Your First Hire: A Therapist’s Guide to Going from Solo to Group Practice

There’s a moment in every thriving solo practice when you realize:

You can’t keep doing this alone.

You’re fully booked. Your waitlist is months long. And you’re stretched too thin to enjoy the very work that made your practice successful.

For many therapists, that moment sparks a new chapter: turning your solo practice into a group practice.

Hiring your first clinician is one of the most important decisions you’ll make as a business owner. It’s also one of the most misunderstood.

This guide will walk you through the process — from “Am I ready?” to “How do I actually post the job?”

1. Are You Actually Ready to Hire?

Many therapists assume the right time to hire is when they’re fully booked.

That’s part of it. But here’s what really signals readiness:

• You’re turning away ideal clients regularly

• You prefer supervision or marketing to care delivery

• You’re spending more time on admin than care

• You have a vision for your practice that includes growth

• You’ve got cash flow to invest in another clinician — even before they’re full

💡 Unexpected insight: Most first hires won’t be profitable for 2–3 months. You’re not just hiring a therapist — you’re investing in your practice’s capacity.

2. Write a Job Description That Reflects Your Values

Here’s a simple formula:

• Who you are (your practice values, what you treat, what makes you unique)

• Who you’re looking for (clinical specialties, licensure, work style)

• What you’re offering (W2 vs 1099, hours, pay range, supervision, perks)

• How to apply (email, form, resume + cover letter, etc.)

Sample Opening:

We’re a trauma-informed practice in Denver specializing in chronic illness and health anxiety. We’re looking for a licensed therapist (LCSW, LPC, LMFT) who brings warmth, curiosity, and strong clinical skills. This is a part-time W2 role with room to grow. You’ll be part of a collaborative, values-driven team focused on making therapy sustainable — for both clients and clinicians.

3. Where to Post the Job 

Posting to the right places matters more than posting everywhere. Start here:

• State Licensing Boards: Most allow free or low-cost job listings

• Psychology Today (Therapist Directory): There’s a “jobs” tab many therapists overlook

• Clinical Facebook Groups: Local and identity-based groups often have high engagement

• LinkedIn: Especially good if you’re looking for someone with private practice experience

• Your own network: A short email to past colleagues or supervisors goes a long way

🧠 Concrete tip: Ask current clinician friends where they would look for jobs. That’s your audience.

4. Interview for Alignment, Not Just Credentials

By the time someone applies, they likely check the licensure and experience boxes. What you really want to know is:

• Do they share your clinical philosophy?

• Are they self-directed or do they need lots of structure?

• How do they handle boundaries, crises, and ethical gray zones?

Great interview questions:

• “Tell me about a client who challenged you — and how you handled it.”

• “What do you need from a supervisor or clinical director to thrive?”

• “What does your ideal work week look like in a group practice?”

You’re not just hiring a therapist. You’re shaping the future culture of your practice.

5. Onboard Like a Leader (Not Just a Colleague)

Your first hire will learn more from how you operate than what you say.

Here’s what to prepare:

• A shared EHR and documentation workflow

• A clear intake and referral process

• Weekly check-ins (even 15 minutes go a long way)

• A resource hub (FAQs, consent forms, no-show policy, etc.)

• Clarity on how clients will be assigned

✅ Bonus: Set a 30/60/90 day check-in schedule. Celebrate their first referral, first rebooking, first positive review. Share hard feedback early too - it's much easier to correct mismatched expectations at the beginning.

6. Your Identity Will Shift. Let It.

Many solo clinicians feel guilt about stepping back from direct care. Or fear that clients will only want them.

But growth doesn’t diminish your impact — it multiplies it.

By hiring your first clinician, you’re creating:

• Access for clients who need care

• Opportunity for clinicians who want good jobs

• Space for you to lead with clarity and vision

It’s not a betrayal of your practice. It’s an evolution.