Hiring & Retention Program

Find Them. Hire Them. Keep Them.

You have kiddos waiting for services.

But the job ads aren’t working. The candidates you find want more than the practice can afford. Your existing staff are burning out. And just when you finally hire and train someone, they leave.

It’s enough to make you wonder whether cloning your best staff might be the easier option.

Yes, there may be a hiring desert. But there are still ways to compete with hospitals and schools, attract the right people and create a culture that keeps them happy.

The Hiring & Retention Program gives you a repeatable system for finding, hiring, onboarding and retaining the staff you need.

You learn it once. Then you rinse and repeat.

Who This Program Is For

The Hiring & Retention Program is especially helpful if you:

Have struggled to fill positions for months.
Feel unable to compete with hospitals or schools.
Attract candidates who aren’t the right fit.
Keep making hires that don’t work out.
Feel pressured into pay or schedules the practice can’t sustain.
Lose employees soon after training them.
Have ongoing turnover or little structured onboarding.
Need a more stable team to support growth.

This is a robust program for practices that need a complete hiring, onboarding and retention system.

For smaller practices that need immediate help hiring one clinician, the Hiring a Clinician Program may be the better fit. We’ll help you determine which option makes sense for your practice.

You Can Stop Hiring Anyone With a Pulse

When you’ve been searching for months, almost anyone with a heartbeat starts to look promising.

And because candidates are usually on their very best behavior during an interview, it can be easy to talk yourself into believing you’ve found “the one”—or someone who’s close enough.

Then they start working—and you wonder whether you interviewed the same person.

Hiring & Retention helps you:

Define the right person for each position.
Attract more qualified applicants.
Write stronger job ads.
Interview beyond the polished answers.
Spot warning signs before making an offer.
Handle conversations about pay, schedules and expectations.
Build a pool of future candidates before you’re desperate.

You stop hiring from desperation and start choosing people who genuinely fit your culture and requirements.

Yes, You Can Compete

Hospitals and schools may offer bigger salaries, beefier benefits or schedules that look hard to beat.

But people don’t choose a job—or stay in one—based on compensation alone.

Your practice may offer what a larger organization can’t:

Closer relationships with kiddos and families.
More flexibility and better work-life balance.
Real opportunities to grow.
A warmer, more personal culture.
The chance to see the difference their work makes.

Good people are worth the sun, moon and stars. They also want to work somewhere that knows it.

We help you put your finger on what makes your practice special—and show the right candidates why it may be exactly where they belong.

Hiring Is Only the Beginning

You finally hire someone wonderful.

Hallelujah.

Now you have to keep them.

Too often, everyone is so busy doing their own job that onboarding the new person becomes one more thing squeezed into an already overstuffed day.

Strong onboarding gives people clear responsibilities, expectations, support and room to grow. It helps them settle in faster and feel like part of the team.

When you finally do hire quality people, the last thing you want is to lose them six months later and start the whole search all over again.

Retention comes from hiring well, treating people like human beings and creating a workplace where good people want to put down roots and make their professional home.

Build a Culture Good People Want to Stay In

Culture isn’t what’s printed on a poster in the staff room. It’s what employees experience every day.

It’s whether expectations are clear, good work is noticed, problems are handled and employees feel supported rather than treated like a dollar sign or a cog in the machine.

The goal isn’t simply to stop people from quitting. It’s to build a practice where the right people can do meaningful work, grow professionally and feel proud to be part of the team.

Support for Your HR Function

For medium-sized and larger practices, the program may also include help hiring an HR person or training the person already handling HR.

The goal is to build hiring and retention systems inside your practice—not leave you permanently dependent on recruiters or staffing companies.

Once the system is in place, it belongs to you.

What You Walk Away With

Your practice gains:

A clear, repeatable hiring process.
Better job ads and candidate outreach.
Stronger interviewing and selection skills.
More confidence discussing compensation and expectations.
Structured onboarding and training.
Faster development of productive employees.
Better retention and fewer staffing emergencies.
A stronger culture and more stable team.
Greater capacity to reduce waitlists and serve more families.

Most importantly, every open position stops becoming a brand-new emergency.

You have a management SOP.

The Ultimate Outcome

Your practice knows how to find good people, recognize the right fit, hire confidently and give employees reasons to stay.

Your team stabilizes. Your culture strengthens. And with the right people in place, you can reduce the waitlist, serve more kiddos and move forward with the growth you’ve been postponing.

Because an empty position doesn’t only cost money.

It costs your practice capacity—and it can cost a child valuable time.

Program Details

The Hiring & Retention Program includes four days of one-on-one training.

Weekly implementation calls with your accountability partner follow.

The purpose of the accountability sessions is to help you implement the systems, maintain progress and handle issues as they arise.

Training can be delivered via Zoom or at our facility and is customized to your practice.