Starting Small, Leading Ethically: How to Hire Clinicians for Your Group Practice While Promoting Work-Life Balance
Starting a group practice is an exciting leap for any mental health professional. As you transition from solo work to leading a team, one of the first and most significant decisions you’ll face is how to hire clinicians ethically—in a way that not only supports your business goals but also honors the well-being of the people you bring on board.
The Reality of Starting Small
Let’s be honest: when you're first starting a group practice, your resources are likely limited. You may not be able to offer full benefits packages, retirement plans, or paid time off right away. That’s okay. What matters most is transparency and intention.
Many therapists are seeking work environments that prioritize ethical leadership and work-life balance, even if compensation isn’t top-tier initially. This gives you an opportunity to create something meaningful from the start.
Be Transparent from the Beginning
When hiring clinicians for your group practice, honesty is everything. Be upfront about what you can offer—and what you hope to offer in the future. This includes:
Pay structure (percentage-based vs. salary)
Supervision and clinical support
Flexibility in scheduling
Administrative support (or lack thereof)
Long-term goals for benefits
Transparency builds trust. It also helps attract clinicians who align with your vision, rather than those seeking perks you’re not yet equipped to provide.
Promote Work-Life Balance Even Without Big Benefits
You don’t need a big budget to prioritize your team’s well-being. Here are some cost-effective ways to support work-life balance for therapists:
Flexible schedules that allow clinicians to choose their hours
Reasonable caseload expectations to reduce burnout
Regular check-ins to foster connection and address concerns
Opportunities for collaboration and peer support
Respect for time off, even if it’s unpaid at first
Creating a culture that values rest, mental health, and boundaries can often be more impactful than traditional benefits—especially in the early stages.
Hire Slowly and Intentionally
When you're new to hiring in a private practice setting, it’s tempting to scale quickly. Resist that urge.
Hiring too fast can strain your systems, overwhelm your capacity to supervise, and compromise the values you’re trying to uphold. Instead:
Start with 1-2 clinicians who are mission-aligned
Refine your onboarding process before expanding
Gather feedback and iterate on your systems
Your early hires will shape the culture of your practice. Choose people who understand that they’re joining a growing business—and who want to grow with it.
Build Toward Sustainable Growth
As your client base and revenue grow, reinvest in your team. Ask yourself:
Can I offer CEU stipends?
Can I cover licensure fees or offer health stipends?
Can I transition to offering PTO?
Keep your team in the loop about these plans. Even if the benefits aren’t available yet, showing your commitment to long-term support makes a difference.
Final Thoughts: Leading with Heart and Strategy
Ethical hiring in group practice starts with clear communication, realistic expectations, and a commitment to support—even if you’re starting small. You don’t need to be perfect. You just need to be transparent, compassionate, and committed to doing better as you grow.
Whether you're hiring your first therapist or building toward a larger team, remember that culture comes first. When you lead with values, clinicians will want to stay and grow with you.
If you would like to learn more about ethical ways of leading a group practice and hiring clinicians, please contact us to discuss working together on a strategy that fits your needs: therapy@lakesidecounsel.com