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.
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.
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.
Economic factors: Rising cost of living and salary expectations.
Cultural shifts: Social media and identity culture influencing younger professionals.
Two common clinic challenges:
No applicants
Candidates ghosting after promising interviews
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.
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.
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.
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.
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.
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.