Hi there,

Welcome to Issue #126!

⬇️ This weeks highlights! ⬇️

Thanks for being here. Let’s keep building the future of health — together.  

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As we step into 2026, I want to pause and reflect on what we’ve built together—and express my deepest gratitude for this community. In Women’s Health has grown into something truly special because of you: your curiosity, your engagement, your willingness to share, learn, and support one another.

In Women’s Health exists for one reason: to make careers in women’s health clearer, more connected, and more navigable—through education, insight, and community.

Over the past year, we’ve continued to expand what this community offers. We’ve explored timely topics shaping women’s health, highlighted inspiring leaders and organizations, shared resources to support career growth, and created space for honest conversations about the challenges and opportunities in this field. Each interaction, read, and response has helped shape the direction of this work and reinforced why this mission matters so much.

What follows isn’t just a recap of numbers. It’s a snapshot of what happens when a community compounds—when learning turns into momentum, and connection turns into opportunity.

Here’s what we accomplished together in 2025.

What started as a simple idea—to curate thoughtful, trustworthy insight on careers in women’s health—has quietly become shared infrastructure for the field.

You didn’t just subscribe. You opened, forwarded, replied, sent roles, and trusted this space to surface signal over noise. That engagement shaped what the newsletter became: a consistent, reliable resource professionals return to week after week.

Because of that trust, we were able to publish with depth and intention—spotlighting overlooked roles, sharing timely career insights, and curating opportunities that often never make it to public job boards.

In 2025, that collective effort resulted in:

At this point, the IWH newsletter could fill Red Rocks Amphitheatre—a reminder that what we’re building isn’t niche. It’s necessary.

This isn’t a newsletter people skim. It’s one they rely on.

In 2025, professionals didn’t come to In Women’s Health just to consume information—they came to make informed, confident moves.

Across live events, cohort-based programs, and deep-dive discussions, members used education as a tool for clarity: to understand how the women’s health ecosystem actually works, to pressure-test career ideas, and to make intentional pivots into new roles and sectors. Sessions routinely tackled topics like reimbursement and policy, non-linear career paths, transitioning from adjacent industries, evaluating startups, and navigating leadership in a still-emerging field.

What made the programming work wasn’t volume—it was application. Expert practitioners shared what actually works. Members asked candid questions. And learning was grounded in real decisions people were actively making.

That collective engagement resulted in:

The Women’s Health Mini-MBA became a cornerstone learning experience, serving 134 students across four cohorts and featuring 17 expert guest speakers across investing, policy, startups, and care delivery. With 58 five-star testimonials and a 4.75/5 recommendation score, participants consistently cited increased confidence, clearer career direction, and tangible professional outcomes.

The Career Mastermind supported 70 professionals across four cohorts, helping members move from ambiguity to execution—whether that meant landing new roles, repositioning their experience, or committing to a focused career strategy. With 18 five-star testimonials and an 8.4/10 recommendation score, participants described the experience as both grounding and catalytic.

These weren’t passive classes. They were inflection points.

Most professional communities are content-heavy and connection-light. In 2025, this one worked differently.

Across our two communities, members didn’t just read posts—they showed up for one another. Career questions often received thoughtful responses within minutes. Roles were frequently shared before they were ever posted publicly. Conversations moved naturally from Slack threads to introductions, coffees, and interviews.

What emerged was a living network where opportunity travels through trust—not algorithms.

Together, members built:

And the connection didn’t stop online.

Community members gathered at in-person meetups and sponsored events including:

These weren’t transactional networking moments—they were continuation points. Proof that when people connect with shared context and intention, momentum follows.

In 2025, the conversations inside this community began traveling far beyond it.

Much of that growth came directly from members resharing posts that reflected their own experiences—career transitions, Mini-MBA insights, moments of clarity, and honest reflections on building in women’s health. What resonated most wasn’t polish; it was relevance.

On LinkedIn, the community grew by 5,151 new followers, a 178% year-over-year increase, generating 110,909 impressions and 15,440 page views. Posts tied to the Women’s Health Mini-MBA consistently performed best, reinforcing how hungry professionals are for structured insight and real-world context.

On Instagram, we averaged 6.6K views per post in Q4 and welcomed 185 new followers in 2025—a 30.7% increase in the final quarter alone. Notably, 30% of views came from non-followers, meaning the ideas shared here are regularly reaching new audiences.

This isn’t about follower counts.
It’s about the field paying attention—and recognizing where meaningful conversations are happening.

None of this happened by accident—and none of it happened without you.

In Women’s Health has been entirely bootstrapped from the very beginning. It wasn’t built by a large organization, a marketing budget, or a polished growth playbook. It was built through trust—by people who believed there should be a better way to navigate careers in women’s health and were willing to help shape it together.

Every conversation, shared role, thoughtful question, and honest exchange contributed to what this community has become. What you see in this recap isn’t just growth—it’s proof of collective care, curiosity, and a shared commitment to learning and progress.

To our guest speakers, collaborators, and partners: thank you for showing up with such generosity. You didn’t just lend your expertise—you helped set the standard for what this space could be. Your insights, openness, and belief in this mission are a big reason this community is trusted and respected across the women’s health ecosystem.

And to our members, readers, students, and event attendees—this platform exists because you participate. You read closely. You ask better questions. You share opportunities. You bring nuance to conversations that deserve more depth and care. Simply by being here, you help move the field forward.

As we head into 2026, we’re carrying forward the momentum we built together—deepening what works, expanding where it matters, and continuing to build a space where careers grow alongside clarity, confidence, and connection.

What we’re building only works if you’re part of it—and we’re just getting started.

As we look ahead to 2026, many people aren’t just thinking about working harder—they’re questioning whether the way they’re working still makes sense.

After years of constant change, burnout has quietly become a decision-making problem. It clouds judgment. It narrows ambition. And it convinces capable, driven people to stay in roles or paths that no longer fit—not because they lack options, but because they lack clarity.

That’s exactly the gap the Career Mastermind is designed to address.

Before resumes, applications, or interview prep, we start with something more foundational: rebuilding clarity, alignment, and confidence in how you make decisions about your career. Because careers don’t stall from a lack of effort—they stall when people feel disconnected from what they actually want, what they’re great at, and what they’re no longer willing to accept.

The Career Mastermind is designed to interrupt that cycle.

Over four focused weeks, participants are guided to:

Many people join thinking they need a stronger resume. What they often discover is something more powerful: clarity about their direction, confidence in their story, and a sharper sense of how they want to show up in their career.

To preserve the depth and quality of the experience, we keep each Career Mastermind cohort intentionally small. This allows for individualized feedback, real-time guidance, and thoughtful discussion that simply isn’t possible at scale. As of now, only 4 seats remain in the upcoming cohort.

If you’re heading into 2026 knowing something needs to change—but wanting to move forward with intention rather than urgency—the next Career Mastermind cohort begins January 20th.

This is an opportunity to pause early in the year, get honest about what’s no longer working, and build what’s next with clarity and confidence—before another year slips by on autopilot.

📆 Upcoming In Women’s Health Events

This is a question we’ve been getting again and again from the IWH community—so we’re opening up an upcoming 51& event to IWH members.

How Does Money Actually Move Policy? is a practical conversation with Ariel Gonzalez that breaks down what really happens between donations, influence, legislation, and outcomes—beyond headlines and soundbites. Ariel Gonzalez leads the healthcare practice at Vogel Group, has been named one of The Hill’s Top Lobbyists multiple times, and has advised organizations including AARP and March of Dimes on how money, influence, and strategy shape federal health policy.

For those working in women’s health, policy often feels opaque: you’re told it matters, you’re asked to engage, but the mechanics are rarely explained in a clear, grounded way. This session is designed to change that.

We’re excited to make this accessible to the IWH community, given how central policy literacy has become to building, funding, and advancing women’s health work.

International:

Lead ML Engineer (Europe-based/Remote), Sword Health, Europe.

Staff ML Engineer (Europe-based/Remote), Sword Health, Europe.

Performance Creative Manager, Flo Health (Menstruation, Series B), Vilnius, Lithuania.

Senior Android Engineer, Sword Health, Porto, Portugal.

Senior QA Release Manager, Flo Health (Menstruation, Series B), Vilnius, Lithuania.

Creative Strategist - Performance Marketing, Flo Health (Menstruation, Series B), Vilnius, Lithuania.

Privacy Counsel (12 month Maternity Cover), Flo Health (Menstruation, Series B), London, UK.

Senior/ Research Associate 2, Natera (Lab Testing, Public), San Carlos, CA, $68,100—$102,100.

Senior Growth Marketing Manager- Awareness Paid Media, Midi (Menopause, Seed), Remote.

Manager, Pathology Support, Natera (Lab Testing, Public), United States · Remote.

Manager, Revenue Cycle Management, Babylist (Parenting, Series C), United States, $111,012 - $133,215.

Manager, International Accounting, Hims & Hers (Digital Health, Public), United States · Remote, $140K – $160K.

Staff Accountant, SEC & Policy, Hims & Hers (Digital Health, Public), United States · Remote, $80K – $90K.

Software Engineering Manager, Registry, Babylist (Parenting, Series C), United States · Canada, $204,263 - $245,099.

People Operations Generalist, Babylist (Parenting, Series C), Columbus, OH, $83,000 - $99,600.

Administrative Business Partner, Natera (Lab Testing, Public), San Carlos, CA, $33—$35/hr.

Contract Billing Specialist, Midi (Menopause, Seed), Remote, $23 - $25/hr.

Senior Director, Design & Research, Babylist (Parenting, Series C), United States · Canada, $261,450 - $313,740.

Director of Call Center Operations, Diana Health, Remote.

Shopper Marketing Manager, Bobbie (Parenthood, Series C), Washington, DC· Remote, $152K - $179K.

Principal AI/ML Platform Engineer, Natera (Lab Testing, Public), United States · Remote, $174,400—$218,000.

Principal AI Software Engineer, Enterprise AI Platform, Natera (Lab Testing, Public), United States · Remote, $174,400—$218,000.

Software Engineer III, Babylist (Parenting, Series C), United States · Canada, $156,040 - $187,248.

Senior Software Engineer, Site Reliability, Babylist (Parenting, Series C), United States · Canada, $186,818 - $224,183.

SOX IT Analyst, Hims & Hers (Digital Health, Public), United States · Remote, $75K – $90K.

Jr. Developer (R&D, Formulations), Hims & Hers (Digital Health, Public), Gilbert, AZ.

Senior Software Engineer, MarTech, Curology, United States, $150K – $170K.

Organic Social Media Specialist, Gaia (Fertility, Series A), New York, NY · Remote, $105K – $115K.

TN- Patient Representative (Full-Time), Diana Health, Smyrna, TN.

TN- Sonographer (Full-time), Diana Health, Crossville, TN.

TX- Clinical Director and Physical Therapist - North Dallas, Origin (Speciality Care, Series A), Plano, TX.

TX- Physical Therapist - Northwest Austin, Origin (Speciality Care, Series A), Austin, TX.

TX- Physical Therapist - South Austin, Origin (Speciality Care, Series A), Austin, TX.

CA- Physical Therapist - Glendale, Origin (Speciality Care, Series A), Glendale, CA, $80K-$120K.

CA- Physical Therapist- Brentwood, Origin (Speciality Care, Series A), Los Angeles, CA.

CA- Physical Therapist - West Hollywood, Origin (Speciality Care, Series A), Los Angeles, CA, $80K-$120K.

CA- Sr. Translational Medical Scientist, Natera (Lab Testing, Public), San Carlos, CA, $125K—$150K.

CA- Physical Therapist - San Francisco, Origin (Speciality Care, Series A), San Francisco, CA.

REMOTE Nurse Practitioner - Florida (FL) License, Midi (Menopause, Seed), Remote, $50-$55/hr.

Note: This newsletter is for informational purposes only. For any legal questions or issues, please consult outside legal counsel. Any opinions expressed in this newsletter are solely my own and do not necessarily reflect those of my employer. I cannot guarantee the credibility of the sources or job listings I share. It's advisable to do your own research before engaging with them.

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