How to Apply to Neura Health

23 min read Last updated April 20, 2026 7 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Neura Health is a US virtual-first neurology clinic headquartered in New York City with a remote-first team, founded in 2020 by Liz Burstein (CEO) and Samir Deshpande and led clinically by Chief Medical Officer Dr. Thomas Berk; the company focuses primarily on migraine and headache disorders while covering sixty-plus neurological conditions across roughly forty US states (verify state coverage on neurahealth.co before interviewing).
  • Neura has raised seed and Series A capital from a notable roster of investors that has publicly included Google Ventures (GV), Pear VC, Kleiner Perkins, Norwest Venture Partners, and Anne Wojcicki, with total disclosed funding generally reported in the range of approximately eighteen to thirty million dollars through 2024; candidates should verify the most current round and total on Crunchbase and in healthtech trade press before interviewing.
  • The clinical product combines video visits with board-certified neurologists and nurse practitioners, asynchronous messaging, a symptom tracker, care coaching, prescription management, and imaging and referral coordination, delivered in-network with payers including Aetna, Blue Cross Blue Shield plans, Cigna, United Healthcare, Oscar Health, and select Medicare Advantage plans, with a self-pay option commonly quoted around two hundred and fifty dollars per visit (verify on neurahealth.co/insurance).
  • The strategic context is the well-documented US neurology access crisis, with AAN workforce projections pointing to a deepening shortage through 2030 and typical in-person neurologist wait times of six to twelve months in many markets; Neura's virtual-first model compresses that to days in the states where it operates and is particularly meaningful for the more than ten million US adults living with chronic migraine.
  • The peer set spans specialty virtual neurology (Cove, academic virtual neurology programs at Cleveland Clinic, Mount Sinai, and Johns Hopkins), broader telehealth (Teladoc, Amwell, MDLIVE, Hims and Hers, Ro), virtual behavioral health (Alma, Headway, Octave, SonderMind, Brightline), and cautionary peer examples (Cerebral and Done on DEA enforcement), with Neura's differentiation anchored in specialty depth and clinical rigor.
  • Neura hires through Greenhouse at neurahealth.co/careers with a standard US digital health interview loop (recruiter screen, hiring manager, functional or technical deep dive, cross-functional panel typically including at least one clinician, and for senior roles an executive conversation), and the company is remote-first across the United States with a New York City headquarters.
  • Indicative US healthtech startup compensation bands in 2025-2026 are approximately $130,000-$170,000 base for mid-level software engineers, $170,000-$220,000 for senior engineers, $215,000-$280,000 for staff engineers, $170,000-$230,000 for senior product managers, $140,000-$190,000 for senior designers, $90,000-$150,000 for clinical operations and healthcare ops roles, $285,000-$400,000 for employed board-certified neurologists (with 1099 contracted models also in use), $120,000-$165,000 for nurse practitioners, and $75,000-$105,000 for care coaches with a nursing background; all bands carry meaningful equity and vary by level, function, and state.
  • Candidates interviewing at Neura in 2025-2026 should expect conversations about DEA telehealth controlled substance prescribing rulemaking, state physician licensure complexity, the CGRP era of migraine care, the post-2022 digital health funding correction, and competitive pressure from general-purpose telehealth entrants (notably Hims and Hers expanding into migraine) to surface directly in interviews.

About Neura Health

Neura Health is a United States digital-first virtual neurology clinic that delivers specialist care for migraine, headache disorders, and a broad range of neurological conditions through telemedicine. The company is headquartered in New York City and operates a remote-first team across the United States, with clinicians licensed state-by-state to deliver care in a growing footprint that, as of 2025-2026, covers approximately forty US states (candidates should verify the current state list at neurahealth.co before interviewing, since each state addition requires individual physician licensure and the map updates regularly). Neura was founded in 2020 by Liz Burstein, a product leader whose prior career included roles at Mindbody and Tinder, and Samir Deshpande, and the company publicly describes its founding story as rooted in personal experience with chronic migraine, which remains an organizing thread in the company's voice, mission, and hiring culture. Medical leadership is anchored by Chief Medical Officer Dr. Thomas Berk, a headache medicine specialist, together with a network of board-certified neurologists and nurse practitioners. Candidates should always verify the current executive team, the current Chief Medical Officer, and the specific clinicians listed on neurahealth.co/about and neurahealth.co/team before an interview, since a company of Neura's size updates its public leadership and clinical staff pages periodically. As an early-to-mid-stage healthtech company, Neura sits in the roughly fifty-to-one-hundred-employee range in 2025-2026, spanning clinical, clinical operations, engineering, product, design, growth, partnerships, and corporate functions; the precise figure moves with hiring cycles, and candidates should confirm the current headcount with the recruiter. Neura has raised seed and Series A capital from a notable roster of investors that has publicly included Google Ventures (GV), Pear VC, Kleiner Perkins, Norwest Venture Partners, and Anne Wojcicki, the co-founder of 23andMe. Cumulative disclosed funding is generally reported in the range of approximately eighteen to thirty million dollars through 2024, with candidates expected to confirm the most current round, total, and valuation on Crunchbase or in healthtech trade press such as Fierce Healthcare, MobiHealthNews, Axios, TechCrunch, or Becker's Hospital Review before interviewing. The clinical product is a virtual-first, longitudinal specialist practice. Patients book telemedicine visits with board-certified neurologists and specialty-trained nurse practitioners, many of whom are certified by the United Council for Neurologic Subspecialties (UCNS) in headache medicine. The company treats sixty-plus neurological conditions, with a primary clinical concentration on migraine, tension-type headache, cluster headache, and other headache disorders, and expanded coverage across epilepsy, multiple sclerosis, Parkinson's disease, stroke follow-up, sleep disorders, concussion and post-traumatic brain injury (TBI) care, vertigo and dizziness, neuropathy, and general neurology consults. Care is built as an ongoing relationship rather than a single visit: clinicians combine synchronous video consultations with asynchronous messaging, a symptom tracking application for headache diaries and trigger pattern identification, a patient portal, integrated prescription management coordinated with primary care physicians and pharmacies, and a care coaching layer staffed by clinicians with a nursing or behavioral health background who help patients operationalize lifestyle, behavioral, and adherence plans. Neura also coordinates imaging, laboratory orders, and specialist referrals when needed, functioning as a concierge-level specialist home for patients whose primary-care clinicians typically lack deep headache medicine expertise. Neura's payer model is mixed. The company is in-network with a range of major US health insurers, including (based on the company's public insurance pages and press coverage) Aetna, several Blue Cross Blue Shield plans, Cigna, United Healthcare, Oscar Health, and certain Medicare Advantage plans, with specific plan eligibility varying by state. It also supports a self-pay cash option that is commonly quoted in the range of roughly two hundred and fifty dollars per visit, with HSA and FSA eligibility. Candidates should verify the current in-network list and cash-pay pricing at neurahealth.co/insurance before an interview, since payer contracts and pricing evolve quarterly. The strategic context for Neura's work is the well-documented US neurology access crisis. The American Academy of Neurology (AAN) has publicly projected a deepening neurologist workforce shortage through 2030, driven by a growing aging population, rising prevalence of migraine and dementia, and static or declining neurologist training output. Typical US wait times to see a neurologist in person range from six to twelve months in many markets, while primary care clinicians, who are the default touchpoint for most patients with recurring headaches, frequently have limited structured training in headache medicine. Neura's virtual-first model is a structural response to that mismatch, compressing time-to-specialist from months to days in the states where it operates. Chronic migraine alone affects an estimated more than ten million adults in the United States according to figures published by the National Institute of Neurological Disorders and Stroke (NINDS) and the American Migraine Foundation, and the condition disproportionately affects women and has historically been under-diagnosed and under-treated in underserved communities. The peer set that candidates should understand spans several overlapping markets. In specialist virtual neurology and headache care, adjacent players include Cove (a direct-to-consumer headache-focused company that has faced commercial and regulatory pressure through 2024) and a growing set of academic and health-system virtual-first neurology programs at institutions such as Cleveland Clinic, Mount Sinai, and Johns Hopkins. In broader virtual specialty and telehealth, peers include Teladoc Health, Amwell, MDLIVE (owned by Cigna's Evernorth), Hims and Hers (which has expanded into migraine), and Ro. In virtual mental and behavioral health, adjacent platforms include Alma, Headway, Octave, SonderMind, and Brightline (pediatric behavioral health), alongside cautionary examples such as Cerebral and Done, both of which faced Drug Enforcement Administration (DEA) scrutiny between 2022 and 2024 over controlled substance prescribing practices and are frequently invoked in healthtech interviews as reference points for regulatory risk. In specialized neurology technology more broadly, companies such as Ceribell (point-of-care electroencephalography) and Cognito Therapeutics (digital therapeutics for neurological disease) operate in overlapping but distinct categories. Candidates who can articulate Neura's position relative to these peers (specialty depth and clinical rigor as its durable advantage, versus generalist telehealth breadth or consumer-brand marketing) tend to hold more substantive strategy conversations with interviewers. The 2024-2025 regulatory and market context is directly relevant to the company's operating environment. The DEA's post-pandemic rulemaking on telehealth controlled substance prescribing has been extended multiple times, with the proposed DEA special registration for telemedicine and related flexibilities still in flux, which materially affects how virtual neurology practices can prescribe Schedule III-V migraine medications in some patient populations. State physician licensing complexity remains a structural constraint: each state requires individual licensure for each clinician, which makes multi-state expansion an operational and compliance exercise rather than a purely clinical one. The migraine pharmacological landscape has expanded considerably with the arrival of calcitonin gene-related peptide (CGRP) inhibitors (including Aimovig, Ajovy, Emgality, and Vyepti) and oral CGRP antagonists such as Nurtec ODT, Ubrelvy, and Qulipta, and ongoing research into the potential effects of GLP-1 drugs and other metabolic therapies on migraine is a recurring topic in the field. At the same time, the broader digital health funding market experienced a significant correction between 2022 and 2024, with growth-stage telehealth valuations tightening materially, which shapes how companies of Neura's size approach capital efficiency, growth pace, and talent planning. Candidates interviewing at Neura in 2025-2026 should expect all of these threads (DEA rules, state licensure, payer contracting, the CGRP era of migraine care, and the post-correction digital health funding environment) to surface in conversations about product direction, clinical strategy, and business model.

Application Process

  1. 1
    Start at neurahealth

    Start at neurahealth.co/careers, which Neura's company registry and public navigation both point to as the canonical source of open roles; the careers page is powered by Greenhouse, so the listings you see are the same set that is actively in the applicant tracking system, and third-party aggregators such as Indeed, LinkedIn, Built In NYC, and Rock Health's jobs board occasionally lag, duplicate, or misrepresent posting status.

  2. 2
    Apply directly through the Greenhouse-hosted neurahealth

    Apply directly through the Greenhouse-hosted neurahealth.co/careers posting rather than via LinkedIn Easy Apply or aggregator redirects whenever possible; direct Greenhouse applications land cleanly in the requisition with accurate source attribution, which Neura recruiters use to sort and follow up, and they avoid the data-mapping issues that Easy Apply introduces for fields like US work authorization, state of residence, clinical licensure, and compensation expectations.

  3. 3
    Identify the career track you are applying to before writing anything, because t

    Identify the career track you are applying to before writing anything, because the Neura hiring loop varies meaningfully by function: Clinical (board-certified Neurologists, Nurse Practitioners, Medical Assistants, Care Coaches, Medical Director), Clinical Operations (scheduling and patient access, credentialing, revenue cycle management, clinical quality), Software Engineering (full-stack, infrastructure, data), Product Management (patient-facing and clinician-facing tools), Design and UX, Growth and Marketing (SEO, paid, content, lifecycle, advocacy partnerships), Partnerships (payer contracting, employer benefits, primary care referrals), Patient Support, and corporate functions such as Finance, People, Legal, and Compliance.

  4. 4
    Prepare a single, clean PDF resume in US English, plus a short tailored cover le

    Prepare a single, clean PDF resume in US English, plus a short tailored cover letter or summary paragraph that names the specific role and the specific problem you want to help solve at Neura (for example, scaling multi-state clinical operations, improving the patient portal experience for first-time migraine patients, or building clinician-facing tools that reduce documentation burden); Neura is a mission-driven company and recruiters read for candidates who clearly understand the product and the patient.

  5. 5
    For clinical roles, be prepared for the additional credentialing layer: board ce

    For clinical roles, be prepared for the additional credentialing layer: board certification (ABPN for neurologists, ANCC or AANP for nurse practitioners), current state licenses with flexibility to add additional states through Neura's multi-state licensure support, DEA registration where applicable, malpractice history disclosure, UCNS headache medicine certification where applicable, and clear alignment with telemedicine best practices; clinical screens will also assess bedside manner on video and comfort with asynchronous patient messaging, since those are core to the Neura care model.

  6. 6
    Expect a standard US digital health interview loop for most non-clinical roles:

    Expect a standard US digital health interview loop for most non-clinical roles: a recruiter screen on Zoom or phone (roughly thirty minutes), a hiring manager conversation (forty-five to sixty minutes), a functional deep dive or take-home exercise (for engineering, product, design, data, and growth roles), a cross-functional panel with three to five colleagues including at least one clinical or clinical-adjacent partner, and, for senior roles, a conversation with the CEO, CMO, or another member of the executive team; plan for the full loop to run two to four weeks on a healthy cadence.

  7. 7
    For software engineering, data, and infrastructure roles, expect a practical cod

    For software engineering, data, and infrastructure roles, expect a practical coding or system-design screen that emphasizes building reliable, HIPAA-compliant patient-facing systems rather than algorithmic puzzles; be ready to discuss how you would design and secure a telemedicine video integration, a patient-facing mobile experience, a provider-facing charting workflow, or an integration with an external electronic health record (EHR), pharmacy, or payer system, and how you think about audit logging, access controls, protected health information (PHI) handling, and incident response.

  8. 8
    For product, design, and growth roles, expect a portfolio walkthrough or a writt

    For product, design, and growth roles, expect a portfolio walkthrough or a written exercise grounded in Neura's actual domain: how you would improve onboarding for a first-time migraine patient who has been dismissed by prior clinicians, how you would design a symptom tracking flow that patients actually maintain between visits, how you would measure the impact of a clinician-facing tool on time-to-documentation, or how you would grow qualified patient volume in a new state within regulatory and advocacy-partnership constraints.

  9. 9
    Expect honest conversations about US work authorization, sponsorship, and, for c

    Expect honest conversations about US work authorization, sponsorship, and, for clinical roles, licensure and credentialing; Neura has historically sponsored H-1B visas on a case-by-case basis for specialized engineering and data roles, while clinical roles require appropriate US medical licensure (US medical training or ECFMG certification for neurologists, and US-qualified nursing credentials for nurse practitioners) and state-specific licenses that Neura's operations team helps expand. Confirm sponsorship, licensure support, and state of residence expectations with the recruiter early.

  10. 10
    Plan for reference checks at offer stage and, for clinical and PHI-adjacent role

    Plan for reference checks at offer stage and, for clinical and PHI-adjacent roles, a background check consistent with Health Insurance Portability and Accountability Act (HIPAA) and state medical board requirements, including verification of licenses, DEA registration where applicable, and sanctions-list checks (National Practitioner Data Bank, OIG exclusions list, state Medicaid sanctions); non-clinical roles that touch PHI or payment data should expect standard US healthtech background verification.

Resume Tips for Neura Health

recommended

Open your resume with a short professional summary that names the role family yo

Open your resume with a short professional summary that names the role family you are targeting (for example, Board-Certified Neurologist focused on headache medicine, Senior Full-Stack Engineer on patient-facing systems, Product Manager for clinician tools, Care Coach with chronic condition experience, or Partnerships Lead for payer contracting) and signals clear awareness that Neura Health is a virtual-first neurology clinic focused on migraine and neurological care rather than a generalist telehealth platform; recruiters screen hard for candidates who understand the clinical specialty and the patient.

recommended

Mirror language directly from the Neura job description into your resume because

Mirror language directly from the Neura job description into your resume because Greenhouse ranks by keyword match; include the relevant clinical terms (neurology, headache medicine, migraine, cluster headache, UCNS, board-certified, telemedicine, multi-state licensure), regulatory terms (HIPAA, HITECH, DEA, state medical board, payer contracting, credentialing, revenue cycle), technical terms (React, TypeScript, Node.js, Python, Go, PostgreSQL, AWS, HIPAA-compliant infrastructure, Twilio, Zoom for Healthcare), and role-specific terms (experimentation, patient engagement, clinical operations, care coordination) that match the posting.

recommended

For clinical candidates (neurologists, nurse practitioners, medical assistants,

For clinical candidates (neurologists, nurse practitioners, medical assistants, care coaches), lead with board certification, sub-specialty credentials (especially UCNS headache medicine certification), years of post-residency experience, states currently licensed, DEA status, EHR familiarity (Athenahealth, Epic, Cerner, eClinicalWorks, or modern cloud-native systems such as Elation or Canvas), telemedicine experience, and specific expertise in migraine, cluster headache, epilepsy, multiple sclerosis, movement disorders, concussion, sleep, or general neurology; Neura's clinical team is specialty-weighted and credential-specific experience is directly evaluated.

recommended

For software engineering, infrastructure, and security roles, show concrete evid

For software engineering, infrastructure, and security roles, show concrete evidence of building and operating HIPAA-compliant systems: technical controls you implemented (audit logging, encryption at rest and in transit, least-privilege access, PHI minimization), compliance frameworks you have worked under (HIPAA, HITECH, SOC 2 Type 2, HITRUST), incident response experience, integrations with healthcare-grade video (Twilio Video, Zoom for Healthcare, Doxy.me, or custom WebRTC), EHR or practice-management integrations, and any work on pharmacy (Surescripts, DoseSpot) or insurance eligibility and claims systems.

recommended

For data, analytics, and machine learning roles, quantify work on clinical opera

For data, analytics, and machine learning roles, quantify work on clinical operations analytics, patient engagement, adherence modeling, clinical documentation assistance, and population-health style reporting; surface areas owned, experimentation discipline, and any experience with clinical data models (FHIR, HL7, OMOP), electronic patient-reported outcome (ePRO) pipelines, or validated patient questionnaires (PHQ-9, MIDAS, HIT-6) are directly relevant to the Neura domain.

recommended

For product and design roles, name the verticals and user archetypes you have wo

For product and design roles, name the verticals and user archetypes you have worked with; Neura's users span chronic migraine patients (often women, often navigating years of under-treatment), patients with complex neurological diagnoses, family caregivers, and clinician users (neurologists, nurse practitioners, care coaches), and candidates who have worked on chronic condition management, women's health, mental health, or specialty pharmacy products should explicitly call out those adjacencies and the sensitivity required to design for people in active medical distress.

recommended

For growth, marketing, SEO, content, and lifecycle roles, lead with patient acqu

For growth, marketing, SEO, content, and lifecycle roles, lead with patient acquisition outcomes relevant to condition-led healthcare: search performance on chronic condition queries, content programs built with clinical review workflows, partnerships with advocacy organizations (American Migraine Foundation, Clusterbusters, Miles for Migraine, National Headache Foundation), lifecycle funnels that respect patient sensitivity, and paid-channel efficiency in regulated healthcare categories where ad platforms impose stricter creative and targeting rules.

recommended

For partnerships, sales, and clinical operations roles, quantify work with US he

For partnerships, sales, and clinical operations roles, quantify work with US health plans, self-insured employers, and primary-care networks: payer contracts negotiated, in-network effective dates shipped, revenue cycle outcomes (first-pass claim rate, denial rate, days in accounts receivable), credentialing throughput, and experience with value-based or direct-to-employer contracting; candidates with prior experience at payer-facing healthtech, PBMs, self-insured employers, or large medical groups are directly relevant.

recommended

Use a clean, single-column, ATS-friendly resume in US English with clear section

Use a clean, single-column, ATS-friendly resume in US English with clear section headings (Summary, Experience, Skills, Education, Licenses and Certifications where clinical), no images, tables, or graphic icons, and a file size under 2 MB; Greenhouse generally parses well, but two-column layouts, text boxes, and embedded graphics consistently break parsing across ATS platforms and push otherwise strong candidates down the stack.

recommended

Keep the resume to one page for candidates with fewer than roughly ten years of

Keep the resume to one page for candidates with fewer than roughly ten years of experience and to two pages for senior, staff, and clinical candidates whose licensure and publication lists are load-bearing; do not pad with unrelated content, and do not include a generic objective statement. Neura recruiters read quickly for concrete alignment with a specific function, a specific patient population, and a specific kind of problem, and a focused, honest two-page resume consistently outperforms a padded three-page resume.

ATS System: Greenhouse

Neura Health uses Greenhouse as its applicant tracking system, embedded directly into the neurahealth.co/careers experience. Greenhouse is one of the most widely used ATS platforms in the US technology and healthtech market and is particularly common among venture-backed digital health companies of Neura's stage and investor base. Greenhouse parses uploaded PDF resumes into a structured candidate profile, supports custom screening questions per requisition (US work authorization, state of residence, clinical licensure and board certification, DEA status where applicable, compensation expectations, and EEO data), and integrates with LinkedIn and with the candidate's own Greenhouse profile across multiple employers. For applicants, this means your first screen is driven by how cleanly your resume parses and how closely your language mirrors the job advert. Neura recruiters use Greenhouse's pipeline stages, scorecards, and structured interview kits to compare candidates, which means that specific, role-mirrored resumes and thoughtful answers to custom screening questions carry disproportionate weight. Treat neurahealth.co/careers as the single canonical source of truth for Neura vacancies; disregard aggregators that repost stale or misattributed listings.

  • Apply directly through neurahealth.co/careers rather than through LinkedIn Easy Apply or third-party aggregators; direct Greenhouse applications land cleanly in the Neura requisition with accurate source attribution, which matters for recruiter sorting and follow-up cadence.
  • Upload a single, clean PDF resume in US English under 2 MB with simple section headings (Summary, Experience, Skills, Education, and Licenses and Certifications for clinical roles) so that Greenhouse parses it correctly; avoid two-column layouts, text boxes, embedded images, and graphic icons because these commonly break parsing and push otherwise strong candidates down the stack.
  • Use the exact keywords that appear in the Neura job description, including clinical terms (neurology, headache medicine, migraine, UCNS, board-certified, telemedicine, multi-state licensure), regulatory terms (HIPAA, HITECH, DEA), technical terms (React, TypeScript, Node.js, Python, PostgreSQL, AWS, HIPAA-compliant infrastructure, Twilio), and role-specific terms that match the posting; Greenhouse ranks candidates by keyword match before a human reviews.
  • Answer every custom screening question fully and specifically; Neura recruiters use Greenhouse screening questions to filter for US work authorization, sponsorship needs, state of residence, clinical licensure and board certification, DEA status where relevant, compensation expectations, and domain experience, and blank or dismissive answers are routinely used to screen candidates out before resume review.
  • Write a tailored cover letter or note addressed to the specific role and the specific patient population or problem you would help Neura address; generic cover letters are visible immediately to recruiters who see hundreds per requisition, and a genuine connection to migraine care, chronic condition management, or neurology is a meaningful positive signal for a mission-driven company.
  • Maintain a single Greenhouse candidate profile and keep it current as you apply to multiple Neura roles over time; Greenhouse surfaces your full application history to the recruiter, and a clean, consistent profile reads better than a scatter of partial profiles created for individual roles.
  • Monitor your email, including spam and promotions folders, for messages from Greenhouse notifications and from @neurahealth.co addresses; automated Greenhouse notifications are easy to miss, and missing a first-stage invitation or a scheduling link can cost you a slot in an interview panel that is already filling up.
  • Keep your LinkedIn profile consistent with your resume because Neura recruiters routinely cross-reference the two; conflicting titles, dates, scope, or licensure between LinkedIn and the Greenhouse resume upload raise flags in a regulated industry, while aligned profiles make it easier for the recruiter to advocate for you internally.

Complete Greenhouse Resume Guide →

Interview Culture

Interviewing at Neura Health is shaped by three intersecting cultures: US digital health, New York-headquartered venture-backed startup, and mission-driven specialty clinical practice.

Candidates who approach a Neura loop with the rhythm they would use for a venture-backed healthtech company with serious clinical stakes (for example, Alma, Headway, Included Health, Brightline, Hims and Hers on its clinical side, or Ro) tend to find the process recognizable and fair. The tone is warm, direct, and noticeably mission-forward: interviewers at Neura, clinical and non-clinical alike, frequently have personal or family experience with migraine or chronic neurological conditions, and they tend to respond strongly to candidates who understand that the user is a person in active medical distress who has often been dismissed by the healthcare system for years. Recruiter screens at Neura focus on the basics and on fit: your background, what you are looking for, compensation expectations, remote location and state of residence, US work authorization and sponsorship, timeline, and a first read on why this specific company and this specific role. Strong candidates treat the recruiter screen as an opportunity to demonstrate that they have actually used or examined neurahealth.co, that they understand the product is a specialty virtual clinic rather than a generalist telehealth service, and that they can articulate why Neura's migraine-and-neurology focus matters to them. Weak candidates treat it as a throwaway stage and are screened out. Hiring manager and functional rounds vary by track. Clinical loops for neurologists and nurse practitioners combine a conversation with the medical director or CMO, a peer clinician interview, a structured case discussion (often a complex migraine or cluster headache case), a conversation about documentation style, bedside manner on video, and asynchronous messaging judgment, and a conversation with clinical operations on practice workflow. Expect direct questions about prescribing philosophy, CGRP experience, triptan and preventive medication management, comfort with behavioral interventions and care coaching integration, and awareness of the DEA controlled-substance prescribing landscape. Non-clinical candidates who will work adjacent to patients (product, design, clinical operations, support) typically meet at least one clinician in the loop, which reflects Neura's explicit commitment to integrating clinical voice into product and operations decisions. Engineering candidates can expect a technical screen that emphasizes practical, HIPAA-aware problem-solving rather than contest-style algorithmic puzzles, with particular attention to how you think about building reliable, secure, patient-facing systems in a regulated environment. Senior engineering candidates should be prepared to discuss design trade-offs around PHI handling, audit logging, access controls, video integrations, EHR and pharmacy interoperability, and incident response. Data and analytics candidates should expect structured conversations about clinical operations analytics, patient adherence and engagement, and experimentation in a healthcare context where clinical safety and regulatory constraints shape what can be tested and how. Product, design, and growth candidates typically work through an exercise or portfolio review that engages directly with Neura's domain (onboarding a chronic migraine patient, redesigning the symptom tracker, reducing clinician documentation burden, or growing qualified patient volume in a new state). Partnerships, sales, clinical operations, and revenue cycle loops focus on how you would work with US health plans, self-insured employers, primary-care networks, and advocacy organizations. Expect discovery-style questions about prior book or territory ownership, contracting cycles, credentialing throughput, and familiarity with payer-side decision processes; Neura's commercial engine is a mix of in-network payer contracting, self-pay, and, in some segments, direct-to-employer, and commercial candidates need to hold all three frames coherently. Across all tracks, Neura interviewers tend to probe three softer dimensions carefully. First, mission-fit and seriousness about patients: candidates who treat migraine or neurological disease as a set of abstract clinical conditions without acknowledging the lived experience of chronic pain and years of dismissal do not progress. Second, collaboration across clinical and non-clinical functions: Neura is small enough that product, engineering, clinical, operations, and commercial have to work in tight coordination, and candidates who present as lone brilliance without evidence of cross-functional trust do not progress either. Third, regulatory seriousness: interviewers value candidates who can articulate, honestly, the DEA and state-licensure landscape, the HIPAA and HITECH obligations that shape technical and operational design, and the reputational risks illustrated by peer cautionary cases such as Cerebral and Done without treating those as distant abstractions. Compensation and offer conversations at Neura are typically direct and grounded in US healthtech startup benchmarks for a seed-to-Series-A company. The company is private and does not offer public-market RSU liquidity, so equity grants are typically explained as early-stage stock options whose value depends on eventual private-company outcomes. Candidates should expect transparent discussions about base, bonus where applicable, equity, remote or hybrid expectations, state-of-residence constraints tied to clinical or tax requirements, and benefits.

What Neura Health Looks For

  • Genuine familiarity with Neura Health's actual product and patient: a virtual-first specialty neurology clinic whose primary concentration is migraine and headache disorders, delivering longitudinal care through video visits, asynchronous messaging, a symptom tracker, and a care coaching layer, serving patients who have frequently waited months or years for specialist attention.
  • Professional depth in a discipline Neura actually needs: board-certified neurology and nurse-practitioner clinical work with headache medicine emphasis, care coaching with behavioral health or nursing backgrounds, HIPAA-compliant software engineering on React, TypeScript, Node.js, Python, Go, PostgreSQL, and AWS, product management for patient-facing and clinician-facing tools, design with strong sensitivity to chronic-condition users, clinical operations, credentialing and revenue cycle management, partnerships and payer contracting, and patient-first marketing and SEO.
  • A working grasp of the US neurology access crisis and the chronic migraine experience, since those are Neura's reason to exist; candidates who can speak to AAN workforce projections, typical neurologist wait times, the under-treatment of migraine especially in women and underserved communities, and the CGRP-era pharmacological landscape (Aimovig, Ajovy, Emgality, Vyepti, Nurtec ODT, Ubrelvy, Qulipta) tend to interview unusually well.
  • Evidence of cross-functional collaboration between clinical and non-clinical teams; Neura is small enough that engineers sit next to clinicians and product managers attend clinical retrospectives, and hiring managers screen for candidates who have shipped real outcomes alongside clinical partners rather than treating clinicians as downstream stakeholders.
  • A credible point of view on regulatory and compliance constraints; HIPAA and HITECH for PHI, DEA rulemaking on telehealth controlled substance prescribing, state physician licensure, Stark and anti-kickback considerations for partnership structures, and the reputational caution signaled by peer enforcement actions against Cerebral and Done between 2022 and 2024 are foundational context for Neura's strategic conversations.
  • For clinical candidates, explicit comfort with telemedicine as a primary care modality, board certification and ideally UCNS headache medicine certification, willingness to expand multi-state licensure with Neura's support, and a bedside manner that translates to a video and asynchronous messaging environment where patients are often in active pain during interactions.
  • For engineering and data candidates, a bias toward pragmatic craft in a regulated environment: HIPAA-aware architecture, audit logging discipline, least-privilege access, thoughtful video and EHR integrations, and a willingness to work on unglamorous but load-bearing surfaces (intake, documentation, billing, payer eligibility) rather than exclusively on greenfield features.
  • For product, design, and growth candidates, user empathy grounded in the realities of chronic migraine patients and specialty clinicians; first-time migraine patients, patients previously dismissed by clinicians, family caregivers, and clinicians drowning in documentation are core user archetypes, and candidates who can name those archetypes and design for them stand out.
  • For partnerships, sales, clinical operations, and revenue-cycle candidates, credibility with US payers, self-insured employers, and primary-care networks; prior experience with payer contracting, credentialing at scale, HCPCS and CPT coding discipline, denial management, and value-based or direct-to-employer structures is directly valuable at Neura's stage.
  • A long-term orientation and real commitment to the mission; Neura is a venture-backed startup in a volatile digital health funding environment, and candidates who present as committed to building durable specialty care for patients who need it, rather than looking for a short resume entry or a quick liquidity event, tend to progress further.

Frequently Asked Questions

Who runs Neura Health and how should candidates think about leadership?
Neura Health was founded in 2020 by Liz Burstein, who serves as Chief Executive Officer and whose prior career included product leadership roles at Mindbody and Tinder, and Samir Deshpande, her co-founder. Clinical leadership is anchored by Chief Medical Officer Dr. Thomas Berk, a headache medicine specialist, together with a broader network of board-certified neurologists and nurse practitioners, many of whom hold UCNS certification in headache medicine. Liz Burstein has publicly spoken about her personal experience with migraine as part of the company's founding story, and that experience continues to shape the company's voice and hiring culture. Candidates should always verify the current executive team, the current Chief Medical Officer, and the clinicians listed on neurahealth.co/about and neurahealth.co/team before their interview, since small healthtech companies update public leadership pages periodically and specific titles such as Chief Operating Officer, Chief Technology Officer, and Chief Financial Officer can rotate.
Does Neura Health sponsor work visas, and how does licensure work for clinicians?
For non-clinical roles, Neura has historically sponsored H-1B visas on a case-by-case basis for specialized engineering, data, and product roles, while hiring the large majority of non-clinical staff with existing US work authorization. For clinical roles, neurologists must hold US-recognized medical credentials (either US medical training or ECFMG certification followed by US residency), appropriate board certification through the American Board of Psychiatry and Neurology (ABPN), and active state licenses; nurse practitioners must hold US-qualified nursing credentials and certification through ANCC or AANP. Neura's operations team supports multi-state licensure expansion for clinicians who are ready to add states, which is a structural requirement for scaling a virtual specialty practice. Candidates should raise sponsorship, licensure, and state-of-residence questions with the recruiter at the first opportunity.
Is the workforce remote, hybrid, or in-office, and how important is New York presence?
Neura Health is a remote-first company with a New York City headquarters. The large majority of engineering, product, design, clinical, and operations roles are posted as remote within the United States, with clinical roles additionally constrained by state licensure requirements (clinicians must be licensed in each state where they treat patients, and often must reside in a state where Neura can support tax and payroll compliance). Some executive roles or roles that require regular in-person executive presence may carry a stronger preference for the New York City metro area, but the default operating model is remote. The specific expectation is typically stated in the job description and clarified by the recruiter early. For candidates already in New York, the city remains the densest node of Neura's executive and investor network, but relocation to New York is generally not required.
What does the technology stack look like for engineering candidates?
Based on public Neura postings and on typical choices for a US digital health company at this stage, the product is built with a modern web and mobile stack commonly including React and TypeScript on the frontend, a backend in some combination of Node.js, Python, and potentially Go, PostgreSQL as the primary operational database, and AWS as the cloud platform, with HIPAA-compliant infrastructure patterns (isolated accounts, encrypted storage, audit logging, least-privilege access, and SOC 2 Type 2 controls). Telemedicine video is typically delivered through a healthcare-grade integration such as Twilio Video or Zoom for Healthcare, and integrations with pharmacy (Surescripts or DoseSpot), payer eligibility, and clinical documentation systems are part of the surface area. Stacks evolve; candidates should confirm the current technology landscape with the hiring manager during their interview and avoid assuming any specific framework or vendor is dominant based only on an older job post.
What is compensation like at Neura Health in 2025-2026?
Neura compensates at typical US healthtech startup bands for a seed-to-Series-A venture-backed company with a New York City headquarters and a national remote footprint. Broad reference ranges that align with public salary data for comparable roles are approximately $130,000 to $170,000 base for mid-level software engineers, $170,000 to $220,000 for senior engineers, $215,000 to $280,000 for staff engineers, $170,000 to $230,000 for senior product managers, $140,000 to $190,000 for senior designers, $140,000 to $200,000 base plus variable for senior partnerships and sales roles, $90,000 to $150,000 for clinical operations and healthcare operations roles, $285,000 to $400,000 base for employed board-certified neurologists (with RVU or volume-based bonuses, and 1099 contracted models also in use), $120,000 to $165,000 for nurse practitioners, and $75,000 to $105,000 for care coaches with a nursing or behavioral health background. Because Neura is privately held, equity grants are early-stage stock options rather than publicly tradable stock, and candidates should evaluate equity in that light.
How does Neura Health make money, and how does the payer model work?
Neura's primary revenue model is in-network reimbursement from commercial and Medicare Advantage payers, supplemented by a self-pay cash option. The company is in-network with a range of major US health insurers including Aetna, several Blue Cross Blue Shield plans, Cigna, United Healthcare, Oscar Health, and selected Medicare Advantage plans, with eligibility varying by state. For patients whose plans are out of network or who prefer cash pay, the company has historically offered a self-pay option commonly quoted around two hundred and fifty dollars per visit, with HSA and FSA eligibility. Payer contracts, state footprints, and cash-pay pricing evolve, so candidates should always verify the current list at neurahealth.co/insurance. The business implications are that Neura's commercial engine combines payer contracting and credentialing (adding plans and states) with revenue cycle management (submitting clean claims, minimizing denials, and managing accounts receivable), which is directly relevant to any interview in partnerships, sales, clinical operations, or finance.
How should candidates think about the DEA telehealth controlled substance rules?
Following the expiration of pandemic-era emergency flexibilities, the DEA has been engaged in an extended rulemaking process on how telemedicine providers can prescribe controlled substances. The agency has extended existing flexibilities multiple times while it develops a proposed special registration for telemedicine, and the final rules remain in flux as of early 2026. For a virtual neurology practice such as Neura, this matters because certain migraine, epilepsy, and sleep medications are Schedule III through V controlled substances, and the rules for prescribing those medications through telemedicine (including whether an in-person visit is required, how often, and under what circumstances) directly affect clinical workflows, patient access, and compliance processes. Candidates should expect this topic to surface in clinical, product, operations, and partnerships interviews and should read the current DEA announcements and healthtech trade coverage before the interview rather than relying on a general impression. Peer enforcement actions against Cerebral and Done between 2022 and 2024 are the most cited cautionary examples in the sector.
How does Neura Health compare to peers like Cove, Hims and Hers, Teladoc, and academic virtual neurology programs?
Neura is distinctive in pairing specialty depth in neurology and headache medicine with a longitudinal, insurance-first virtual practice model. Cove has historically been a direct-to-consumer, cash-pay-centric migraine brand and has faced commercial and regulatory pressure through 2024. Hims and Hers is a broad consumer telehealth brand that has expanded into migraine among many other categories, and its strength is consumer marketing and breadth rather than specialty clinical depth. Teladoc Health, Amwell, and MDLIVE are large, generalist telemedicine platforms oriented around episodic urgent care and broad primary care rather than longitudinal specialty practice. Academic and health-system virtual neurology programs at Cleveland Clinic, Mount Sinai, and Johns Hopkins operate with very different economic and operational constraints. Candidates who can articulate where Neura's specialty depth, longitudinal care model, and insurance-first posture are strategic advantages and where a focused peer has a structural edge tend to interview particularly well in product, strategy, partnerships, and growth roles.
What are the honest downsides candidates should weigh before taking a role at Neura?
Neura is an early-to-mid-stage startup. That means a smaller team with fewer internal specialties than a large healthtech peer, no public-market RSU liquidity until an exit, and equity value tied to eventual private-company outcomes in a digital health funding environment that corrected materially between 2022 and 2024. The business is exposed to DEA rulemaking on telehealth controlled substance prescribing, to state medical board and licensure complexity that constrains multi-state expansion pace, to payer contracting cycles that take quarters rather than weeks, and to competitive pressure from both specialty peers and generalist entrants expanding into migraine (notably Hims and Hers). The sector has also produced cautionary examples such as Cerebral and Done, and candidates should expect their interviewers to take regulatory seriousness very literally as a result. Candidates who weigh those tradeoffs honestly and still find the mission compelling tend to thrive; candidates who ignore them tend to be disappointed within the first year.
How should candidates think about the mission and personal fit at Neura?
Neura Health is explicitly mission-driven. The company was founded against the backdrop of the US neurology access crisis and the under-treatment of chronic migraine, and its CEO Liz Burstein has publicly spoken about her personal experience with migraine. Many of the company's clinicians, operators, engineers, designers, and care coaches are at Neura because of a personal or family experience with migraine, chronic pain, or a complex neurological condition. Candidates do not need a personal migraine history to succeed at Neura, but they do need to take the patient experience seriously: long diagnostic odysseys, years of being dismissed by primary care clinicians, complex medication regimens, disability at work and at home, and the specific gendered under-treatment of migraine in US medicine. Interviewers across functions read strongly for candidates who can engage that human reality with respect and without cynicism, and who can hold it simultaneously with the regulatory, clinical, and commercial constraints that shape what Neura can actually build and deliver.
What languages and cultural experience are valued beyond English?
English is required for all Neura roles, clinical and non-clinical, since clinical documentation, patient-facing interfaces, and internal collaboration are English-first. Spanish is a meaningful plus for clinical, care-coaching, patient-support, marketing, and partnerships roles, because migraine disproportionately affects women and is increasingly recognized as under-diagnosed in LatinX and other underserved US communities, and bilingual Spanish clinicians and support staff directly expand the populations Neura can serve well. Other language skills can be relevant depending on the specific role and patient population. For clinicians, cultural competency around gendered under-treatment of pain, disability accommodation, and the experience of chronic invisible illness is a substantive differentiator in clinical screens. Candidates should name relevant language skills and community experience explicitly on their resume.

Open Positions

Neura Health currently has 7 open positions.

Check Your Resume Before Applying → View 7 open positions at Neura Health

Related Resources

Similar Companies

Related Articles

Sources

  1. Neura Health - Home —
  2. Neura Health - About —
  3. Neura Health - Careers —
  4. Neura Health - Insurance and Pricing —
  5. Neura Health - Conditions Treated —
  6. Neura Health, Inc. - Crunchbase Company Profile and Funding —
  7. Fierce Healthcare - Coverage of Digital Neurology and Virtual Specialty Care —
  8. MobiHealthNews - Digital Health Funding and Virtual Care Coverage —
  9. TechCrunch - Digital Health Startup Coverage —
  10. Axios - Digital Health and Healthtech Coverage —
  11. Becker's Hospital Review - Telehealth and Digital Neurology Coverage —
  12. American Academy of Neurology (AAN) - Workforce and Policy Resources —
  13. American Migraine Foundation - Patient Resources and Prevalence Data —
  14. National Institute of Neurological Disorders and Stroke (NINDS) - Migraine Information Page —
  15. Greenhouse Applicant Tracking System - Product Overview —
  16. Glassdoor - Neura Health Company Reviews —