If you’ve been running your clinic as a sole practitioner for a while, you’ll know the tipping point well: the diary is bursting, you’re turning people away, and your evenings are swallowed by admin you never asked for.
At some stage, growth doesn’t come from working harder; it comes from adding the right people.
But the leap from “just me” to “me plus my first employee” can feel huge. It’s not just a financial decision – it’s an identity shift. You stop being simply a clinician and become an employer, a leader and ultimately the architect of a bigger business.
Let’s talk through what this transition really looks like, and how to make it confidently (and sustainably).
Why Hiring Feels Scary – and Why It Shouldn’t
Most clinic owners hesitate at this stage for the same reasons:
“What if I can’t afford them?”
“What if they’re not as good as me?”
“What if clients only want to see me?”
“What if I hire the wrong person and it all falls apart?”
All valid fears. But here’s the bigger risk: staying stuck in a model where you are the business. That’s not scalable, and it’s certainly not sustainable.
When you hire well, you’re not losing control – you’re gaining stability, flexibility and room to grow.
Step One: Think Like a Business Owner, Not Just a Clinician
Before you hire anyone, you need clarity on three things:
1. What role are you actually hiring for?
Is it another clinician to take pressure off your diary?
Is it a front-of-house/coordinator to protect your clinical time?
Is it a hybrid role?
Avoid the trap of hiring “someone to help.” Define the role clearly.
2. What outcome should this hire create?
More available appointments?
Reduced wait times?
Less time spent answering calls?
Fewer admin errors?
When you know the desired outcome, you’ll know whether your hire is actually delivering value.
3. What systems exist today?
If everything lives in your head, your new hire will struggle.
Document the basics: booking flow, check-ins, billing, follow-ups, safeguarding, stock, cleaning, clinical notes.
You’re not building bureaucracy – you’re building clarity.
Step Two: Understand the Numbers (Without Letting Them Paralyse You)
The first hire always feels like the biggest financial leap. But it becomes manageable when you break it down:
- What revenue must they generate (directly or indirectly) to cover their salary?
- What’s your current average fee per appointment?
- How many appointments per week does that translate into?
- What portion of your diary are you prepared to pass on?
Run the numbers, but don’t get caught in “worst-case-scenario thinking.”
A properly onboarded hire pays for themselves surprisingly quickly.
Step Three: Get the Hiring Criteria Right
Here’s the mistake many clinic owners make:
They hire based on personality alone because “they seem nice.”
That’s not enough.
Instead, look for:
- Coachability — Will they learn your systems, your way of delivering?
- Clinical alignment — Do they share your standards of care?
- Professional maturity — Can they handle clients, boundaries, and tricky moments without you holding their hand?
- Reliability — This matters more than brilliance.
Remember: your first hire sets the tone for every hire that follows.
Step Four: Onboard Like You Mean It
A new employee doesn’t walk in ready to run—they walk in ready to learn.
Onboarding should include:
- Shadowing you in clinic
- Step-by-step process training
- Clear expectations for week 1, month 1 and month 3
- Regular check-ins
- Clarity around clinical standards and patient communication
- Access to your operations manual (even if it’s basic to start)
The smoother your onboarding, the faster they become productive—and the less work returns to your plate.
Step Five: Communicate the Change With Your Clients
If you’re worried clients will only want to see you, here’s the truth:
Clients don’t need you specifically—they need your standard of care.
Tell clients you’ve brought someone on because demand has grown and you want to maintain quality and accessibility. Introduce your new clinician confidently:
- Who they are
- Their expertise
- Why you chose them
- Why you’re excited to have them
If you speak with certainty, clients will pick up that confidence.
Step Six: Stay in Your Lane (The Leadership One)
The biggest mindset shift is this:
You’re no longer just doing the work—you’re building the environment where the work gets done.
That means:
- Delegating outcomes, not just tasks
- Giving feedback early and often
- Protecting your strategic time
- Stopping yourself from swooping in and doing everything yourself
- Being clear, not apologetic, about expectations
Leadership starts the moment you hire someone.
Do it well, and your clinic becomes bigger than you.
Final Thought
Hiring your first employee is the moment your clinic becomes a business rather than just a job you created for yourself.
It’s a leap, but it’s the leap that gives you breathing room, sustainable growth and a future that isn’t dependent on your personal capacity.
If you’d like help planning your first hire, mapping the financials, or building an onboarding process that actually works – I’m here to support you.
