CFO THOUGHT LEADER

At Aledade, CFO Jessica Somers is helping finance navigate a business where investment decisions can take years to fully reveal their value.
The technology-driven, physician-led company works with more than 3,000 primary care practices and touches more than 3.6 million patients, using data and technology to support proactive, preventive care. Its value-based model also creates an unusual finance challenge: connecting better patient outcomes with healthcare savings and, ultimately, financial performance.
That long-term orientation shapes how Somers approaches capital allocation. Aledade has built its own technology platform rather than relying on another company’s roadmap, reflecting what Somers describes as a desire to “control our destiny.” Today, that same thinking is influencing the company’s approach to AI.
Rather than viewing investments as isolated projects to be stack-ranked strictly by ROI, Somers wants leaders to understand how different investments interact and compound. That became particularly important as Aledade weighed continued progress toward profitability against the opportunity to make larger AI investments. The result was a willingness to make bigger bets where leadership saw the potential to extend the company’s advantage.
Somers’ perspective is shaped by an earlier career in investment banking, private equity, and corporate development. Moving from advising on transactions to operating inside the businesses themselves taught her that financial results reflect countless everyday decisions—and that finance creates the most value when it deeply understands the business behind the numbers.
Her agenda now extends that philosophy to AI: not simply using technology to make finance faster, but reimagining work so the team has greater capacity for judgment, insight, and strategic partnership.

For Jack Gordon, the CFO role at Harri increasingly extends beyond finance—and into the mechanics of how an AI-powered business scales.
Harri, a workforce operating system focused on hospitality, has evolved from a point solution into a broader platform spanning talent acquisition, workforce management, and employee engagement. Gordon says the company’s opportunity rests partly on years of data accumulated across mission-critical workflows, an advantage that becomes increasingly important as AI reshapes workforce technology.
That evolution is also reshaping Gordon’s finance agenda. As Harri rolls out its AI platform, understanding the changing unit economics has become a priority. AI introduces new questions around usage costs, margins, pricing, and monetization. Inside finance, meanwhile, Gordon is pursuing “automations everywhere,” with the goal of eliminating much of the routine work performed by his team and creating more capacity for insight.
His operating philosophy begins further upstream. Rather than waiting for financial results, Gordon watches customer satisfaction, usage patterns, support activity, and customer outcomes. “Financials are outcomes of a good product and happy customers,” he explains.
That emphasis on leading indicators is accompanied by an acute awareness of downside risk. After a planned Series B financing unexpectedly collapsed in 2023, Gordon restarted the process and ultimately helped secure new funding four months later. The experience reinforced a principle he carries forward today: understand the downside and build contingency plans.
Now Gordon is stretching the CFO remit again—working as a product owner alongside Harri’s product and engineering teams. For a finance leader who has deliberately accumulated new operating experiences throughout his career, building and launching a product represents another capability still to be added.

When Martin Uhrik compared the margins of two visual-effects brands at Technicolor, one appeared far more profitable than the other. Uhrik tells us the reported difference prompted him to investigate. One brand showed project results only to the direct-margin level, rather than revealing fully absorbed profitability.
Uhrik says he asked the business-unit CEO why the company was not showing creatives “the true state of the business.” The response was resistance: management feared that exposing weaker bottom-line results could cost the premium brand its talent and luster.
Uhrik insisted. According to him, the business began showing creatives the profitability of roughly 3,000 projects a year. Teams then examined pricing, rate cards, utilization, client requirements, and whether changes requested during projects were being captured and passed along to customers.
Within six to 12 months, Uhrik tells us, margins improved substantially. The feared loss of creative talent did not materialize. Instead, he says the information “lifted the energy” inside the organization because employees had not realized their work was less profitable than they believed.
For Uhrik, the experience reinforced the value of challenging the status quo. He says finance leaders should not stop when they encounter pushback; tension, opinion, and conviction are part of reaching better outcomes.
It also challenged management’s assumptions about people. As Uhrik observes, leaders should not be too quick to predict how others will respond. Given the unvarnished economics, the creative teams did not retreat. According to Uhrik, they surprised the CEO—and then helped improve the business.

Shortly after Dan Barzily became CFO of Tipalti, a go-to-market transformation altered the company’s working-capital profile. One quarter later, Barzily tells us, the company missed its forecast across multiple parts of the P&L.
The surprise reached back to a subject he had barely considered since his university accounting class. “It really hit me,” Barzily recalls. “I’m now the CFO, and I’m in charge of those things.”
Until his appointment, Barzily says, he had never expected to become a CFO. He studied engineering, where he developed skills in analytics, accuracy, modeling, forecasting, and making assumptions about the future. According to Barzily, consulting then taught him to work with people ranging from individual contributors to company executives, while business development exposed him to dealmaking, legal matters, contracts, and the many participants required to bring something to life.
At Tipalti, Barzily says, the chief-of-staff role initially involved running executive-team agendas, surfacing important decisions, assigning action items, and sometimes playing “bad cop.” As he learned the business, he began initiating programs and eventually owned pricing, the data organization, and strategy for centers of excellence outside the United States and in Tel Aviv. That expansion, he explains, moved him into the chief strategy officer role.
Barzily describes a career as something that is “not linear.” People build, try their best, produce results, and—if the right people notice—receive larger opportunities. His working-capital surprise added another turn to that path: the moment when a strategic operator encountered the full weight of the CFO’s agenda.

Jonathan Ma recalls being at his parents’ home in Nebraska one Saturday when his Morgan Stanley boss called with advice: pursue an opportunity at Sutter Health. After nearly 15 years, the mentor believed the retiring treasurer’s position could be Ma’s next step.
Ma tells us he had not considered the opportunity. Although he knew Sutter Health’s mission and some of its people, he says the call “planted” the seed. His mentor had seen something in him that he had not yet recognized.
That moment echoed the way Ma describes his development at Morgan Stanley. He credits leaders in San Francisco and New York with teaching him to take his work seriously without taking himself too seriously. According to Ma, that meant remaining curious, asking questions, and admitting when he did not know an answer.
Ma says trust arrived gradually rather than through a breakthrough. Clients gave him room to learn because they saw that he would work hard, uphold values and ethics, and protect their interests. He moved from mentoring interns to leading financings and presenting before boards.
At Sutter Health, Ma applies that same emphasis on trust. He tells us finance must balance growth, expenses, and margins so the not-for-profit system can continue reinvesting in its communities. Budgets, he says, should represent shared accountability across the organization rather than a finance exercise.
For Ma, leadership emerges incrementally: through questions asked, credibility earned, support accepted, and difficult decisions made while an organization still possesses both “the means” and “the will.”