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Recruiting Services

For Mental Health Practices

A STRATEGIC END-TO-END
RECRUITING PROCESS

Hiring a mental‑health practitioner requires a strategic, end‑to‑end approach. Mindful Admins will act as an extension of your team, handling sourcing, screening, license verification, and post‑hire support to ensure a seamless transition. Our aim is to secure a candidate who perfectly fits your practice’s needs and practice’s geographic market.

OVERVIEW OF THE PROCESS

01

Intake & Compliance Briefing

We discuss learning about the practice, including its mission and culture, licensure requirements, supervision, tele‑health rules, and any practice‑specific compliance concerns.

02

Strategic Sourcing Plan

Deep market research (salary benchmarks, competitor activity) and a multi‑channel sourcing plan using Indeed, LinkedIn, professional and alumni networks, and referral opportunities.

03

Job Posting Creation & Legal Review

Draft a compelling job posting, review it for compliance  with EEO, HIPAA, state labor laws, and obtain your approval before publishing.

04

Detailed Applicant Screening

Verify licenses, coordinate optional background checks, score candidates against a rubric, and shortlist the most qualified candidates.

05

Recruiter‑Led 30‑Minute Interviews

Conduct thorough virtual interviews, assess expertise and cultural fit, and provide you with post-interview feedback summaries.

06

Structured Reference Checks

Contact 2‑3 references per finalist, capture key insights, and provide you with a standardized report.

07

Offer Letter Drafting & Negotiation Support

Prepare a clear, legally sound offer, advise on negotiation points, and finalize acceptance.

08

30‑Day Post‑Hire Check‑In

Meeting with the hiring clinician to gather early feedback, resolve any onboarding issues, and suggest quick‑win improvements.

YOUR COLLABORATION REMAINS ESSENTIAL

You’ll be asked to:

  • Participate in a recruiting kickoff meeting so we can learn more about the opportunity.

  • Review and approve the job posting.

  • Review interview & reference‑check summaries.

  • Conduct the final interview and make the hiring decision.

  • Attend a 30‑day post‑hire check‑in.

DEFINING SUCCESS

  • Full compliance: 100 % of legal checkpoints cleared (licensure, HIPAA, EEO, state labor law).

  • Reference‑check completeness: Minimum two references per finalist, documented in a clean report.

  • 30‑Day retention indicator: New hire reports ≥ 80 % satisfaction with onboarding and first‑month experience.

  • Time‑to‑fill: Hire completed within a target of 12 weeks (estimated) of the intake briefing.

PARTNERSHIP YOU CAN COUNT ON

  • Transparent reporting at every step.

  • Paid ads or external costs pre-approved.

  • Tailored strategy: Emphasis on supervision and flexible scheduling to attract top talent, especially in rural cities.

  • Dedicated Recruiter: Consistent communication and milestone tracking.

  • Next steps: Schedule the intake kick-off meeting, sign the recruiting agreement, and we’ll launch the sourcing plan.

Ready to Take the Next Step?

Schedule the recruiting intake call for more information or to get started.

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