Do group practices need a careers page?
Yes, if you plan to hire. Clinicians research practices online, and a clear careers page helps attract people who fit your model.
Insights
The Careers Page Group Practices Forget
A group practice careers page should tell prospective clinicians what it's actually like to work there: the kind of clients you serve, how caseloads and referrals work, supervision and support, how compensation is structured, and how to apply.
A group practice grows by hiring clinicians. Yet most group websites put far more care into attracting clients than attracting the people who'll serve them.
The core problem
Many group practice sites have no careers page at all, or a single line that says "We're hiring, send your resume." Clinicians considering a move have to guess what the practice is like, how referrals work and whether they'd fit.
The best candidates are often choosing between several practices. A thin or missing careers page quietly tells them the practice hasn't thought about their experience.
Why the old model fails
The old approach relied on word of mouth and job boards. The website was for clients only, and recruiting happened elsewhere.
But clinicians research practices the same way clients do. They look at the website to understand the practice's specialties, reputation and values. If the site speaks only to clients, candidates still have to guess about the part that matters to them.
What has changed
Clinicians have more options than they used to, including private practice, telehealth platforms and multiple group practices competing for the same people. They want to understand the model before they apply.
Clients also notice the team. A practice that attracts and keeps strong clinicians shows it through consistent, current provider pages. Recruiting and client trust are connected.
What better looks like
Write a careers page for the clinician you want to hire. Describe the clients and concerns the practice focuses on. Explain how referrals and caseloads work, what supervision and consultation look like, how scheduling works, and what the practice handles so clinicians can focus on clinical work.
Be honest about compensation structure, even if you can't publish exact figures, and describe the licensure or experience you're looking for. Make applying simple: one clear path, what to send and what happens next. Keep it current. A careers page advertising a role filled months ago is worse than none.
Practical checklist
- Describe the clients and specialties the practice focuses on.
- Explain how referrals and caseloads work for new clinicians.
- Describe supervision, consultation and professional development.
- Say what administrative support the practice provides.
- Explain compensation structure in general terms.
- List the licensure and experience you're looking for.
- Give one clear application path and keep open roles current.
Deeper’s point of view
We think a group practice website has two audiences: the people seeking care and the clinicians who provide it. Both deserve a clear, honest picture.
A good careers page also reflects the practice's values back to clients. It shows a practice that takes its people seriously.
When we build group practice sites, recruiting is part of the architecture conversation, not an afterthought.
Further reading
Questions therapists ask
Should a careers page list compensation?
Describe the structure honestly, even if you don't publish exact figures. Candidates want to understand the model before applying.
Where should the careers page live on a practice site?
Linked in the footer and from the team or about page, so it's easy to find without distracting clients from booking.
Cite this page
Rick Julian (2026). The Careers Page Group Practices Forget. Deeper. https://deeperwebsites.com/insights/group-practice-careers-page
Canonical URL: https://deeperwebsites.com/insights/group-practice-careers-page
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