ready to start their non clinical journey.

We’re hosting this because we get so many clinicians every day who don’t know where to start but they’re also not ready to commit to the full Fellowship.

So in these 3 days were going to help you DIY.

We only have a few spots left ( were limiting to 200 ) so get your ticket now!

Here is the link!

💰 Health-tech companies that could make you rich

If you’re new to my substack, every week, I pick a few promising health-tech companies.

They’ve usually raised money recently, they’re growing, or they’re building something I think could become incredibly valuable.

Why?

Because one of the most underrated ways to build wealth as a clinician is to join a growing company, develop skills outside traditional clinical practice, and potentially participate in the upside through equity.

Of course not every startup succeeds and equity can become worthless.

But knowing where investors are putting their money is a great way to identify emerging opportunities. And generally companies that are past the Series A stage are slightly more stable than pre Series A companies.

Here are four companies that caught my attention.

1. Setara Biosciences — $90 Million Series A 🧬

What they do: Develop precision medicines for rare genetic diseases.

Funding: $90 million Series A announced October 30, backed by investors including Deerfield Management, Canaan, EcoR1, Regeneron Ventures, and Jazz Pharmaceuticals.

This is an interesting one.

Setara is developing treatments for rare genetic diseases, starting with Charcot-Marie-Tooth disease type 2C.

They’re potentially building a business around one therapeutic mechanism with multiple applications.

Why I’m bullish:

Rare disease drug development can create significant value when a company successfully addresses a condition with limited treatment options.

And if the same therapeutic mechanism works in a larger patient population, the commercial opportunity could expand dramatically.

Of course, this is clinical-stage biotechnology. The drug still needs to demonstrate safety and efficacy in further trials.

Career opportunities:

As the company advances clinical development, relevant functions could include clinical operations, medical affairs, regulatory affairs, and clinical research.

Explore:

https://setarabiosciences.com

Read the funding announcement

2. nPhase — $30 Million Series D 🤖

What they do: Use AI to transform clinical trial data management.

Funding: $30 million Series D announced November 2, led by Viking Global Investors.

Here’s a problem most clinicians never think about.

Clinical trials generate enormous amounts of data.

And before a pharmaceutical company can submit a drug for regulatory review, all that data needs to be cleaned, organized, validated, analyzed, and documented.

It’s an incredibly complicated process.

nPhase is building an AI-native platform to automate more of that work.

The company says its technology can dramatically reduce the time and resources needed to transform raw clinical trial data into regulatory-ready outputs.

Why I’m bullish:

Clinical research is one of the most expensive and operationally complex parts of healthcare.

If AI can shorten development timelines without compromising data quality or regulatory compliance, that’s an enormous opportunity.

And it creates a different kind of career opportunity.

You don’t necessarily need to be a physician or scientist developing drugs.

You could work in clinical data management, trial operations, implementation, regulatory technology, or customer success.

Career opportunities:

This compnay is worth following if you have experience in clinical research, pharmaceutical operations, data management, or regulatory processes.

Explore:

https://www.nphase.ai

Read the $30M funding announcement

3. Blue Arbor Technologies — $10.5 Million Series A 🦾

What they do: Develop technology that could give people with limb loss more natural control over prosthetic devices.

Funding: $10.5 million Series A announced October 28, led by Ottobock.

As someone who has spent years around healthcare professionals, I think this company is particularly interesting for PTs, OTs, and rehabilitation specialists.

Blue Arbor is developing a neuromuscular interface called RESTORE.

The technology is designed to interpret signals from the peripheral nervous system and translate them into movement commands for advanced prosthetics.

Imagine a person with an upper-limb amputation being able to control individual fingers, their wrist, and their elbow with much greater precision.

That’s the vision.

The system is still investigational, and its clinical benefits need further study.

Why I’m bullish:

I think the intersection of rehabilitation, robotics, and neurotechnology is going to create some incredible companies.

These companies need clinicians who understand how patients actually move, function, recover, and adapt.

Engineers can build the technology.

But clinicians help determine whether it solves meaningful problems.

Explore: Search for Blue Arbor Technologies and its RESTORE program.

Read about the funding round

4. Kivo Health — $10 Million Series A 🫁

What they do: AI-powered virtual care for seniors with chronic disease.

Funding: $10 million Series A announced October 27, led by Allumia Ventures, with participation from Corewell Health Ventures, Y Combinator, and others.

This might be my favorite company on the list for clinicians exploring new career opportunities.

Kivo is starting with virtual pulmonary rehabilitation for patients with COPD.

Traditionally, pulmonary rehab requires patients to travel to a clinic or hospital multiple times per week.

For patients with significant respiratory disease, that can be difficult.

Kivo delivers supervised rehabilitation and education remotely, using technology to support access and care delivery.

Why I’m bullish:

There are millions of patients who could benefit from evidence-based rehabilitation but struggle to access it.

And unlike some AI startups that are trying to replace human involvement, Kivo is building technology around a clinical service.

Btw, they’re hiring!

Recent listings include:

• Clinical Exercise Physiologist — Remote: leading virtual pulmonary rehabilitation sessions.

• Patient Engagement Specialist — Remote: supporting patients and engagement workflows.

The clinical exercise physiologist position is still a patient-facing role, not a fully non-clinical transition. The patient engagement role is more relevant for someone exploring the operational side of healthcare.

Explore Kivo Health jobs

Read the funding announcement

🤖 AI is changing healthcare faster than most clinicians realize

1. Your AI assistant can now access your medical records.

On November 2, athenahealth announced a new integration allowing patients to connect their electronic health records directly to Anthropic’s Claude.

Think about that.

Instead of asking an AI generic questions about your health, you can authorize it to access information like your medications, lab results, medical history, and diagnoses.

Then you can ask questions based on your actual health information.

For example:

“Help me understand how my cholesterol has changed over the past three years.”

Or:

“What questions should I ask my doctor about these lab results?”

The integration is initially available to eligible US Claude Pro and Max users with supported athenahealth records. Patients control which information they share and can revoke access.

My take:

I think this is a huge shift.

For years, patient data has been locked inside disconnected healthcare systems.

Now we’re starting to see a future where patients can interact with their own medical information through AI.

That doesn’t mean AI should replace a physician’s judgment.

Accuracy, privacy, and safety still matter enormously.

But I think this could fundamentally change how patients engage with healthcare.

Read the announcement

2. AI agents can now book your doctor appointments.

Zocdoc announced that it’s opening its healthcare scheduling infrastructure to AI agents.

The company is also partnering with an AI assistant called Instinct.

Here’s how this could work.

Instead of searching for a doctor, checking your insurance, comparing availability, and scheduling an appointment yourself, you could eventually ask an AI assistant to handle much of that process.

The agent could find an appropriate provider, verify insurance information, and book an appointment through Zocdoc’s infrastructure.

Why this matters:

We’re moving beyond AI that gives recommendations.

We’re moving toward AI that can complete tasks.

Read the announcement

3. AI is coming for the administrative side of physical therapy.

Physitrack announced an AI-enabled electronic medical record platform for physical therapy practices on November 2.

The company says clinicians will be able to interact conversationally with the system to help manage patient onboarding, scheduling, treatment documentation, billing, insurance reimbursement, and reporting.

More than 700 clinics and nearly 7,000 clinicians have reportedly signed up for early access.

The next generation of healthcare software won’t just store information. It will help get work done.

And for clinicians who spend hours every week documenting care, managing schedules, and navigating administrative tasks, that’s a meaningful change.

💼 Non-clinical career radar: Where I’d focus right now

Here’s what I want clinicians to understand.

The biggest career opportunities created by AI aren’t necessarily going to have “AI” in the job title.

They’re going to emerge in the companies implementing these technologies.

Think about Kivo Health.

Someone needs to manage patient engagement.

Someone needs to optimize clinical workflows.

Someone needs to help healthcare organizations adopt the platform.

Someone needs to manage partnerships with health plans.

And someone needs to make sure the care model actually works.

That’s where clinical experience becomes valuable.

If I were transitioning into health-tech today, I’d pay particular attention to three areas:

1. Clinical Implementation

Helping hospitals, clinics, and healthcare organizations successfully adopt new technologies.

2. Customer Success and Clinical Partnerships

Working with healthcare organizations to ensure products deliver value, improve workflows, and achieve measurable results.

3. Clinical Operations

Designing and managing the systems that allow technology-enabled healthcare companies to scale.

These roles aren’t automatically entry-level. Some require prior business, technical, or operational experience but there are entry level paths like program or project management.

🧠 My take: The future belongs to clinicians who learn how to leverage technology.

When I left clinical medicine, one of the biggest things I had to unlearn was the idea that my value came from my credentials.

For years, that’s how I measured my professional worth. By the letters after my name rather the unique insights, experience and skills that I actually had.

When you enter the world of business and technology, you realize something.

Your value isn’t determined by your professional title. It’s determined by the problems you can solve.

And AI is changing the economics of problem-solving.

A small team can now build products and operate businesses that previously required significantly more people.

A clinical operations leader might eventually manage AI-powered workflows instead of large administrative teams.

A physician might help build a product that improves care for hundreds of thousands of patients instead of treating a few dozen per day.

A physical therapist might help develop technology that expands access to rehabilitation across the country.

I think that’s incredibly exciting.

But here’s the catch.

The clinicians who benefit most from this shift won’t necessarily be the ones with the most letters after their names.

They’ll be the ones who learn how to combine their clinical knowledge with business, technology, communication, and leadership.

And if you’ve been thinking about making a change, my advice is simple.

Start paying attention to where healthcare is going.

Follow these companies.

Learn what they’re building.

Understand the problems they’re trying to solve.

and most importantly, don’t just sit on the side lines. It’s better to get your foot in the door early, build experience and relationship will advance your future career trajectory.

Because I think the next decade is going to create some extraordinary opportunities for healthcare professionals.

- Rami The Founder

“You don’t need to throw your professional degree in the trash to leave patient care.”

”You need a new way of looking at your experience. “

I’ve been there. I left residency thinking I had “no transferable skills.” I thought I was stuck being a doctor forever, or that I’d need an MBA to have any real shot at a new career.

I was wrong.

We grew up with a lot of propaganda about school and degrees. Look around. Plenty of successful people have no degree at all.

For clinical professions, the credential requirement makes sense. Same for lawyers. High liability, high skill. But outside of those titles, it really doesn’t hold up.

In business, corporate and startup worlds, a lot more goes into a hiring manager’s decision. It comes down to four things:

1. Getting noticed. Speaking the language, getting past the filter, landing intros and referrals.

2. Credible experience in your industry. For clinicians, that means having relevant healthcare experience and knowing how it translates and where you bring value.

3. Confidence. Selling yourself in interviews, knowing how to speak about your experience, not sounding like you’re full of crap ( we do A LOT of coaching around this)

4. Being a great hire. Actually excelling at the job and growing.

This week I went through nine live postings, from patient success to client success to program administration. Here’s how to turn what you already do into what these hiring managers are actually asking for.

Role by role

1. Client Success Executive | Altera Digital Health | Remote

Link: https://www.linkedin.com/jobs/view/4481241737/

What it is: You’re the advocate for hospital and practice clients, running strategic reviews, tracking satisfaction (NPS/KLAS), and spotting upsell opportunities. Base is $80-90K plus commission.

Soft requirements: Bachelor’s plus 2-4 years of client-facing experience. This one includes commission tied to sales targets, so be ready to talk about growth, not just service. This is where your transferable experience comes into play.

Your angle: Altera sells EHRs. You’ve used them, cursed at them, and worked around them. That’s credibility no salesperson has and this is the unique that if presented correctly gets your hired.

2. Client Success Manager | TurningPoint Healthcare Solutions | Remote

Link: https://www.linkedin.com/jobs/view/4482850071/

What it is: TurningPoint manages specialty care (musculoskeletal, pain, cardiology, oncology and more) for health plans. You’d own client accounts, prep meetings and reports, and work with clinical, ops and analytics teams.

Soft requirements: Bachelor’s plus 3-5 years in account management, client success or healthcare operations. They describe it as early-career, and they list certifications like CCSM and Lean Six Sigma as nice-to-haves, not requirements.

Your angle: The company is built on clinical expertise. Say you can speak the language of the clinicians on the other side of the table.

3. Practice Support Associate | Finni Health | Remote

Link: https://www.linkedin.com/jobs/view/4482125824/

What it is: Support for therapy practices.

5. Provider Programs Specialist | Corewell Health | On-site, Grand Rapids

Link: https://www.linkedin.com/jobs/view/4480466086/

What it is: This is really a communications role inside the Provider Experience team: messaging, webinars, events and written materials for the provider network.

Requirements: Bachelor’s plus 2 years of related experience, Monday to Friday on-site.

The mistakes I see every week

1. Listing duties, not outcomes. “Responsible for patient care” says nothing. Say what changed because of you.

2. Too much clinical detail. The recruiter doesn’t need your clinical duties. They need to see your skills and experience in a way they understand.

3. Only applying to titles with “clinical” in them. Some of the best roles dont have clinical in the title.

4. Waiting to feel ready. Several of these ask for 2-4 years of “client-facing” work. You’ve done that for years. You just don’t think of patients as “clients”.

5. One resume for every job. Mirror each posting’s words: “book of business,” “escalations,” “adoption,” “retention.” Use languague they use, mirror back what the job entails.

If you’re a clinician thinking about moving into health-tech, life-science or corporate healthcare in the next 3-6 months (book a call with my team at MatchDay Health - we have helped 200+ clinicians make the move successfully!) [sign up here] (2-minute form)!

MatchDay Health helps clinicians land non-clinical roles without starting from zero. Think translating your clinical background into language hiring managers understand, 1:1 personalized guidance and support, and a community of people who’ve already made the jump.

Want a 1:1 chat with me? In 30 minutes, you can ask me anything. I’ll give you my honest feedback. Become a paid founding member subscriber below to book a call.

Postings reviewed October 27, 2026. Roles close fast; check each listing before applying.

Every week I pick a few health-tech startups I think are really promising. They've usually raised money recently and are hiring, so if you've ever wondered "who's actually hiring right now?" start here.

This week's featured companies:

• Baba: Medicare advocacy. Advocates (usually nurses and social workers) fight insurance appeals and book care, with AI doing the follow-through. Raised $40 million Series A led by FirstMark, with CVS Health Ventures and General Catalyst. They say they've reached under 1% of Medicare's ~70M members 🤯

  • Job openings can be found here

• Sunlight AI: software, humans and AI that take over billing and insurance fights so doctors can stay independent. Launched with a $17.4 million seed led by Basis Set Ventures and bought its first practice on day one

  • No public openings yet. Follow them and watch this one

• Abby Care: trains family members to become certified, paid caregivers, with RN care managers overseeing every care plan. Raised $82 million Series C led by Transformation Capital

  • Job openings can be found here

Some bonus companies that also raised money recently:

• Brellium (AI that audits clinical documentation for billing risk) 🧾 → $23M led by Left Lane Capital and First Round (Job openings here)

• Vitalize (AI "air traffic control" for hospital staffing and scheduling) 🏥 → $31M Series A led by Oak HC/FT (Job openings here)

Baba and Abby Care are both built around nurses and social workers doing the human part, and Sunlight AI supports doctors who are drowning in paperwork. Who do you think understands that work best? (hint: it's you)

If you're a clinician thinking about moving into health-tech, life-science or corporate healthcare in the next 3-6 months (book a call with my team at MatchDay Health - we have helped 200+ clinicians make the move successfully!) [sign up here] (2-minute form)!

MatchDay Health helps clinicians land non-clinical roles without starting from zero. Think translating your clinical background into language hiring managers understand, 1:1 personalized guidance and support, and a community of people who've already made the jump.

🤓 Thing's to read if you're a health-tech enthusiast

1. 🏛️ Epic launches Connectors by Fierce Healthcare: Epic's AI agents can now take actions inside outside apps. Read it if you want to know where the integration jobs are going.

2. 📉 Fierce Healthcare Layoff Tracker: the TLDR is that layoffs are happening on both the health system and health-tech side, and some are tied to AI. Useful before you pick a target company.

3. 📰 Healthcare AI News 10/21 by HIStalk: a fast daily digest. Good way to stay current without doomscrolling.

To receive new posts and support my work, consider becoming a free or paid subscriber. Become a Founding Member and get a 1:1 session with me.

🔒 Top Non-Clinical Strategies: How to Get a CEO to Notice You on LinkedIn (And Potentially Refer You for a Job)

Paid subscriber exclusive — The LinkedIn Backdoor Strategy

Here’s something most clinicians don’t realize.

You don’t need to know someone at a company to get an introduction. You need to give someone a reason to want to introduce you.

And one of the most underutilized ways to do this is through LinkedIn.

I run a company myself. I get messages from people interested in working with us.

And I can usually tell pretty quickly who’s genuinely interested in what we’re building versus who’s simply messaging every CEO they can find because they desperately need a job.

There’s a big difference.

The mistake most job seekers make is reaching out only when they need something.

They find a job posting, look up the CEO, and send something like:

“Hi, I saw you’re hiring. I’m a nurse with 10 years of experience. Would love to connect and discuss opportunities.”

There’s nothing inherently wrong with that message.

But imagine receiving dozens of versions of it every week.

You become another person asking for something.

Instead, I want you to become someone that CEO’s recognize, respects, and might actually want on their team.

Here’s how.

Step 1: Identify your dream companies and the people who matter

Start with 5–10 health-tech companies you’d genuinely love to work for.

Not just companies with open jobs.

Companies whose mission, products, leadership, or business model actually interests you.

For each company, identify three people:

• The founder or CEO: Someone who can potentially create opportunities or direct you toward the right person.

• A department leader: Someone running Clinical Operations, Customer Success, Product, or another team relevant to your experience.

• A recruiter or hiring manager: Someone directly involved in filling positions.

Now connect with them on LinkedIn. When you connect with them, send a thoughtful message in the note. “Hey Mark, really loved your last post. Could really relate, as a clinician I love what you’re building”

Read their posts. Research their company. Understand what they’re building, the problems they’re solving, and where they’re growing.

Pro tip: Smaller startups are often great targets for this strategy. Their founders may be more accessible, and they may be directly involved in hiring.

Step 2: Jab, jab, jab — then ask

There’s an old marketing concept called jab, jab, jab, right hook.

The idea is simple.

Give value before asking for something.

I want you to apply that same philosophy to networking.

Before you reach out asking about an opportunity, aim for approximately 10 meaningful interactions with someone over several weeks.

If a great opportunity opens sooner, don’t wait around to hit 10 but at least you have a few meaningful interactions already. And guess what, when 50 other people are messaging them - they will notice you for having engaged when they didn’t have anything.

Here’s what those interactions might look like:

Interaction 1: Follow them and read their recent posts.

Interaction 2: Leave a thoughtful comment about something they’re building.

Interaction 3: Share one of their posts with your own perspective.

Interaction 4: Congratulate them on a funding announcement or product launch.

Interaction 5: Comment on an industry problem they’re discussing, adding something from your clinical experience.

Interaction 6: Ask a thoughtful question about their product or business.

Interaction 7: Share a relevant insight from your work as a clinician.

Interaction 8: Engage with a company announcement and explain why it matters.

Interaction 9: Publish your own LinkedIn post about a problem their company is solving. This one is actually gold.

Interaction 10: Start a natural conversation about something you genuinely find interesting.

In all of these interactions, you’re not asking for a job.

You’re demonstrating curiosity, expertise, and genuine interest.

And most importantly, you’re becoming familiar.

Don’t manufacture ten comments on ten consecutive posts or force interactions that don’t add value. That will have the opposite effect.

The goal isn’t to be the loudest person in someone’s notifications. It’s to become a recognizable, credible person in their professional community and someone who has showed genuine interest in them, their mission and the company.

Step 3: Your comments should demonstrate expertise

Here’s where clinicians have a massive advantage.

You understand healthcare in ways that many technology founders don’t.

You’ve worked directly with patients.

You’ve experienced inefficient workflows.

You’ve seen where healthcare breaks down.

Use that knowledge.

Let’s say you’re a physical therapist interested in a digital musculoskeletal health startup.

The CEO posts about launching an AI-powered physical therapy platform.

Bad comment:

“Great innovation! Love what you’re building!”

Much better comment:

“As a PT, one of the biggest challenges I’ve seen with home exercise programs is patient adherence. The technology is exciting, but I’d be curious how you’re thinking about keeping patients engaged after the first few weeks. That’s where I’ve seen a lot of programs struggle.”

See the difference?

The second comment tells me three things:

1. You understand the clinical problem.

2. You’re thinking critically about the business.

3. You could potentially contribute something valuable to the company.

You just demonstrated your expertise without asking for anything.

LinkedIn’s own research suggests that members who interact with their networks’ posts are nearly three times as likely to receive connection requests and almost five times as likely to receive messages.

That doesn’t guarantee a CEO will notice you.

But it reinforces why meaningful participation is more useful than simply having a profile and applying to jobs.

Step 4: Make sure your LinkedIn profile passes the five-second test

Now imagine the CEO clicks your profile after reading your comment.

What do they see?

“Registered Nurse at XYZ Hospital.”

That’s fine, but it doesn’t tell them why you might be valuable to their company.

Your LinkedIn profile needs to do some selling for you.

Your headline should communicate your experience and the value you bring.

For example:

Instead of:

“Registered Nurse | BSN | 10 Years Experience”

Try:

“10+ Years in Patient Care & Care Coordination | RN | Passionate About Digital Health & Clinical Operations”

Or for a physical therapist:

“MSK Care & Patient Engagement | Physical Therapist |Interested in Digital Health, Clinical Product & Care Delivery Innovation”

The goal is to help people understand how your existing experience translates into the work they do.

Then make sure your About section explains three things:

• What you’ve accomplished in healthcare.

• What problems you’re particularly good at solving.

• What types of healthcare companies or challenges excite you.

Your profile is your digital first impression.

LinkedIn also uses profile information, skills, and professional activity to help recruiters discover candidates.

So the work you put into your profile isn’t just cosmetic.

It can improve how clearly your background matches the opportunities you’re pursuing.

Step 5: Send the message that gets forwarded

Now comes the important part.

You’ve been following the company.

You’ve engaged with its leadership.

You’ve learned about its mission.

You’ve demonstrated some expertise.

It’s time to reach out.

But here’s the trick.

Don’t ask the CEO to get on a call with you. Make it easy for them to forward your message to someone who can help.

CEOs are busy.

A 30-minute networking call is a relatively big ask.

Forwarding a compelling message to their Head of Clinical Operations?

That might take 15 seconds.

Here’s an example:

Subject: Really impressed by what you’re building at [Company]

Hi [Name],

I’ve been following what you’re building at [Company], particularly your work around [specific initiative].

As a [clinical profession] with [X years] of experience, I’ve seen firsthand how significant [problem] is for patients and providers.

It’s one of the reasons your mission resonates with me.

My background is in [relevant experience], where I’ve [specific achievement or measurable outcome].

I noticed you’re growing the team and would love to contribute to what you’re building.

I recently applied to the posting. If there’s someone on your team you think would be worth connecting with, I’d be grateful for the introduction!

Either way, excited to see where you take the company.

[Your Name]

[LinkedIn Profile]

That’s it.

You’re not begging.

You’re not sending a generic résumé.

You’re communicating genuine interest, showing relevant expertise, and making a small, specific request.

And here’s something most people don’t consider.

The CEO doesn’t even need to respond to you for this strategy to work.

They might read your message, think you sound interesting, and forward it to their hiring manager.

You may never know the introduction happened until someone from the company reaches out.

Of course, there’s no guarantee they will.

But you’ve given them something useful and easy to act on.

Step 6: Don’t forget the follow-up

If you don’t hear back, don’t immediately assume they’re uninterested.

Senior leaders receive a lot of messages.

Wait about a week, then send one concise follow-up.

“Hey [Name], wanted to follow up on my note. I saw the recent announcement about [initiative] — really exciting direction!”

That’s it simple as that!

If you looked these tips, tell me what else you woud like me to share!

See you next Friday 🫡
– Rami The Founder

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