Abundant Practice Podcast – Episode #725: Hiring A Therapist In Your Practice

Host: Allison Puryear
Guest: Elizabeth
Date: January 21, 2026

Episode Overview

In this episode, Allison Puryear coaches Elizabeth, a private practice therapist, through the crucial transition of hiring her first clinician. The discussion moves through the reality vs. expectations of group practice, marketing and conversion challenges, leadership readiness, building a sustainable hiring funnel, and how to do all this while maintaining both personal and business integrity. The episode offers hands-on advice, candid observations, and a generous helping of Allison’s signature “radical candor.”

Key Themes & Discussion Points

1. When and Why to Hire Another Therapist

• Elizabeth’s context: Recently transitioned off insurance and is now at client capacity. Considers hiring due to sustained client flow.
• Allison cautions: Hiring should not be just because it seems the logical next step. Leadership and management abilities are necessary.
  • "I only want you to do that if you can just be a stellar boss...the leadership piece is something that group practice owners don’t take on on the front end, and then they never take it on because they’re busy." (04:13)

Notable Quote

• "I have worked for two group practices, both of whom run by people who probably shouldn’t have hired other people." – Elizabeth (05:07)

2. Reality Check on Leadership & Managing Therapists

• Importance of intention: Only start group practice if you're prepared for leadership.
• Allison encourages planning for leadership style and outlining expectations early.

3. Solving Client Inflow and Conversion

• Common problem: New clients usually want to see the established owner, not the new therapist.

• Solution: Owner keeps handling intro calls and makes personal referrals to the new hire.

  • "I say I don’t have availability right now, but Elaine is who I would send my friends or family to...She thinks about X, Y and Z the same way I do." (05:38)

• Owners are often best at initial client conversion; only delegate this task after sufficient training and demonstrated skill.

Timestamps for Process Discussion

• Intro call handling and hand-off: (06:10–09:55)
• Testing conversions and training: (08:25–09:49)

4. Maintaining Client Flow and Waitlist Questions

• Waitlist is okay if clients aren't in crisis and are given clear timelines and/or referral options.
  • "I can put you on the wait list. And I’m also happy to give you referrals." (10:32–10:36)
  • "Some people are going to be like, no, I want you...you can call and say, hey...I have just hired a clinician that I’m essentially trying to clone myself." (10:40–11:14)

5. Scaling Up Marketing for the Group Model

• Increase current client-generating activities before and during the ramp-up to hiring.

  • "While you’re looking, get those folks on a wait list...With networking, for instance, anybody who’s referred to you can be like, oh my God, I just hired this amazing clinician." (12:21–13:09)

• Referrals, SEO, and regular touchpoints are crucial for sustaining flow.

  • If already outsourcing SEO, consult with your service provider about scaling content/output. (13:38–14:16)

6. The Hiring Landscape & Setting Expectations

• Expectation-setting is critical; many applicants expect high salaries (often unrealistic in group settings).

  • "Everybody that wants to be hired by me wants to make a hundred thousand dollars a year...that’s not possible in most group practices." (15:02)

• Use your network for stronger, values-aligned hires; platforms like Indeed can be hit or miss but worth exploring.

  • "I would go on Indeed and search for what your ideal applicant would be searching for and see what’s out there...how can I make my listing stand out?" (17:28)

• Turnover warning: Hiring people set for solo practice can be costly; aim for hires willing to commit for 2-3 years.

  • "Turnover is very expensive...It ends up costing you twice their annual salary to find someone else and retrain them..." (18:10)
  • "I’m looking for somebody willing to make a three year commitment. That’s not something I’m going to make anybody sign a contract about." (19:17)

7. Learning to Lead: Resources & Self-Preparation

• Books like Radical Candor are recommended.
• Working with a leadership coach offers tailored support and accountability.
  • "I would encourage you to find a leadership coach...It’s such a different relationship to be an employer." (21:43)
• Resource: The Group Practice Exchange by Maureen Werrbach is highly recommended for both startup and ongoing support. (20:16)

8. Hiring from Your Personal Network

• Pros: More confidence in clinical skill and style.
• Cons: The complexity of transitioning existing peer/professional relationships to a boss/employee dynamic.
  • Be radically transparent from the start. List clear expectations, especially regarding documentation or clinical style.
  • "Never hire anybody you won’t fire. Right?" (25:49)
• Establishing clear expectations and “radical candor” from the beginning creates safety for both owner and new hire. (26:58–27:12)

Memorable Quotes

• Allison:
  "Never hire anybody you won’t fire. Right?" (25:49)
  "Therapists tend to be terrible bosses because we are too nice...And so then instead of being really direct, we’re people pleasing. And then we get resentful..." (25:53)

• Elizabeth:
  "I’ve worked for two group practices, both of whom run by people who probably shouldn’t have hired other people." (05:07)
  "Hiring people that are, like, working at a...professional level with people that you know just feels a little intense." (25:40)

Timestamps for Important Segments

• Deciding to hire & group practice leadership: 03:43–05:14
• Marketing and converting clients for another therapist: 05:34–09:15
• Waitlist management and client funnel: 09:57–11:22
• Marketing strategies to sustain and expand client flow: 12:13–14:16
• Challenges in hiring, pay expectations, turnover: 15:02–19:35
• Helpful resources and group practice coaching: 20:16–22:02
• Navigating hiring from your network & setting boundaries: 23:50–27:12

Final Takeaways

• Only expand to hiring if you're ready to lead and develop clear, candid relationships with employees.
• Owners should maintain control of client conversion and gradually train new hires in this skill.
• Marketing must step up before and during onboarding of new clinicians, especially through network referrals, increased SEO, and personal touchpoints.
• Be transparent, clear, and kind but direct in your leadership and hiring approach.
• Utilize specialized group practice resources, peer support, and leadership coaching to prepare for this new role.

This episode is a must-listen for solo therapists considering the leap to group practice, offering both practical tactics and essential mindset shifts to ensure a successful and fulfilling experience as a group practice owner.