OpAd provides embedded, fractional recruiting leadership for organizations scaling clinical and provider networks — sized precisely to demand, backed by three decades of talent acquisition leadership across virtual health, traditional healthcare systems, and high-tech.
In virtual health, a clinical network has a desired state: large enough to meet contractual demand, but not so large that Providers are left competing over too few patients — a network too big breeds Provider discontent, a network too small puts the client's network-adequacy obligations at risk. Optimal Adequacy is the term for that desired state.
The same principle holds for the team that builds the network. A recruiting function that's overbuilt carries idle cost between surges; one that's underbuilt misses the network's obligations when demand spikes. OpAd exists to keep your recruiting capacity at that same desired state — exactly enough, exactly on time.
The point at which a clinical network is exactly right-sized — sufficient to meet contractual demand, not so large that Providers go underutilized. OpAd applies that same discipline to the recruiting function that builds and sustains the network.
OpAd draws on three decades of talent acquisition leadership in healthcare, paired with a trusted bench of clinical recruiting consultants who can be deployed the moment your demand requires it. We don't believe in bloated, permanent teams sitting idle between hiring surges — we believe in exactly enough, exactly on time.
Fractional leadership is the anchor. Around it, a defined set of engagement models built for the different ways clinical and provider hiring actually gets urgent.
Contract-based leadership of your clinical or provider recruiting function — covering leadership gaps, new market launches, or network-adequacy pushes. Backed by hands-on experience building, scaling, and leading clinical recruiting functions at organizations like Teladoc, Lyra Health, and OpenLoop, together with decades of enterprise talent acquisition leadership across traditional healthcare and high-tech.
Targeted search support with no fee unless a placement is made — built for a single hard-to-fill role or a defined burst of hiring, without a retainer commitment.
Recruiters who work inside your existing team — remote or onsite — taking direction from your leadership while operating on a flexible contract basis, not a full-time line.
Focused search for senior clinical and product leadership roles, where the cost of a wrong hire — or a slow one — is highest.
A vetted pool of contract clinical recruiters deployed up or down with your demand curve — capacity that flexes without the overhead of permanent headcount.
Helping your internal leadership design an optimally adequate recruiting structure of its own, with the tools and process to sustain it after we step back.
An assessment of your ATS, workflows, and selection process — identifying where speed or quality is being lost, so aggressive hiring goals don't outrun the systems meant to support them. Where it fits, this includes AI-driven recruiting and sourcing tools, evaluated and applied to automate the repetitive work and free your team to focus on judgment calls that shouldn't be automated.
Led by George Ravalico — 32 years in talent acquisition leadership spanning virtual health, traditional healthcare systems, and high-tech. His background includes senior clinical and provider recruiting leadership within virtual health (including Teladoc Health, Lyra Health, and OpenLoop) and two decades leading enterprise talent acquisition at academic medical centers, health systems, and technology employers.
Whether you're facing a leadership gap, a launch, or a surge you can already see coming — we'd welcome the conversation.
Start a conversationPrefer to talk? Call or text (978) 226-8694.