Aaron Green
About Aaron Green
Aaron Green is a healthcare IT executive with 20+ years of experience across cloud solutions, sales leadership, and business transformation. He has served as ONMD’s Chief Executive Officer and a Director since March 29, 2024, and as President since May 2023; age 52 as of November 7, 2025 . Education: B.Sc. in Biochemistry (University of Victoria), Systems Analyst Diploma (Royal Roads University), and Executive MBA (Wharton) . Company performance signals during his tenure include onboarding four new large strategic partners that nearly doubled the clinical data network and contributed to 15% year-over-year bookings growth early in 2024, with later disclosures citing substantial bookings momentum into 2025 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Optum (UnitedHealth Group) | Vice President, Cloud Solutions | Not disclosed | P&L responsibility for Cloud Solutions lines; accountable for Bookings, Revenue, and EBITDA targets . |
| Change Healthcare | Vice President, Cloud Solutions | Mar 2021–May 2023 | Led cloud solutions for ~2 years within a 6-year tenure at Change Healthcare . |
| Change Healthcare | Various roles | Mar 2017–Mar 2021 | Progressed into VP Cloud Solutions; cumulative ~6 years at company . |
| McKesson | Division Vice President, Sales | 15+ years (dates not disclosed) | Led 50+ executives and staff across US, Canada, and US territories; large-scale sales leadership . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No outside public-company directorships or external board roles disclosed in ONMD proxy materials for Mr. Green . |
Fixed Compensation
| Metric | 2023 | 2024 |
|---|---|---|
| Base Salary ($) | 213,512 | 350,000 |
| Target Bonus ($) | Up to 175,000 (as per employment agreement) | Up to 175,000 (as per employment agreement) |
| Target Bonus (% of Salary) | Derived: ~82% of 2023 salary (175,000 on 213,512) based on agreement; company cites amount not percent | Derived: 50% of salary (175,000 on 350,000); company cites amount not percent |
| Actual Bonus Paid ($) | 106,435 | 0 (no bonuses approved for 2024) |
Notes:
- Employment agreement provides eligibility for an annual cash performance bonus of up to $175,000 upon achievement of performance goals .
- 2024 bonuses were not approved for any NEOs .
Performance Compensation
Annual Cash Bonus Plan (2024)
| Element | Details |
|---|---|
| Metric Framework | Bonuses may be awarded based on qualitative and quantitative performance standards (specific metrics not disclosed) . |
| Target | Up to $175,000 (see Fixed Compensation) . |
| Weighting by Metric | Not disclosed . |
| Payout (2024) | $0; no bonuses approved for 2024 . |
| Clawback | Company adopted a clawback policy in Nov 2024; applies to erroneously awarded incentive compensation for current/former executive officers covering 3 fiscal years prior to a required restatement, and allows clawback for employee misconduct events . |
Long-Term Equity (Time-based RSUs)
| Grant Date | Type | Shares Granted | Vesting Schedule | Grant-Date Fair Value/Reporting |
|---|---|---|---|---|
| Jan 20, 2024 | RSUs | 600,000 | 1/3 vests on first anniversary of vest start date (May 23, 2024); remaining vests in equal monthly installments over 24 months thereafter through May 2026, subject to continuous service . | 2024 “Stock awards” reported for Mr. Green: $258,000 (ASC 718) . |
| Outstanding at 12/31/2024 | RSUs (unvested) | 283,333 | As above; monthly vesting underway post-May 2024 . | Market value at 12/31/2024: $385,333 (based on $1.36 close) . |
Notes:
- No option awards to Mr. Green disclosed for 2023–2024; prior CEO Paul Casey had options at $1.00 strike upon retirement; Green did not .
Multi-Year Compensation Summary
| Year | Salary ($) | Bonus ($) | Stock Awards ($) | Total ($) |
|---|---|---|---|---|
| 2023 | 213,512 | 106,435 | — | 319,947 |
| 2024 | 350,000 | — | 258,000 | 608,000 |
Equity Ownership & Alignment
| As-Of Date | Beneficially Owned Shares (#) | Percent of Class (%) | Notable Components |
|---|---|---|---|
| Oct 31, 2024 | 449,252 | 1.6% | Includes 233,296 shares from Pre-Closing PIPE Notes and 15,956 underlying warrants; see footnote (4) . |
| Oct 23, 2025 | 601,381 | 1.2% | Includes 15,956 PIPE-related warrants and 345,000 shares underlying vested/vesting-within-60-days RSUs . |
| Dec 31, 2024 | Unvested RSUs: 283,333 | — | Market value $385,333 at $1.36 close . |
Additional alignment policies and risk controls:
- Hedging and short-term speculative transactions (including short sales, puts, calls, and cashless collars) are prohibited under ONMD’s Insider Trading Policy; trading during blackout periods requires permission .
- Pledging: The “Hedging and Pledging Transactions” section describes hedging prohibitions; an explicit pledging prohibition is not stated in the cited text .
- Stock ownership guidelines: Not disclosed in the proxy excerpts; committee charters and governance materials are referenced on the company website .
Implications for vest-driven selling pressure:
- RSUs vest monthly through May 2026; as of 12/31/2024, 283,333 RSUs remained unvested, implying a steady cadence of vesting that can create periodic liquidity events for the executive and potential incremental float overhang if sold .
Employment Terms
| Term | Detail |
|---|---|
| Employment Status | At-will; employment agreement executed (initially entered May 7, 2023) . |
| Base Salary | $350,000 (2024) . |
| Target Annual Bonus | Up to $175,000, subject to achievement of performance goals . |
| Severance (non‑CoC) | If terminated without Cause or resigns for Good Reason: after 6–12 months of service → 3 months’ salary; after ≥12 months → 6 months’ salary, subject to execution of a standard release . |
| Change-of-Control | Not disclosed in cited filings . |
| Clawback | Policy adopted in Nov 2024; recovery of erroneously awarded incentive comp for executive officers for 3 fiscal years prior to a restatement; also allows clawback for employee misconduct . |
| Indemnification | Company to enter into standard indemnification agreement with Mr. Green per appointment 8-K . |
| Non-Compete/Non-Solicit | Not disclosed in cited filings . |
Board Service & Governance
- Board Service: Appointed to ONMD’s Board effective March 29, 2024; Class I nominee in 2024 proxy cycle; serves as CEO, President, and Director .
- Chair/Independence: Mr. Green is management (not independent). The Chairman role is held by Dr. Jeffrey Yu (Founder, CMO, VP, Chairman) . All Board committees (Audit, Compensation, Nominating & Corporate Governance) are comprised solely of independent directors .
- Committee Roles: No committee assignments disclosed for Mr. Green; independent-only committee composition implies executives (including CEO) do not serve on committees .
- Attendance: In 2024, the Board held two meetings; no director attended fewer than 75% of Board and committee meetings . In 2023 (post-business combination), Board held one meeting .
Dual-role implications:
- CEO + Director structure is common but raises independence considerations; ONMD mitigates via independent-only committees and separate Chairman (Dr. Yu), with committee charters posted on the company website .
Related Party Transactions (Context for Alignment/Conflicts)
- PIPE Notes and Warrants: Related party investors (including Mr. Green) participated in pre-closing PIPE notes. In June 2025, holders (including Mr. Green) converted ~$1.66M of Pre-Closing PIPE Notes into 1,453,174 shares at $1.14 per share . Footnotes in ownership tables also reflect PIPE-related warrants held by Mr. Green .
Performance & Track Record
- Early tenure outcomes: Company disclosed addition of four new large strategic partners in 2024, nearly doubling the clinical data network and contributing to bookings growth of 15% YoY at that time .
- Momentum: Subsequent 2025 update cited an 815% bookings increase and a 4.5x increase in another key metric, indicating significant commercial traction; these are company-wide metrics during his leadership period .
Investment Implications
- Pay-for-performance alignment: The 2024 pay mix tilted toward equity (time-based RSUs) with no cash bonus payout; the structure keeps more compensation at-risk via vesting rather than annual cash, though lack of disclosed performance metrics for the bonus limits transparency on bonus goal rigor .
- Vesting overhang: Monthly RSU vesting through May 2026 creates a predictable cadence of potential insider liquidity; as of 12/31/2024, 283,333 RSUs remained unvested (market value ~$385k at $1.36), which can contribute to intermittent selling pressure depending on 10b5-1 plans and personal diversification .
- Ownership alignment: Mr. Green’s beneficial ownership stands at 1.2% as of Oct 23, 2025 (including vested/near-term RSUs and PIPE-related warrants), up from 1.6% of a smaller base in 2024; meaningful equity stake and prior PIPE participation suggest alignment, though overall stake remains modest versus total shares outstanding .
- Governance controls: Independent-only committees, hedging prohibitions, and a formal clawback policy adopted in 2024 are positive governance signals; absence of explicit pledging prohibition in the cited text leaves a residual alignment risk if pledging were ever used, though no pledging was disclosed .
- Retention risk: Severance economics are modest (3–6 months base salary depending on service duration), which may limit “golden handcuff” retention but could be shareholder-friendly by capping termination costs; no change-of-control protections were disclosed in the cited materials .
Key near-term watch items: (i) Form 4s for any sales around monthly RSU vest dates, (ii) bonus framework/magnitude for 2025+ once performance metrics are disclosed, (iii) continued bookings conversion to revenue and cash flow as commercialization scales, and (iv) any updates to ownership policies (pledging, ownership guidelines).
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