Built to Stay: How to Hire—and Keep—Top Rehab Therapists

Rehab therapy clinics across the country are feeling the pressure of a shrinking talent pool and rising turnover. In this conversation, Brian Gallagher, PT and CEO of MEG Business Management, and Kelly Brown, PT and VP of Operations at PredictionHealth, discuss proven strategies for not just attracting skilled physical and occupational therapists, but building an organizational culture that inspires them to stay, grow, and thrive.

Brian has helped hundreds of private practices transform their approach to team development, and he’s seen firsthand what separates high-retention clinics from the rest. From refining your hiring process to developing a mission-driven leadership mindset, this episode is packed with practical insights and actionable advice. Whether you're struggling to fill open roles or want to future-proof your team culture, this conversation will challenge how you think about recruitment, engagement, and long-term success.

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Livestream Recap:  

🚩 Common Hiring Mistakes

• Biggest Pitfall: Losing control during the interview by trying to "sell" the position due to desperation.

• Solution: Approach interviews with confidence, stay analytical (not emotional), and control the narrative.

🧠 Mindset Shift

• Interviewing is not begging – it’s about mutual fit.

• Think like a CEO first, PT second.

• Use pan-determinism: offer a "game" they’ll want to join, rather than selling them on a role.

📉 Why Hiring Has Gotten Harder

• Economic factors: Rising cost of living and salary expectations.

• Cultural shifts: Social media and identity culture influencing younger professionals.

• Two common clinic challenges:

  1. No applicants

  2. Candidates ghosting after promising interviews

💡 Hiring Strategy Tips

1. Job Ads That Work

• Lead with a compelling question, not salary/benefits.

• Use video intros with a human, mission-driven tone.

• Differentiate your practice (show the “zebra” among horses).

2. Phone Screen First

• Save time by pre-qualifying candidates with a brief call.

• Look for:

  • Basic communication skills

  • Realistic expectations

  • Shared values/interest

  • Timeline for job change

3. Effective Interviews

• Use a five-step process: ad > screen > tour > meet > interview.

• Leave the candidate with a team member to gauge “off-script” interaction.

• Ask questions in past → present → future flow.

• Always know why they left previous roles and what attracted them to each.

🧲 Attracting the Right Therapists

• Know who you need: New grad vs. advancing (4–9 years) vs. veteran.

• Target accordingly:

  • New grads want mentorship.

  • Mid-career want growth and income.

  • Veterans want stability and purpose.

• Marketing:

  • Use QR codes to link to “why work here” videos.

  • Hit different audiences differently (e.g., email for veterans).

  • Always be recruiting — even when fully staffed.

🧱 Building Strong Employer Branding

• Brand = Emotional Response: What do people feel when they hear your clinic’s name?

• Create visibility: community events, social media, charity involvement.

• Mission-driven messaging attracts purpose-driven people.

🔧 Retention Tactics

• Gamification: Monthly challenges and fun incentives.

• Career Ladders: Show growth paths (mentorship, leadership).

• Validation & Acknowledgment:

  • 10-minute monthly check-ins with each team member.

  • Sincere praise based on real observation.

🧰 Time Management for Owners

• Don’t do it all alone:

  • Outsource admin and social media.

  • Use a rolling 2-month marketing calendar.

  • Compartmentalize: schedule time intentionally for strategic vs. tactical tasks.

📌 Final Thoughts

• Leverage technology (like AI scribing) to reduce burnout and create space for team-building efforts.

• Don’t cling to outdated models — the way we worked yesterday doesn’t have to be how we work tomorrow.

• Retention starts with leadership. Be visible, be consistent, and be intentional.