The Hardest Hire: How to Nail Your First Staff Clinician in a Cash PT Clinic In this episode, Doc Danny Matta explains why your first staff clinician is the hardest hire you'll ever make—and how to do it the right way. He breaks down why your business looks risky from a candidate's perspective, why most PTs are wired for security (not startups), and how to sell the future vision of your clinic instead of apologizing for your current "shitty little room." Quick Ask If this episode helps you think differently about hiring and leadership, share it with another clinic owner who's gearing up for their first hire—and tag @dannymattaPT so he can reshare it. Episode Summary <ul> <li>Clair keeps you present: AI scribe <a href= "https://meetclair.ai">Clair</a> lets you focus 100% on patients instead of your EMR, improving rapport and outcomes.</li> <li>Time and outcomes: Better attention in the session = better engagement, better buy-in, and better clinical results.</li> <li>Danny's background: Staff PT, active duty military officer, cash practice founder, seller, and now CEO of PT Biz, helping 1,000+ clinicians build cash practices.</li> <li>The hardest hire: Your first staff clinician is the toughest hire you'll ever make.</li> <li>Why it's so hard: Your business looks risky—small sublease, no track record, limited capital, and no big benefits.</li> <li>PT personality problem: Most PTs are risk-averse, security-driven, and not naturally entrepreneurial.</li> <li>The failed first hire story: Danny flew in a phenomenal clinician and his fiancée to see their rough CrossFit sublease in Atlanta—she wasn't impressed, and they turned down the job.</li> <li>Vision vs. reality: Danny saw a future seven-figure clinic; they saw one small room in a sketchy area.</li> <li>Why candidates say no: From their side, it means relocating, taking on more risk, and joining an unproven business.</li> <li>What you're really selling: Not "what the clinic is today" but "where the clinic is going in 5–10 years" and their role in that story.</li> <li>First hire profile: The person who says yes is usually more comfortable with risk—and more likely to eventually start their own thing.</li> <li>Turnover isn't a failure: Early clinicians who leave often still move the business forward and become success stories you're proud of.</li> <li>Credibility boost: Having more than one clinician builds brand trust, shows the clinic is bigger than one personality, and validates the model.</li> <li>Leadership mistake: Danny used to think "that's what the money's for" (Mad Men style) instead of appreciating the risk people were taking on him.</li> <li>Respect the risk: Your first hire is betting on your vision—treat that with gratitude, not entitlement.</li> <li>Hardest growth cycle: The most brutal stage is going from solo to first clinician and toward standalone space—not later multi-location growth.</li> <li>Cash flow and stress: Hiring, ramping up schedules, and surviving turnover during this phase can feel like a gut punch.</li> </ul> Lessons & Takeaways <ul> <li>Your clinic looks risky to candidates: No benefits, no track record, small space, and uncertain schedule feel like red flags to security-driven PTs.</li> <li>Don't take "no" personally: Risk-averse people saying no to a risky offer is normal, not a reflection of your worth.</li> <li>Sell the vision, not the room: You must paint a clear picture of what the clinic will become and how they'll be part of it.</li> <li>First hires may not stay long-term: Risk-tolerant people who join early often go on to open their own practices—and that's okay.</li> <li>Early hires still matter: They help build the brand, establish a second schedule, and prove your model works beyond just you.</li> <li>Appreciation beats "that's what the money's for": You're not doing them a favor—they're taking a chance on your unproven business.</li> <li>Growth requires new skills: The owner you are at solo stage is not the same owner you must become with staff.</li> </ul> Mindset & Motivation <ul> <li>Respect the leap: That first clinician is making a bigger jump than you think—especially if they're moving states.</li> <li>Stay future-focused: Your job is to keep your eyes—and theirs—on where the clinic is going, not just today's rough edges.</li> <li>Expect churn: Some early hires will leave; it's part of the entrepreneurial cycle, not a personal betrayal.</li> <li>See the hard stage for what it is: The first growth cycle is supposed to feel heavy; it builds your capacity as a leader.</li> <li>Be proud of those who outgrow you: Former employees who go on to open clinics are part of your legacy, not your failure.</li> </ul> Pro Tips for Clinic Owners <ul> <li>Use an AI scribe: Implement <a href= "https://meetclair.ai">Clair</a> so you and future staff can stay fully present with patients and avoid note fatigue.</li> <li>Practice your "vision pitch": Be able to clearly explain where your clinic will be in 5–10 years and what "employee #1" means.</li> <li>Be honest about the tradeoffs: Don't oversell security—sell autonomy, growth, impact, and the excitement of building something.</li> <li>Show appreciation early and often: Make it clear you understand and value the risk they're taking by joining you.</li> <li>Plan for turnover: Assume that some early hires will leave and build systems that outlast any one person.</li> </ul> Notable Quotes "The hardest hire you'll ever make is your first staff clinician." "To most candidates, your business looks risky. Small space, no track record, no benefits—that's their reality." "You're not selling them on what the business is today. You're selling them on what it's going to be in 5 or 10 years." "Your first hire is taking a risk on you. Respect that. Appreciate that. Don't act like they owe you." "The solo-to-first-clinician growth cycle is where most people quit. It's also where you grow the most." Action Items <ul> <li>Write out a clear, compelling vision story of where your clinic will be in 5–10 years.</li> <li>Audit your current offer: pay, benefits, schedule, growth—what's truly attractive to a candidate?</li> <li>Practice your "employee #1" pitch out loud before your next interview.</li> <li>List three ways you can show more appreciation to current or future staff.</li> <li>Consider using <a href="https://meetclair.ai">Clair</a> to reduce documentation friction before you bring on your first or next clinician.</li> </ul> Programs Mentioned <ul> <li>PT Biz Part-Time to Full-Time 5-Day Challenge (Free): Get ultra clear on how much money you need to replace, how many people you need to see, and the strategies to go from side hustle to full-time practice owner. <a href= "https://physicaltherapybiz.com/challenge">Join here</a>.</li> </ul> Resources & Links <ul> <li><a href="https://www.physicaltherapybiz.com">PT Biz Website</a></li> <li><a href="https://physicaltherapybiz.com/challenge">Free 5-Day PT Biz Challenge</a></li> <li><a href="https://meetclair.ai">MeetClair AI</a> — Free 7-day trial for PTs</li> </ul> About the Host: Doc Danny Matta — physical therapist, entrepreneur, and founder of PT Biz and Athlete's Potential. He's helped over 1,000 clinicians start, grow, scale, and sometimes sell their cash practices, and is committed to helping PTs build businesses that create true time and financial freedom.

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Ep871 | The Key To A Successful First Hire In Your Cash-Based PT

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