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MDisrupt Opens up ‘Expert Gig Economy’ for Science and Health Industry Professionals |



SAN JOSE, Calif., June 16, 2020 /PRNewswire/ — MDisrupt, the first-of-its-kind medical diligence company helping health-tech startups demonstrate viability and bring health products to market faster and more responsibly, is launching an on-demand health industry expert platform to connect a wide range of highly specialized medical and scientific professionals with emerging health-tech companies that will most benefit from their expertise.

“We founded MDisrupt one year ago and have come to learn a lot about the health-tech industry’s unmet needs in that time,” said founder and CEO Ruby Gadelrab. “Our initial pitch was to investors to guide them toward safer bets in the health-tech space, but the true market turned out to be health-tech companies that needed faster, easier access to health industry experts. In addition, we had an overwhelming response from health industry professionals interested in being connected to health-tech companies that would benefit from their skills and knowledge. We knew then that we needed to build a two-sided health industry marketplace to connect companies with experts in the MDisrupt platform.”

MDisrupt’s extensive network of 58 consultant subject matter experts span the health care continuum, and includes M.D.s, pathologists, laboratory scientists, health economists, regulatory and market access experts, behavioral scientists, epidemiologists, commercialization strategists and more. With an average of 10 years’ experience in their respective disciplines, many of MDisrupt’s consultants are still practicing and current in their respective fields and areas of expertise.

“MDisrupt has been instrumental in adding medical affairs, market access and commercial strategists to our leadership team to help us develop our evidence-based health-tech products and access the right channels in the right ways,” said Prescient Medicine CEO and Medical Director Dr. Keri J. Donaldson.

MDisrupt has also been working with several international health-tech companies looking to establish a presence in the United States.

“We have a team of world-class experts in data science and genomics and have developed a next-generation suite of risk prediction tools based around polygenic risk scores (PRS). As we have expanded into the US health market, we have been working with MDisrupt to understand the regulatory environment, establish our US clinical operations, and build strategic partnerships,” shared Prof. Sir Peter Donnelly, founder and CEO of Genomics plc.

During the current COVID-19 pandemic, while physicians and scientists have come together to develop tests, vaccines and drug therapies, health-tech companies needing to pivot quickly to address the needs of the COVID-19 pandemic have also turned to MDisrupt for fast access to health industry experts. Counterintuitively, many other health industry experts have experienced sudden workforce reductions from the health and research sectors.

For the experts in MDisrupt’s talent network, consulting for health-tech startups has been a valuable avenue to utilize their expertise — and on their terms, in service of powering innovation.

“One of my areas of expertise is very specific: helping health-tech companies access the self-insured employer market. This is a particularly relevant channel during this time as employers consider which health technologies to utilize as they recalibrate access to health and condition management in the new normal,” said Dr. Ronald S. Leopold, physician consultant and expert in MDisrupt’s network.

MDisrupt is continually adding talent to its network. Experienced science, health care and health industry business professionals who are interested in joining MDisrupt’s network of subject matter experts can contact MDisrupt by visiting

About MDisrupt

MDisrupt is a medical diligence consultancy and on-demand health industry expert platform for the health-tech industry. MDisrupt uses well-established best practices to help health-tech startups scale their business quickly and responsibly. MDisrupt’s mission is to unite health-tech and health care communities to help accelerate the responsible disruption of medicine. To learn more, visit

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Freelance, Food Lead Gig Economy Apps Ranking




Of the seismic workforce changes that have reshaped the economy in recent years, gig work is perhaps the most meaningful. As successive disasters and economic collapses converge with digital collaboration, an entirely new breed of part-timers has emerged around gig apps.

PYMNTS’ latest Provider Ranking of Gig Economy Apps reveals the power players and those jockeying for chart position as the gig economy expands substantially post-pandemic.

The Top 5

DoorDash takes the No. 1 spot in the latest rankings on the strength of several creative COVID-era partnerships and new concepts like the DashMart mobile convenience store. At No. 2 this month is gig titan Uber Driver whose wider platform applications are proving a strength as ridesharing remains depressed. Taking the No. 3 spot is personalized grocery delivery service Instacart, followed at No. 4 by Fiverr, an online marketplace for freelance services. Rounding out this month’s Top 5 at No. 5 is Australian crowdsourcing marketplace web service Freelancer.

The Top 10

Hourly worker staffing app Snagajob snagged the No. 6 spot on the latest Provider Ranking of Gig Economy Apps, with Lyft Driver picking up the No. 7 chart position, followed by freelance marketplace Upwork at No. 8., pet car services app Rover at No. 9, and mobile order-ahead aggregator GrubHub making the cut for gig work apps by grabbing the No. 10 spot.


New PYMNTS Report: The CFO’s Guide To Digitizing B2B Payments – August 2020 

The CFO’s Guide To Digitizing B2B Payments, a PYMNTS and Comdata collaboration, examines how companies are updating their AP approaches to protect their cash flows, support their vendors and enable their financial departments to operate remotely.

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Gig Worker Attacks a Big Labor Ploy – InsideSources




Uber has announced its intention to merge with Postmates, giving the ride-hailing and restaurant-delivery networking company a foothold in the growing grocery-delivery market.

Since the outbreak of pandemic COVID-19, grocery delivery has surged as travel has collapsed, so Uber saw diversification as its path to survival.

Also seeing diversification as a path to survival is Big Labor, which has, through worker centers like Working Washington — a front group for Big Labor principally funded by the Service Employees International Union (SEIU) and its local affiliates — opened an all-out offensive against the so-called “gig economy.”

Part of that economy are companies like Uber, Postmates, DoorDash, and GrubHub (to name only a few) that rely on independent contractors to deliver food from restaurants and items from stores to customers; these workers set their own schedules, contribute their own capital, and direct their own work, unlike most conventional employees.

Big Labor sees this as  a problem and are engaging in a campaign to undermine the thriving gig economy before it gets any larger.

Under federal law, unions of independent contractors cannot force contracting companies to engage in monopoly collective bargaining. So, as COVID-based restrictions on normal human life and the general consumer benefits of application-based services create growth in the sector, labor unions are going all-out to benefit themselves at the expense of consumers, independent workers, and the companies that support those workers and consumers.

Approach one is a frontal assault, most notably via legislation that characterizes independent contracting workers as true employees.

First enacted through California’s controversial Assembly Bill 5 (AB5), , this type of legislation is poised to all-but-eliminate freelance writing and content creation and owner-operator trucking in addition to the targeted “gig economy” application-based services.

At the national level, union-backed House Democrats passed the PRO Act, legislation that would make several Big Labor-empowering changes to employment law, perhaps foremost among them a nationwide expansion of California’s “classification” law under AB5.

The second approach is the old-fashioned corporate campaign, the SEIU-perfected tactic of harassing a large business into not opposing unionization on the threat of brand damage.

Leading the charge is Working Washington, the SEIU-funded activist “worker center” that fronts campaigns for the union in Washington State. Working Washington has led campaigns against DoorDash and Postmates; for good measure, the Postmates campaign also targeted Chipotle, an SEIU unionization target.

For now, the stated goals are health and safety regulations and higher guaranteed pay, but the SEIU’s ties to Working Washington indicate a clear intention to bring independent contractor delivery workers into the union as dues-paying members.

A majority of Working Washington’s board are current or former SEIU officials; Working Washington and SEIU 775NW, the union’s militant Seattle-area local, reportedly share office space.

And while adding new union members might be SEIU and Working Washington’s ultimate goal, killing the application-based model — a model that has helped keep restaurants afloat and paying workers and helped consumers tolerate otherwise-intolerable “social distancing” diktats — would also serve to increase union power.

If Instacart goes bust because it cannot operate under Big Labor’s employment model, well, then the unionized supermarkets’ in-house delivery services will prosper.

The goal of the attack on application-based services is simple: Big Labor wins; workers and consumers lose.

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The Gig Economy: A New Battleground for Cybersecurity




The gig economy, whereby workers are paid for each individual project or job that they do, has accelerated exponentially in the last couple of years. Prior to the COVID-19 crisis, it was estimated to account for more than 4.7 million workers, or more than 10% of working-age adults.

In this era of smart devices, the workforce is becoming more mobile and work can increasingly be done from anywhere. As a result, job and location are being decoupled. That means that freelancers can select among temporary jobs and projects around the world, while employers can select the best individuals for specific projects from a larger pool than what is available in any given area.

The average UK workplace now comprises of a mix of full-time, part-time and short-term workers. Gig economy workers allow companies to ensure they can remain nimble, cost-effective, and able to adapt to changing market conditions in a fast-paced, technology-led environment.

Finding the security vulnerabilities

Businesses’ increasing tendency to employ independent contractors and freelancers instead of full-time workers is making IT contracting an increasingly common gig economy role, with the recent suspension of IR35 due to the pandemic extending this trend.

It’s a development that is line with how modern enterprises approach IT in general. Being able to deploy more or less IT resources as required is considered best practice for using cloud services. It’s quick, it’s versatile, and it meets the changing needs of the business.

It’s not inherently secure, however. The risk model has moved from a model built around controlled environments, i.e. corporate networks. The perimeter – the first line of defense – was a known entity and yes, it had flaws, but IT departments were usually aware of where the weak points were.

In modern IT environments however the perimeter can be described as ‘distributed’ at best, and at worst non-existent. Simply put, the risk is that companies can no longer enforce security on the end device, as they may have no jurisdiction or control over it.

IT workers play fundamental roles in 21st century organizations because every business is reliant on information and technology in order to function. Large amounts of critical data and at least a few critical assets will need to be stored and managed in order for most business to serve customers, meet production deadlines, and more. It is therefore common for permanent IT employees to be subject to strict security supervision. When these roles are performed by remote third parties, short-term contractors or non-permanent staff however, security must also adapt.

Polishing the security armor

Plugging into an organization’s network to access critical company systems from beyond the physical boundaries of the workplace is now commonplace. Companies need to ensure they have stringent security measures in place to better manage the high risk that this entails. They must also limit the access of contractors to only what they need, instead of trusting them with sweeping access to everything. Risk factors include accessing networks from personal devices that lack enterprise-grade security, or from home networks that could be easily compromised.

In this scenario we are a long way from a world where security teams are able to enforce policy on devices within the traditional network. Now, often they will have no control at all over the device being used by the external party to connect in and, similarly, not being able to ensure the security of the location where the device is connecting from; for instance a home WiFi network.

Our previous research indicates that 90 percent of organizations with more than 250 users grant third party vendors access to their critical systems, and 72 percent position third party access in their top 10 security risks, indicating it’s a familiar problem for security teams.

That doesn’t mean it is being acted upon though. The majority of organizations use strategies that are just not optimized for efficiency, and don’t systematically enforce corporate security policies across on-site and cloud infrastructure. Any solution for third party privileged access must provide basic security best practices that mirror established policies for internal employees.

Technical advances also mean the shortcomings of obsolete technologies – such as VPNs – to secure remote workers can now be overcome with relative ease. Usage of biometrics and Zero Trust policies should be employed to reliably authenticate remote vendor access to the most sensitive parts of the corporate network. This can be achieved with the flexibility and ease-of-use that modern remote workers need by using the remote workers’ own mobile devices for biometric and multifactor authentication.

In the world of work today, the physical boundaries of our workplace have become increasingly blurred. This is especially the case as we move into a post COVID-19 workplace, where flexible working is expected to be the new norm. In such environments, endpoint devices may have varying levels of security and the office environment may be a café, car or home office. Hence, cybersecurity needs to match the flexibility of modern working.

The place where organizations can reliably enforce policy is at the point of connection and the access that they require into systems. This needs to be acknowledged and implemented.

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