Teleoptometry in 2025: Opportunities and Challenges for Employers and Clinicians

Introduction

Teleoptometry has shifted from a pandemic-era experiment to an established part of modern eye care. What began as an emergency measure has now evolved into a sustainable care model used by practices across the U.S. In 2025, more than 40% of clinics reported incorporating telehealth into their workflow, according to the American Optometric Association. For employers, this represents both an opportunity and a challenge. For clinicians, teleoptometry is no longer optional knowledge — it is a skill set that can differentiate candidates in a crowded recruiting market. Vision recruiters are finding that employers increasingly ask about telehealth experience, and candidates with hybrid care skills often have a competitive edge.

The Growth of Teleoptometry

Since 2020, teleoptometry has steadily gained acceptance. Advances in connected imaging devices, patient-facing apps, and secure video platforms have allowed clinicians to conduct triage, chronic condition monitoring, and follow-up care remotely. Federal and state telehealth policies have stabilized, and many insurers now reimburse for select virtual services. As Telehealth.HHS.gov notes, reimbursement parity for virtual visits has made investment in teleoptometry financially viable for practices of all sizes. For employers, this growth is reshaping recruiting. Candidates fluent in telehealth workflows are not only more attractive, they are often essential for expanding access in underserved communities.

Opportunities for Employers

Teleoptometry opens multiple opportunities for employers. Practices in rural or underserved areas can use virtual visits to expand reach, allowing ODs to cover multiple locations or consult with patients who cannot easily travel. Employers can also use teleoptometry as a recruitment tool, offering hybrid schedules that include remote blocks — a perk that appeals to younger clinicians seeking flexibility. Optical recruiting firms report that practices advertising hybrid work attract a larger applicant pool.

Employers can also reduce overhead by using teleoptometry for lower-acuity visits, freeing in-office time for more complex or surgical cases. From a recruiting standpoint, this efficiency means employers can present clinicians with a more sustainable workload, helping combat burnout and supporting retention.

Challenges to Address

Despite its benefits, teleoptometry is not without challenges. Licensing requirements vary by state, and cross-border telehealth remains complicated. Employers must ensure compliance with both state medical boards and payer policies. Training is another barrier. Clinicians must be comfortable with technology and understand the limitations of virtual exams. Documentation and scheduling workflows also require adjustment. According to Vision Monday, practices that fail to invest in staff training see lower patient satisfaction with virtual care.

Another key challenge is ensuring continuity between virtual and in-person care. Patients need clear communication on when a virtual visit is appropriate and when they must come into the clinic. Employers that establish clear escalation protocols and provide staff with communication scripts achieve better patient experiences.

Recruiting Implications for 2026

From a recruiting perspective, teleoptometry is now a key differentiator. Candidates who can demonstrate telehealth experience are in high demand, particularly in regions with limited access to care. For optometry recruiters, screening for telehealth fluency has become as common as asking about OCT or specialty certifications. Employers who invest in telehealth platforms and highlight that investment in their job postings stand out in the market.

Teleoptometry also allows employers to compete beyond salary. While compensation will always matter, offering flexibility and modern workflows can tip the scales for candidates choosing between multiple offers. Practices that frame hybrid schedules as part of their culture appeal to younger generations of clinicians who prioritize work-life balance.

What Candidates Should Consider

For candidates, teleoptometry offers both opportunity and responsibility. Clinicians fluent in virtual platforms can market themselves as forward-thinking and adaptable, two traits employers value highly. However, candidates should also evaluate whether employers provide adequate training, staff support, and clear protocols for telehealth. A position offering teleoptometry without adequate infrastructure may create frustration rather than flexibility. Optometry recruiters encourage candidates to ask specific questions about platforms used, reimbursement policies, and the ratio of virtual to in-person care.

The Recruiter’s Role

Vision recruiters are helping both employers and candidates navigate this evolving space. For employers, recruiters provide guidance on positioning telehealth as part of the overall recruiting package and ensure compliance with market standards. For candidates, recruiters highlight teleoptometry skills during placement, framing them as competitive advantages in negotiations. Optical recruiting firms like Hëda Global increasingly view teleoptometry experience as a top résumé enhancer alongside specialty certifications.

Conclusion

Teleoptometry is no longer a side conversation in recruiting — it is front and center. Employers that embrace it can expand access, improve workloads, and attract a broader talent pool. Candidates with teleoptometry experience set themselves apart in a crowded job market. As we move into 2026, teleoptometry will continue to shape how optical recruiting evolves. For both employers and clinicians, success will depend on integrating telehealth in a way that balances technology with patient-centered care.

References

• American Optometric Association — Telehealth Guidance
• Telehealth.HHS.gov — U.S. Telehealth Policy & Practices
• Vision Monday — Teleoptometry Adoption Trends