Omada Health is proud to be Certified™ by Great Place To Work® for the 3rd year in a row. The prestigious award is based entirely on what current employees say about their experience working at Omada. This year, 86% of employees said it’s a great place To Work – 29% higher than the average U.S. company. Great Place To Work® is the global authority on workplace culture, employee experience, and the leadership behaviors proven to deliver market-leading revenue, employee retention and increased innovation. Read more about our award here: https://www.greatplacetowork.com/certified-company/7022924
Members don’t feel accountable to a prescription or an app; they feel accountable to people. That’s why Omada’s care model is, and will remain, human‑led. We use AI to help our care teams scale tailored support, so members get guidance between visits - not just at them. Our research shows Omada’s GLP-1 care track is associated with better outcomes than what is typically seen in real world evidence without structured lifestyle support. Learn more about how our GLP-1 offerings meet members where they’re at for care at scale: https://lnkd.in/dk8DSZR5
Are GLP-1s changing women’s health? In our latest Proof Points for hashtag#WomensHealthMonth, Crystal Onwu, PharmD, RPh explores the evolution of women’s cardiometabolic risk over time, and how GLP-1s might be changing the trajectory. Read this article to learn: → The role of body composition vs. BMI vs. body shape → How cardiometabolic health changes over a woman’s lifespan → Why maintaining muscle mass is key to reducing disease risk Check it out here 👇
High cholesterol rarely shows up alone. It often occurs alongside obesity, hypertension, and diabetes—quietly stacking cardiovascular risk over years. By adding Omada for Cholesterol to our integrated platform, we’re addressing high cholesterol as part of the same cardiometabolic system as weight, blood pressure, and diabetes. Members get between‑visit support that helps implement daily lifestyle changes to actively manage high cholesterol alongside other risks. Learn more: https://lnkd.in/dxV4X4M3
😵💫 The GLP-1 market is getting more complex for employers and members alike with multiple injectables, multiple orals, fragmented access, and rapidly shifting benefit designs. Employers don’t need another point solution; they need help navigating. Omada meets that need with a spectrum of GLP‑1 services—companion lifestyle care, prescribing, and flexible benefit pathways, so organizations can provide support and meet their members where they’re at, without rebuilding their strategy every quarter. Learn more: https://lnkd.in/dk8DSZR5
In trial data, nearly 40% of weight loss from GLP-1 patients came from lean mass. That’s almost half! Why should individuals and organizations care? Our latest whitepaper breaks down how loss of lean mass can undermine long-term GLP-1 weight loss outcomes. Read it now. https://lnkd.in/g7huaUes
In this member + coach spotlight, see how Omada’s health coaches help people take real‑life obstacles and turn them into small, confident steps—checking blood pressure, taking a short walk, choosing a nutritious meal—that add up over time for better health. We call this compassionate intelligence: human care teams supported by AI, working together to help deliver tangible outcomes across key metrics. Learn more: https://lnkd.in/d6qDdGwb
Our nutrition experience, powered by OmadaSpark built on Amazon SageMaker AI, is trained on clinical protocols, peer‑reviewed literature, and specialty guidelines so members get safe, context-aware education informed by their conditions and goals in real time with meaningful interactions.So when members need help at the moment - standing in their kitchen or looking at a menu, they’re not alone: OmadaSpark can help them navigate emotional eating and make choices that align with the care plan built with their care team. Learn more about how we built the experience with AWS AI and AI at Meta: https://lnkd.in/di4uSZr6
GLP‑1 Flex Care gives employers a way to offer their workforce access to anti‑obesity medications—even when traditional coverage isn’t financially feasible. Through established cash‑pay channels, members who independently obtain their prescriptions can access Omada’s wraparound care: from prescription to lifestyle counseling to ongoing clinical oversight, all the way through safe discontinuation. GLP-1 Flex Care will be available to employers later in 2026. Want to learn more about our new offering? https://lnkd.in/eDx3Wj6R
We're proud to share $OMDA's Q1 2026 results as proof that growth and durability can compound together, even in our most cost-intensive quarter: 📈 Revenue up 42% YoY to $78M 👥 Total Members surpassed 1M for the first time, up 51% YoY 📉 GAAP net loss narrowed to $3M (vs. $9M in Q1 2025) 💫 Positive adjusted EBITDA, even in our historically highest-cost quarter Click in to see how we’re delivering on our four growth levers - these proof points reinforce that Omada is becoming part of the connective tissue between how employers buy, how members engage, and how outcomes are delivered across the digital cardiometabolic landscape. Full Q1 2026 release with GAAP to non-GAAP reconciliation: https://lnkd.in/dF7wPJJB
