Sep 22, 2026 · 16 min · 10 segments
Picking up where last week's episode left off, Lisa walks listeners through the free Hire Slow Checklist step by step, turning "hire slow" from a mindset into seven concrete moves any group practice…
Lisa CatalloHost
When you think about slowing down your hiring process or your recruitment process, this doesn't mean that you're procrastinating or you're hesitating or insecure.

And each of the steps in your interview process is related to the clients that you are serving, the kind of person you want on your team, and the kind of person that you want to lead.

And if we're just going with our gut or, you know, winging it every time we do an interview, That actually doesn't feed into a really good relationship that's going to last as long as possible.

So you're like, hey, Lisa, I need to bring somebody on or I don't have time to do all these steps.

But I would actually argue that this is actually the fastest way to stop repeating expensive, non-effective recruitment of therapists.

So I want to encourage you to use this checklist the next time you're bringing someone onto your team, whether that's a therapist, an intake coordinator, or a clinical director.

So what do you need for licensing or association? What kind of degree are you adamant that they have? Or are you okay if they have a diploma or a different kind of training? What kind of availability do you want and need? So most of us know that if you offer an evening or a weekend, you're going to fill up sooner, but that may not actually fit with your ideal client.

So spend some time looking at your inquiries, the role that you're wanting to fill, and what that availability would look like.

What kind of experience do you want to have? One of the things that we're facing in the market right now, especially for counselors, is that it feels very saturated and it's hard to get experienced therapists to join your group practice.

So what are you willing to negotiate on? Are you okay taking a new grad? And if so, are you prepared for the extra attention and support that they need? If not, are you willing to wait this out and have a slow process? Know what you won't budge on and versus the nice to have in there.

And you want to decide that before people start applying, you want to make that really clear in everything that you post.

These are the non-negotiables so that there isn't any confusion or, oh my goodness, I thought this was a good fit, but they're missing this kind of thing.

When you think about slowing down your hiring process or your recruitment process, this doesn't mean that you're procrastinating or you're hesitating or insecure.

And each of the steps in your interview process is related to the clients that you are serving, the kind of person you want on your team, and the kind of person that you want to lead.

And if we're just going with our gut or, you know, winging it every time we do an interview, That actually doesn't feed into a really good relationship that's going to last as long as possible.

So you're like, hey, Lisa, I need to bring somebody on or I don't have time to do all these steps.

But I would actually argue that this is actually the fastest way to stop repeating expensive, non-effective recruitment of therapists.

So I want to encourage you to use this checklist the next time you're bringing someone onto your team, whether that's a therapist, an intake coordinator, or a clinical director.

So what do you need for licensing or association? What kind of degree are you adamant that they have? Or are you okay if they have a diploma or a different kind of training? What kind of availability do you want and need? So most of us know that if you offer an evening or a weekend, you're going to fill up sooner, but that may not actually fit with your ideal client.

So spend some time looking at your inquiries, the role that you're wanting to fill, and what that availability would look like.

What kind of experience do you want to have? One of the things that we're facing in the market right now, especially for counselors, is that it feels very saturated and it's hard to get experienced therapists to join your group practice.

So what are you willing to negotiate on? Are you okay taking a new grad? And if so, are you prepared for the extra attention and support that they need? If not, are you willing to wait this out and have a slow process? Know what you won't budge on and versus the nice to have in there.

And you want to decide that before people start applying, you want to make that really clear in everything that you post.

These are the non-negotiables so that there isn't any confusion or, oh my goodness, I thought this was a good fit, but they're missing this kind of thing.
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