OpenLoop

Des Moines

136 Total Employees

Year Founded: 2020

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OpenLoop Compensation & Benefits

Updated on November 02, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about OpenLoop and has not been reviewed or approved by OpenLoop.

How are the compensation & benefits at OpenLoop?

Strengths in flexibility and, for some salaried roles, access to PTO are accompanied by widespread concerns about pay predictability, incentive reliability, and uneven benefits by employment status. Together, these dynamics suggest a package that may suit those prioritizing remote, flexible work but presents risks for clinicians seeking stable earnings and comprehensive traditional benefits.

Key Insight for Candidates

Flexibility-for-predictability tradeoff: OpenLoop’s contractor-style, per-visit compensation tied to patient volume delivers schedule autonomy but often yields unstable income and limited traditional benefits clarity. This makes budgeting and time-off planning difficult and puts extra pressure on consistent patient flow to meet earnings goals.

Evidence in Action

Productivity-Based Contractor Pay — The 1099 independent contractors and per-visit/productivity-based pay model tie clinician earnings directly to patient volume and fluctuating schedules. This drives variable, less predictable income for providers and shifts financial stability toward those able to secure consistent appointments or supplement with other work.
Unpublished Pay Rate Transparency — 'Competitive telehealth pay' is advertised, while the company does not publish standardized pay rates. Employees request written compensation details and face uncertainty about expected earnings, eligibility, and how rates vary by role or visit type.

Positive Themes About OpenLoop

Wellbeing & Lifestyle Benefits: Flexible scheduling and remote telehealth work are highlighted as appealing features, allowing clinicians to pick up shifts and choose working times. Feedback suggests this flexibility supports work-life balance and supplemental income goals for some roles.
Leave & Time Off Breadth: Some internal or salaried employees describe access to PTO and flexible time-off structures. Feedback suggests time off can be reasonable for certain corporate roles, though details vary.

Considerations About OpenLoop

Unfair & Opaque Compensation: Compensation is often described as misaligned with workload and unpredictable, with accounts of low per-visit rates, inconsistent patient volume, and pay that varies with shifting schedules. Feedback suggests instances of missing or disputed compensation and uncertainty around how advertised rates translate into dependable earnings.
Weak & Unreliable Incentives: Productivity-based and per-visit pay structures make earnings heavily dependent on patient volume and appointment completion. Feedback suggests this model leads to volatile take-home pay and difficulty obtaining enough work to meet targets, especially for clinicians.
Exclusive or Unequal Benefits Coverage: Benefits and compensation experiences appear to differ by employment status, with many clinicians engaged as 1099 contractors who may lack traditional employer benefits. Feedback suggests corporate or salaried staff report more conventional perks and PTO, while contractor roles emphasize flexibility over comprehensive coverage.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.