Recruiting, Attracting, Hiring & Retaining Top PTs With Adam Robin

[00:00:02] Welcome to the Private Practice Owners Club. Your hosts and coaches, Nathan Shields, scaled his practice and exited for millions, while Adam Robin went from working 60 hours a week in one clinic to scaling to multiple clinics while working less than four hours per week remotely. This podcast is meant to share with you exactly how they did it and how you can build a business that supports the lifestyle that you truly desire. And don't forget to

[00:00:27] join the Private Practice Owners Club community on Facebook, where we are obsessed with providing even more resources that help owners, just like you, win the game of private practice. Hey, it's Nathan. Quick heads up for all the private practice owners who are listening. If you've been listening to the podcast for a while, you know that it took me at least 10 years of grinding in my own clinics before I finally figured out how to scale and sell my

[00:00:56] four practices for seven figures and about three times the national average. The biggest shift wasn't some secret marketing hack. It was how I thought about profit systems and actually my role as the owner. That's exactly what we're going to be working on together with you at the High Performance Practice Conference this fall in San Antonio, Texas. From October 15th through 17th,

[00:01:22] Adam, Robin and I are hosting a three day hands-on event for PT, OT, speech, mental health, peds, pelvic floor, and medical practice owners who want to build clinics that are profitable, scalable, and best of all, don't depend on them 24 seven. We'll dig into simple profit and KPI frameworks, real leadership and culture work and practical systems. You can take home and plug in

[00:01:48] with your team. So if you're doing roughly six to seven low figures a year and you want your clinic to feel more like a real business and less like a job slash cage, I'd love to see you there. Frankly, I'd love to see you bring your leadership teams as well because we will have breakout sessions for them too. You can get all the details and grab your seat at the link in the show notes. All right, let's get into today's episode. Welcome to the live everyone. Today,

[00:02:15] we're going to talk about Nathan's favorite topic, which is recruiting. Oh my gosh. It just, it never ends when I'm talking to people. It's like issue number one all the time at the top. I know. Right. Is it like that for you and your clinics? Yeah, we had two resignations this week. Yeah. So we're back on the grind, you know? Wow. Were you fully staffed at that point prior to the resignation?

[00:02:41] Yeah. One was okay. Cause we were a little bit heavy. It was kind of like, Hey, I want to raise. And I was like, yeah, but you're not full yet. So we got to get you full first. And then she's like, well, I quit. I was like, that makes it easy on us then, you know, like, let's just, let's just, let's just, let's just, that makes it kind of a win-win. I mean, I think that's great for us because now we get to be more profitable. So that not a big deal. The other one was,

[00:03:06] is it actually a speech therapist. So I heard a little bit more, but also somebody that I value a lot. The speech therapist was awesome, but not quite the A player that we need there. So even though it's kind of like a bummer for the team and for me kind of personally, I think it was probably the better, the better thing long-term. Oh really? I think it'll make us a little, a better team. I think we have an opportunity to bring on somebody that's a little bit more aligned. Yeah. I gotcha.

[00:03:35] Yeah. But this isn't about me, but nevertheless, good news within 24 hours, I had two interviews for speech therapists. How does that happen? Man, I think I'm good at this. You have to admit that you have a recruiting engine now that is whirling and going in the, even though you haven't been hiring the last few months. So when you need

[00:04:00] somebody, you kind of, it doesn't take a lot of energy to, for that engine to push out some resumes, right? You've got a flywheel that initially was a ton of effort to get going, but now it just takes a little bit of effort to keep it front and keep it twisting. Right. Yeah. Especially with AI now, it's like a lot of it's copy paste. A lot of it's automated. We already have the lists of PTs built. We already have all of the demographic information, the contact

[00:04:26] information. We have the CRM set up. So it's like you said, it's a lot of, it's really just like, how do I get the message out to everyone quickly in every capacity that I can and technology now, it's easier, easier to do that. So if you send it on the spigot. Yeah. If you just send it's like, hey, I'm going to send a 1500 emails and 1500 text messages and see what bites.

[00:04:53] Yeah. And the thing is that people are always dipping in and out of that transition window, that buying window, if you will, like, so it's like, huh, summer's here. Maybe I would like to spend more time with the kids. Maybe I don't want to do this corporate thing anymore. Maybe I want to get back on the treatment floor. Like those things happen periodically throughout the year, but those

[00:05:18] windows are very tight. They're like 10 days. Right. And then they get back in their routine. And so, correct. You got to get in there. You got to get inside of that conversation. Not that you're trying to trick them into working with you, but you're trying to see if you, maybe there's opportunity for you to create something better together. Right? Yeah, exactly. Speaking of, let's do this right now. I want to share my screen. Go for it. Because you are going to

[00:05:45] talk all about this on our pre-conference workshop so that people can learn how to do exactly what you're doing. And if people go, I'm going to put this link for our conference in the comments so people can get on the wait list. Registration should be coming out this week. And the pre-conference workshop is all about exactly what you're talking about, right? The CRM, all your systems, how you do

[00:06:13] things, what is your recruiting engine look like? And so if people go to the conference page, when it comes out, they're going to get an opportunity to sign up for the pre-conference workshop. We're going to spend, I think we've got 5 hours planned where you are going to open up your computer, show exactly how you set everything up, the social media leverage that you use, the emails that you send,

[00:06:38] the text systems, your CRMs. So people can learn all about how you do things. If they go to the pre-conference workshop, it'll be available both in person and virtually. So you don't have to be there. It will be that five hour block available to you, even from the comfort of your own home. But if you want to join us for the conference afterwards on Friday and Saturday, which I recommend,

[00:07:03] that's well, what's happening, which I recommend, highly recommend, highly encouraged, highly recommended, highly encouraged. If you're an owner to join us, if not only if you have a recruiting issue, but if you're an owner, we're going to talk about how to be a better owner, basically how to get more profit and have more freedom and purpose in your life. So I'll share this, like I said, in the comments so that people can go here and learn all about how you set up your recruiting system such that

[00:07:31] when someone quits, like you had this week, you can turn on the spigot and have two interviews a couple of days later. Yeah. Awesome. A couple of things to keep in mind about this workshop and just learning how to recruit in general. There's so many reasons why you should learn this skill. There's so many reasons why even if you don't want to recruit, you should still learn how to do it, what it is.

[00:07:59] You need to orient yourself to what good recruiting skills look like. What are the standards? Just like you were going to hire like an outsource biller. Like if you were going to hire an outsource recruiter, you'd want to know like, Hey, what is your strategy? What is your, how do you dial in your messaging? What is your outbound cadence? What does your follow-up cadence look like? Where do you post your job ads? How do you qualify and disqualify job? Like all of those things are really, really important for you to learn because it's a valuable skill. First of all, as a business owner. So if you do want to

[00:08:29] become your own recruiter, great. If you don't, well then now you have a really great orientation and framework to hold some type of outsource solution accountable. Right? Right. So you can create alignment around like what good work actually looks like. Yeah. What you can expect. Correct. The other thing is if you want to train somebody on your team to do it, right? Like you don't have to even be the, or maybe you can just own pieces of it. Right? Like maybe there's somebody, maybe there's a really hungry clinician that wants an opportunity

[00:08:58] for leadership in your company or a really great front desk person who's good with social media and AI. You could create a small recruiting division in your company. So valuable skill that I highly recommend you learning. Whether you want to learn how to recruit or market or promote your stuff in any capacity, I think you'll walk away with some value. You'll be able to make better decisions and make a bigger impact in your recruiting division next year.

[00:09:23] Yeah, definitely. Look at your experience over the past few years and it's your growth capability to understand changes like this. Your ability to expand and develop leaders has directly been tied to your ability to recruit. Yeah, I think so. And also, yeah, I would say, listen, there's a lot of people, if we run your audit through my practice, you're probably going to be like, Adam, you're missing a bunch

[00:09:53] of money. You know what I mean? Like, it's not perfect. I'm not here to tell anybody that what we do is perfect anyway. We have tons of problems. But I think what I do have is I do have an ability to keep good people on the team and build them up into leaders. And it gives me my freedom, right? So my practices is wildly profitable, like most in-network practices aren't, but we are profitable

[00:10:20] and we understand our margin. But I get to hang out in my house all the time with my kids all summer, you know? So I like that stuff. It's pretty cool. And I think that having really strong people and systems in your company is critical to creating that time freedom. Well, you hit on something and we talked about it a few months ago on the podcast that one part of recruiting, and maybe tell me if you want to start here or not, or if you want to start more basic, but one part of recruiting is

[00:10:50] retaining the right people, right? Do you want to start a conversation there? Do you want to go back to more basic stuff regarding what people didn't need to know about recruiting? Well, we did. I think that's a really great top subject to tap into, but whenever I'm looking at the Facebook group, the survey that we put out, which was pretty, pretty like predictable, I don't think many practice

[00:11:15] owners are having a really hard time with retention. It is hard, but it feels like the biggest hurdle is how do I generate opportunities? How do I generate interview opportunities? Right, right, right. Which is where the biggest constraint seems to be. And then which leads to the second biggest constraint, which is, okay, I've got a few opportunities. How do I deliver some type of

[00:11:43] offer that converts, that gets people to actually enroll into your company? And then I think the third constraint is probably that retention piece. So if you don't mind, I'd love to start on that front end. Yeah, let's go to that first then. If that works. Yeah, I can see where you're talking about most people, if you talk about their pain spot is like, hey, how do I get in front of these people? Yeah. Well, maybe it goes, does it go before that, like being clear on what you're selling?

[00:12:12] Totally. I think they all work together, right? They are segmented, right? There is like a lead generation, a conversion and a retention piece, just like any funnel or business works. But they all are very, they're kind of meshed, like one can't work without the other. And they all build on top of each other. I think there's really two things that are foundational to this entire process that are critical that you must do the boring work around, which is number one,

[00:12:40] defining your ideal candidate profile, your ICP. At the end of the day, what you're trying to do is target a specific human, specific type of human who aligns with you in some capacity and has some demographic characteristics like the personality profile that aligns with your culture. They have

[00:13:06] some skills, right? They have some type of work history that qualifies them. And also, there may be in a certain point of their career, like if you're looking for a leader or if you're looking for a new grad, like that's going to be different. And then also, they're going to have a very specific pain point or need or desire that they're trying to fill.

[00:13:29] Right? So it could be somebody that's burnt out or somebody that's underpaid or somebody that feels overwhelmed in their career. Or maybe they, maybe it's a new grad that landed their first job and they're like, man, I really regret, I really regret that job. Right? And so getting clear on what these things are, will help you build out an ideal client profile that will define who you're talking to

[00:13:57] exactly, what their pain point is exactly, and which will result in how are you going to help them solve that pain point? How are you going to formulate an offer that directly solves that? Right? And what outbound messaging are you going to use to speak clearly to that person around that pain point and

[00:14:21] around that offer? Right? And so otherwise, if you don't build that out, I don't know if you guys are fishermen. I'm not, but I kind of know how it works. You go out there, right? You might be fishing in the wrong pond. You know what I mean? You got to know what you're fishing for and right bait. Right? Right. Like if you want to go out there and you want to catch Marlin and you're in a freshwater pond,

[00:14:46] you're in the wrong pond. You're just spraying and praying. Yeah. Right. And so your message will just, the market will dilute your message. You will not stand out. Nobody's going to notice you. Yes. And you're not going to create that magnet of awareness to that right person without doing that framework. It was easier for us to figure that out over time after we tried and burned through

[00:15:13] and churned a few providers, right? A little bit harder if you're on your first or second provider that you're trying to hire. If you've been through it quite a bit, you can say, okay, these are the type of people that number one, do really well in our company. Let's just explain who they are, what they like, what their personality type is like, right? It's kind of easy to figure that out. Who stuck around and doing really well and seems like a great fit. So it doesn't have to be like magical

[00:15:42] picking it out of thin air. You just look at the people that do really well for you and describe them for those people that haven't gone through that process. You just got to think about partially someone who's going to align with you because you're going to be working with them quite a bit in that, those beginning stages. So there does need to be some personal alignment to your values, your personality type and the way you work and the way you do things. Not to say that they have

[00:16:11] to be the exact replica of you because complimentary people are very much helpful in those stages. And so you have to have some of your own personality type testing done to know who works well with your personality type. You can use the, oh, is it the genius format? Well, seven working, you know, six working geniuses or the seven working geniuses. Yeah.

[00:16:36] You can use the Enneagram, right? And plug your scores into, into some AI. It'll tell you who would be complimentary and work well with you. So as you do some of these personality tests, you'll know who will compliment you. And now you can tailor your pitch or your ad to those people who would compliment you. Right? So there are ways to do it and you don't have to necessarily pick it

[00:17:03] out of thin air. No, no, no, no, absolutely. I think it should be structured. It's not like, otherwise we'll get your kid to write you up something. You know what I mean? Like, I think that's what people do. People might just, Hey, if they're going to use AI, let's just use AI and write me an ad for a provider that I need a 40 hours a week. And I'm going to pay them within this range of money. You need to do a little bit more work than just let AI handle everything.

[00:17:30] Well, name one thing in business that doesn't get massively better. If you do more quality work on the front end, right. Onboarding, training, retaining money, man, like everything, all the value is in that front end boring work. So like, I think going really deep and intentional and specific and targeted and strong quality, you can kind of mess up on the backend, but you want to get that stuff, right?

[00:17:56] Get that avatar really nailed down. Do you happen to have a name for your, I don't, I don't. I remember Will putting people through his program. He'd say, well, give him a name, give him a name, David or Betty or someone like that. And that way, when you say it to the rest of the team, they're like, yeah, we're looking for our next David. And everyone totally understands what you're talking about. Yeah. As I hear you speaking through that, I kind of think around, there's kind

[00:18:23] of two pieces that need to interlock here, right? One is going to be the problem that they have, that they have the candidate. They want to make more money. They want more freedom. They want more autonomy. They want more independence. They want to move to Alaska, whatever that specific problem is. You got to get clear on that because you want your offer. Cause that's going to be the thing that attracts them. That really brings them in. That's the bait. It might be the wrong

[00:18:52] personality, but like if you're not speaking to them and they're like, you got to make it about them first, right? Then you can make it about you once you have them on the interview or once you get them on the phone, right? Then you can qualify them. Right. But if you qualify them too hard on the front end, you're going to get ghosted a lot. Right. So I'd recommend, it's kind of like, you want to like hold the hot dog out there, get them in and then qualify them with the personality and the other things.

[00:19:18] In practice, would you say the way that you do that is so your subject line or headline is more speaking to them? Correct. Then the body of the ad is, is more. It's the hook, right? So the hook is what you're talking about, right? The hook is around their pain or their, something that taps into their emotional profile. Right. And that's going to entice them to read the job. That's what you

[00:19:45] need to capture them. So they actually browse down into the body of your ad, right? Yeah. So that is going to be, uh, we kind of went on a little bit of a tangent, but that's really the main, the ideal client profile. That's like huge, which goes into the second body, which is going to be your offer. You know, Alex Harmozy is, uh, you know, I'm a big fan of Alex Harmozy, but he calls it the grand slam offer, right? You want to make an offer that feels in his words,

[00:20:14] stupid to say no to. Right. And so a really great offer is going to be one that if you were just like, we are a physical therapy clinic that offers physical therapy, right? It's great, but what else? You know what I mean? Like why would, who cares? That's very vanilla, very vanilla. Right. So like that from every ad that I see.

[00:20:41] Right. So like, if you can just do work with the right type of person, they can help you extract value from your practice. That's like, Hey, we're the company that helps people move to Alaska, right? Or we're the company that helps you go fish sand in the rivers in Alaska, right? If you're speaking directly because people want that, right? Or maybe you're a very clinical based practice. And it's like, you're looking for somebody that wants that, uh, hand certification,

[00:21:07] right? Hey, do you want to, we're the company to help you get certified and meet that dream of yours as a clinician. And so we want to tailor our offer. It's still the same offer, still the same pay. It's still, you're just calling it something different. So building out a grand slam offer that speaks directly to that person. And that maximizes the value equation for them, not for you, but for

[00:21:33] them. And so if I can remember this correctly, the value equation, it's a formula, it's going to be dream outcome multiplied by ease, right? Divided by effort and divided by perceived likelihood of failure, something like that. Right. Something like that. So that whatever that number is, the less it gets, the less effort, whatnot,

[00:21:58] not totally exponentially increases the value perceived. Correct. So if you can imagine the ideal offer would be very specific outcome, that is their ideal outcome that is extremely easy to achieve with you. And you have proven history of success, helping people achieve this outcome via testimonials and all the things, documented mentorship program, all the things, right?

[00:22:27] In a very short timeframe, right? And what was the other one? Limited effort. Yeah. Very, very little effort, right? Very little effort. Yeah. So we'll fly you up for free. We'll move you to a little, we'll put you up in a cabin for free. We'll pay your first six months of rent to help you move to whatever, right? Very little effort. And if you can do that, you got a specific ideal client with a grand slam offer, you're going to

[00:22:55] get a few people raise their hands. Yeah, for sure. Make sense? Yeah, totally. Everything else downstream becomes exponentially easier. It's a lot easier to go through what you're talking about. It takes effort to get through this stuff. And the effort is like, how do I sell myself on this clinic? How do I sell myself on this job offer? If you're not sold on the offer itself, it's going to be really hard for you to sell it to someone else. Yeah. Well, so it's, I think one of the ways to extract that is like, why would people want to

[00:23:23] work here? You know? And I think like most of humans, we tend to underestimate the value that we do bring, right? Because I don't know if you remember as a physical therapist, how you kind of have that imposter syndrome and, and you've got these patients come here with shoulder pain and you're like, well, yeah, well, I don't need them to come in to tell, to tell them to do this with there aren't with a band, you know, like, but we downplay what we do know and the value that we do bring.

[00:23:51] Definitely downplay our expertise and we value of what we have for sure. Similar with a practice, right? Like you probably, maybe you've been in business for 20 years and you have stability and you have mentorship programs and you have a specific niche and you've got strong referral partners and you're in a great location. Maybe a beautiful facility. Maybe you have a special piece of equipment, AI scribe, you've got a great EMR. Like there's a lot of things that you're doing well. It's just really about extracting that. So you can put it into some language that people can

[00:24:19] get excited about. Right. Yeah. Cause we have that tendency to downplay it. Like, yeah, my facility is nice, but I know I need to do some touch up paint over here and over here. I know that piece of equipment's about 20 years old, but it still does a really good job and I don't want to get rid of it, but it is old. So I don't want to tell anybody and you have all these monsters in the background in your internal dialogue that tell you, no, it's not that great. Right. But you have to get past that and see it for what it is and really then present that out into the, out to the potential

[00:24:48] clients. See what fish will bite. If they bite, let's, let's put some ads behind that sucker, you know? And if they don't, let's go back to the drawing board, let's get a different value equation, right? Right. So when you do that, well, what you can do from there is you can start building assets, right? You can start building assets. You can build, especially with AI now, it's so easy. You can build compelling job ads. You can write email scripts, text message scripts, DM scripts.

[00:25:18] You can make social media graphics and social media posts. There's a lot of context there for you to build really meaningful assets to attract your people. And then you can deploy them into the marketplace at volume. When I say volume, I mean a lot, all the time, everywhere, more than you feel like is appropriate and you'll get hooks. You'll get people that bite. And when you talk about assets, you're not only talking about the content that you create, right?

[00:25:47] You're also talking about, I'm going to start developing my connections network on LinkedIn and my connections in the Facebook. And I'm going to have a lot of professional connections, meaning a lot of professional emails. I'm going to get my, get whatever I can in terms of contact information from the state board of physical therapy or occupational, wherever you're at, speech therapy, to get the contact information of the licensees in the state. Those are all assets that

[00:26:17] you start, you can't do anything if you don't have those assets. Right, right, right. I mean, like you really own nothing if you're just posting an ad on Indeed. So I think what you're talking about is a much grander scale of like, let's build this system. These parts of the engine that pertain to social media assets, content assets, email assets, text assets. Now you really have some power

[00:26:46] to get your message out. You got a tackle box, right? You got different wheels. You got some AI go, right? You got some armor, right? Like you got all kinds of stuff in there. Right. But if you show up and you're like, how do I get a PT to like me? And you don't do that work, like it's going to be hard for you to like attack the marketplace and be competitive and stand out. What does it take for someone to build up those assets on a consistent basis? I mean,

[00:27:15] maybe they could spend 40 hours a week, but really that's not going to be effective. Yeah. I think it's going to be a system that you have to build. I mean, there's, I'm one of the weird PTs who fell in love with recruiting. I don't know what it is. I just fell in love with it. So it's not hard for me because I love it, but most people hate it. You know, most people don't want to do this. They want to treat patients. They want to, don't want to be on social media. Correct. Bugging people and be salesy.

[00:27:44] And that's fine. Like you can create a faceless, like the founder is not the face of the recruiting engine. You can do that. It's going to be less effective because the founder led recruiting is always going to be more higher converting. Have you found some VAs that'll tackle this and do well for you? Totally. I mean, that's basically what I do. You know, I think your VAs, like you give them the system and they run it under your name.

[00:28:12] Yep. Give them the system. And we have interview or a formal screening process to really clarify the ideal client, really clarify the Grand Slam offer, maximize the value equation. We use Claude and Claude Code and all the AI tools to build all the digital assets. And it's just very quick, right? Like, but it took five years to build that, you know? Well, you can build all that stuff, but you still,

[00:28:38] your VAs or you need to be spending at least a couple hours a week, would you say? Like building those assets, connecting with people on LinkedIn, especially I'm assuming maybe Facebook stalking, that kind of stuff. Yeah. So like, I mean, the next system is going to be, okay, now that I have all these assets, how do I actually deploy it? Right. And how do I deploy that volume? Right. Right. So we run what we call, stealing a lot of this from Alex Cormozzi,

[00:29:03] but we call it the rule of 100. It's a hundred day sprint. So we do 100 outreaches a day for 100 days. Right. And we try to do some like geo-targeting clinicians that are within 20 miles, within 60 miles, within a hundred miles. Okay. And we go after that local community pool to let everyone know, Hey, we're recruiting. And we have a very unique offer with a very valuable,

[00:29:27] unique value proposition that's worth being considered. And so it is super valuable. I remember one of our clients, if you recall, she was in a small rural town in Idaho and she started doing some of this work on LinkedIn. And she's like, how I'm going to find a clinic director to move to this small little town in Idaho. So she got on LinkedIn, she started connecting with people, found people

[00:29:51] that were close by and connected with one person who was literally just a few miles away in another clinic and did not see a path to leadership in that clinic. And they connected on LinkedIn. And she's like, I never would have like reached out to her before. Cause she'd been at that clinic for so long. She was like, like a foundational piece of that clinic, but she was unhappy because she didn't

[00:30:15] have any growth opportunities and brought her over, like fulfilled all the dreams of that owner. He said, like not all of them are going to turn out like that, but some of them will. I mean, it's not uncommon that people start reaching out to you on LinkedIn as you start making some of these connections. Yeah. I mean, you've got to reach out because the market is it's unpredictable. It's predictable, but it's kind of like the stock market, right? It's like,

[00:30:41] you know, it's going to kind of go up, but you're not exactly sure. You got to stay correct. You got to stay consistent and you got to, cause listen, if you go out and you tackle LinkedIn during a downward market trend, it's going to crush you. You're going to send a hundred DMs a day for 50 days. And you're going to be like, I'm got nothing. But if you'd have just waited another two weeks, all the new grads were graduating and boom, you started, you started getting them. Right.

[00:31:06] Right. So it's important. I think all that to say, you can do this at a small scale if you got one or two clinicians to hire, but if you want to have a strong recruiting system that lasts forever, you kind of have to be able to maintain a certain level of volume consistently for a long time. And it can't occupy all of your bandwidth and energy. You have to find ways to leverage

[00:31:31] assistants or team members or recruiters or somebody to help offload you so that you can just own the vision and not all the heavy lifting of that. I think that's where for me, that's where I would have to have a VA that's doing this work for me. And I think I can speak for a number of small business owners who just get distracted on the shiny thing. And once they find the, once they find the provider, then boom, everything gets turned off. Yeah. Yeah. Nothing

[00:31:59] happens, but knowing you, you're doing a little bit, you're dripping into that system, or at least your VAs are doing a little bit of effort consistently, even when you're not hiring. Right. Totally. And the owner, just to be clear, like this is not, even if you did decide to get a VA, I think it's a great idea, but you still got to own it. You are the CEO of the company. Most of the people in the group are, you want solo practice owners, right? Maybe two locations.

[00:32:28] So unless you have a director of recruiting who you're paying a hundred thousand dollars a year, who can own this for you, like you have to be the person who's promoting the company. You have to own that messaging. You have to own that vision. You have to own driving those outcomes. You have to, just like you would promote to the community and promote to your referral partners. There's another funnel on the other side of your company called, how do I,

[00:32:56] it's a talent acquisition funnel. How do I bring clinicians into my practice consistently and help them solve their, their unique problems? Just like I do with my patients. And yeah, so it's like, you just, you got to figure out how to, how to solve that problem. Yeah. You said you don't have a director of recruiting that you can pay a hundred thousand dollars a year to, but that's who you're going up against. You're fighting against companies that have

[00:33:22] a hundred thousand dollars a year recruiting departments that are recruiting and you have to be doing something to counteract that. Now you don't have to have that salaried recruiter, but you need to be doing something consistently because your message is valuable. And that's what you're going up against. What they're doing is they're consistently doing the work full time. Meaning when someone pops up and says, you know, I'm not satisfied with my current situation.

[00:33:51] They're always there. They're always skimming that surface. Whereas if you only pop your head up, once you're, there is a need, you're just taking a chance that they're coming up out of the water at the same time that you are and that your eyes meet. Whereas you need to be skimming the surface, looking for people who do raise their hand and say, I'm looking for a different situation.

[00:34:15] So that you're available and put yourself in front of them so they can compare against those large outfits that have recruiting departments. And the thing is, I don't want to speak poorly on those larger recruiting companies, but they're not very good. Well, they're not very good because the only thing they have to sell is a better salary. Yeah. They're not great at recruiting though.

[00:34:42] They're not great recruiting because they can just out pay other people. Correct. Correct. So they can out price you. Yes, they can out price you, but you can out offer them and you can out quality them easily. You know, it's just kind of the bar is not that low, not that high. Like it's not as high as you real, as you think. Yeah. You know, just with a little bit of people that are burned out at the high salary position.

[00:35:10] I had, listen, I've got a yesterday. I had a woman speech therapist. She's a corporate regional director for a company. She's probably getting paid 130 grand a year. She wants to come work for me, but she's burnt out, tired, wants to get back on the treatment floor. Right. Yesterday. Wow. So don't like it. People are willing to take pay cuts. So she knows exactly what she's going to get paid working for me.

[00:35:39] Oh yeah. Situations change for people. Yeah. And you know what? All about the money. It's not all about the money. It's like, there's always going to be that those unique opportunities, you know, they're not as unique or random as you might think. Like for instance, the woman that was in Idaho, it's like that person was right there. Right. Those opportunities happen where they say luck, luck finds the people that go looking for it.

[00:36:05] So you can definitely out offer people. And the truth is that I had an opposition available for this person that she could not get with her current employer and she bit the bait. And now we have an interview scheduled next week. Yeah. Will she take it? I don't know. We'll see. But getting those leads is not the issue for you. Now it's a different skillset, finding out what they truly want and see if you can match up with

[00:36:31] them. And maybe more importantly, making sure they're aligning with you and your purpose. Totally. Yeah. I think coming back to the offer, which is a little bit of, there's an enrollment process during that interview. You know, we call it the enrollment interview and it's important in my opinion to break free of the traditional kind of corporate stale interview

[00:36:57] process. Like tell me what your biggest weakness. Tell me like that interrogation that we all went through for our first job. It's like, right? Like it's not about that anymore. In my opinion, like people have options. And so it takes a little bit of leadership. Are you going to talk about how to do better interviews in that pre-conference workshop? We'll give them a sales framework for sure. Some scripts and whatnot. Some recommendations. Some sales frameworks.

[00:37:25] Yeah. Cause that's something that we're not trained on. No one's really trained on him. You could get some training, but it is more along the lines of the corporate interview interrogation. Right. And not so much of the discussion. Right. Yeah. It's a discussion about how can I serve this person? Yeah. How can I using the assets that I have? I have a team. I have a little bit of money. I've got

[00:37:49] resources. I've got connections. I've got vendors. How can I pull together something really creative, right? That will maximize the things that are important to this person other than money. Mm-hmm. How do I just pour the gasoline on top of that in a way that they're willing to sacrifice this for all of this other value? Right. And so part of that interview process is really just

[00:38:19] understanding what really is important to them, what's truly important to them. And if you can clarify that and get them to be like, yeah, that's exactly what I want. That's what I'm looking for. That's what I want. And then you can be like, well, what if I did this? Would that be something you'd entertain? They're going to probably say yes, assuming that they're aligned with you, right? So you might have to be creative, right? You might have to be creative. And that might mean

[00:38:46] that offer might just be opportunity. It doesn't have to be in the form of compensation. It could be a one-on-one meeting with you every week as a mentor. It could be something along those lines. Right. And that could be individually established with every person on your team. It doesn't have to be this blanket compensation package, right? So that's how you convert at a higher level there. As we're wrapping this up, I think one thing needs to be said that, and I know you have this,

[00:39:10] but it's just second nature for you guys, but speed is super important throughout this whole thing. You cannot have people DM you in responses and wait three days to respond back to them. You need to be boom on top of these things. If you're able to connect with them, get them in for an interview as soon as possible. Just, you got to move this process along fast. There's urgency behind this. If you're going to catch them at the right time.

[00:39:39] Yeah. I'd say speed is a tremendous component. Being available with speed and personalization is probably the best combination to nurture leads. Well, if you get a DM and they're like, yeah, I'd love to have a conversation. It's like voice memo, book a call today. You know what I mean? Like book a call today. I'm getting on a call with you today, right? We need to have that level of

[00:40:04] urgency behind things. And I would say that I'm kind of in this discovery phase where I'm trying to figure out what I'm good at. And I would say that one of the reasons why I've had some success with recruiting is just my relentless urgency around things. I just operate at a speed that a lot of people don't understand. And if you just do that with recruiting, or if you find someone on your team, who's, who's got that urgency, who's got that restless, got that restless personality trait,

[00:40:31] you can convert candidates at a higher level too. Right. Definitely. Well, good stuff, man. For sure, man. Like I said before, we're going to talk about a lot of the stuff on the pre-conference workshop where Adam's going to pull back the curtains and show you exactly what he's talking about when he's talking about all these systems and processes and scripts and whatnot, how he leverages his VAs, et cetera. So check that out. If you want to go, I posted in the Facebook live, but just to say it here,

[00:40:58] for those who are listening, you can go to ppoclubevents.com, ppoclubevents.com, where you can learn more about the pre-conference workshop and the conference itself. We'd love to have you at both. There's a ton of value. So that's in October, 2026 in San Antonio. So can't wait. Any parting words? I'm rooting for you guys. Yeah. It takes consistent effort. It's like, you got to consider this a marketing strategy,

[00:41:24] right? Like any successful marketing strategy, it's consistency and effort. And the same thing with recruiting. It's just, recruiting is another word for marketing. Sure. Sure. But you can do it. You can do it. If you need any help, just reach out, shoot me a DM. Happy to help. Sounds good. Thanks, man. All right, guys. See ya. Thanks for listening to the Private Practice Owners Club. If you enjoyed this episode, would you mind doing us a huge favor and leaving a review? This helps us get the podcast out to

[00:41:54] more clinic owners to help them create greater freedom and profits so they can own their future. And visit our website, ppoclub.com to find more resources and connect with us.