The First Test of Your New Manager Is Somebody Walking Past Them to Your Door
When you hire a new manager, your team learns who decides from what you do the first time somebody walks past them and brings you the problem.
A New Clinician Needs More Than Open Slots
New clinician onboarding has to exist before patient slots fill, or training loses to the schedule. How to protect the first weeks of a hire.
Your Hiring Process Is Already Telling Candidates What It Feels Like to Work for You
Your clinic hiring process is often the first sample a candidate gets of how you operate. Strong candidates judge it long before they weigh the pay.
You Cannot Outpay Every Setting
A clinic owner can do everything right in an interview and still feel the conversation change when the candidate says what the hospital offered. That’s the moment many owners feel the real pressure to attract physical therapists. The owner knows the clinic is a good place to work. The caseload is reasonable. The patients are […]
You Cannot Outpay Student Debt, So Recruit for a Life Worth Staying In
A private clinic cannot outpay student debt or hospital salaries. Recruit on the life attached to the job: development, sanity, and a real future.
Hiring Your First PT Is a Systems-Readiness Test
Hiring your first PT is not a courage test. It is a systems-readiness test. Before the offer letter, make sure the clinic can run without you in the room.
Know the Breakeven Before You Hire
Hiring another clinician feels like the way out of owner overload. Before you make the offer, know the weekly breakeven that hire has to clear.
The Mentorship Promise Is a Retention System, Not a Recruiting Line
Promising mentorship is easy. Delivering it is a system. Clinic mentorship is a retention obligation, not a recruiting line. Here’s how to build one that holds.