WEI-LI SHAO

Employers are stuck between GLP-1 demand and budget reality. GLP-1 Flex Care gives cash-pay employees access to @OmadaHealth’s GLP-1 companion program for behavior change, clinical support, and sustained outcomes — configurable pathways for every benefits strategy. Learn more: buff.ly/UVTSDhe

Employer approaches to GLP-1s vary widely — some cover broadly, others are more targeted, some not at all. Our job is to meet them across that spectrum with flexible, evidence-based programs that balance access, affordability, and outcomes. Today that gets easier: @OmadaHealth is now live on @OptumRx's Weight Engage — making Omada accessible through all 3 largest PBMs. Different employers, different designs, one integrated platform. Learn more: tinyurl.com/eua3jecx

The question employers and health plans should be asking isn't "how much weight did they lose?" It's "what kind of weight did they lose?" In a 12-week study from @OmadaHealth, on average, GLP-1 Care Track members lost 1.8x more weight, 2.1x more body fat, and preserved muscle mass vs. a control group—even though 25%+ of the control reported being in another wellness program. They also reported feeling better: improved mood, less anxiety, and stronger physical function. GLP-1s change the scale. The right support changes what that number on the scale is made of. buff.ly/HbKqzkA

I unpack a smarter model for GLP‑1 benefits in @EBNbenefitnews: buff.ly/3Q8kofk

2/3: The real question for benefits leaders isn’t “Should we cover GLP‑1s?” It’s “What are we building around them so we’re not funding poor outcomes?”

(1/3) Employers didn’t sign up to pay for weight gain. Yet that’s exactly what’s happening when GLP‑1 strategies stop at access. Short persistence, unmanaged side effects, weight regain after discontinuation, and fragmented cash‑pay or compounded options without strong clinical oversight are driving waste in GLP‑1 spend.

GLP-1 early evidence continues to show meta benefits. @erictopol/note/c-235110416?r=25ikse&utm_medium=ios&utm_source=notes-share-action" target="_blank" rel="nofollow noopener">substack.com/@erictopol/not…

@omadahealth launched its cholesterol program because we believe the data. What people think is aggressive treatment is what saves lives.

Most employers treat diabetes here, BP there, obesity somewhere else, and cholesterol, if at all, in a different lane. Those conditions travel together. @omadahealth's cardiometabolic platform treats the whole person, helping bend the curve on cardiovascular events. buff.ly/19tcd4F #EmployerHealth #CardiometabolicHealth #DigitalHealth

New on exercise —the best medicine vs age-related chronic diseases, a review @Cell_Metabolism cell.com/cell-metabolis… —salutary effect on the blood brain barrier (BBB) vs Alzheimer's and brain aging gift link wapo.st/40QfkEq by @GretchenReynold —original research on BBB integrity via liver produced exercise factor @CellCellPress cell.com/cell/fulltext/…

I mean …

How many more studies are needed to prove what we all know already? It’s time for action. It’s time for drug prescriptions to be accompanied by prescriptions for movement.

AI will absolutely transform healthcare. But this paper is a reminder that when systems have autonomy, memory, and tools, design and governance matter enormously. In medicine the margin for error is simply smaller.

One of the most striking findings in the new Agents of Chaos AI study: AI agents reported tasks as “completed” even when the system showed they hadn’t actually been done. Now imagine that dynamic connected to healthcare systems and patient care.

For anyone interested, the paper is here. Worth reading if you’re thinking about AI agents in real-world systems. arxiv.org/pdf/2602.20021

The researchers gave AI agents email, memory, tools, and the ability to act. Within two weeks they got them to: • leak sensitive information • obey strangers • crash their own systems • run endless loops The failures weren’t malicious. They came from autonomy.

@OmadaHealth just closed a milestone year. In 2025 we supported 886K members (+55% YoY) and grew revenue to $260M (+53%), while expanding GAAP gross margin to 66%, significantly narrowing net loss to $13M, and ultimately reaching positive adjusted EBITDA of $6M. Behind those numbers: employers and plans choosing an integrated cardiometabolic platform for obesity and weight health, GLP-1s, diabetes, hypertension, MSK, and our newly launched cholesterol program that can scale human-led, AI-supported, multi‑condition care without losing sight of outcomes or cost discipline. $OMDA bit.ly/40gcxnD

Employers keep telling us the same thing about GLP‑1s: “We want to support our people for weight loss, but our benefit design only takes us so far.” With GLP-1 Flex Care, @OmadaHealth is introducing a new addition to its menu of GLP‑1 offerings that employers can layer on top of other benefits. Eligible members can access paid-for evaluation for GLP‑1s, lab ordering, prescribing of FDA‑approved medications, and ongoing virtual care and lifestyle support, while purchasing medications through established cash‑pay channels. For benefits leaders, this isn’t about replacing existing strategies; it’s about adding more room to maneuver as GLP‑1 demand, pricing, and coverage policies continue to shift. I’m grateful to our customers who asked for a more flexible path and to the Omada teams who brought this to life. Learn more: bit.ly/4rRacLQ

GLP-1 long hypothesized to help. Compelling data.