Build to Scale

Hiring the right associate is only the beginning. What happens after they say yes can determine whether they stay for 6 months—or the next 10 years. In this episode of the Built to Scale Podcast, Dr. Alan Miner and Dr. Mark Mouw break down the often-overlooked process of onboarding an associate doctor and why the first 60 days matter so much. A great onboarding process should make expectations clear, give the associate the tools to succeed, and take the knowledge that lives in the owner's head and turn it into a repeatable system. In this episode, they discuss: ✅ Setting clear expectations and agreements from day one ✅ Creating a structured 60-day onboarding process ✅ Recording training videos and building SOPs ✅ Using AI to turn training into documented systems ✅ Establishing KPIs so associates know what success looks like ✅ Making training measurable through quizzes and sign-offs ✅ Why documentation makes your practice more scalable ✅ The importance of transparency with your practice's financials ✅ Connecting individual performance to the bigger picture of the business ✅ Building an environment where great associates actually want to stay One of the biggest takeaways: Don't just hire an associate and expect them to figure it out. Show them what success looks like. Train them on how to achieve it. Measure the right things. And give them a clear path to becoming part of the team. Because great onboarding isn't just about teaching someone their job. It's about building a relationship that can last for years. Hiring:  Build your dream team to help more people and make more money.  Click below to schedule a complimentary Discovery Call for:  Associate DC Hiring  Chiropractic Assistant Hiring Virtual CA Hiring Get Hired:  Want a better job? Submit Your Resume (no cost, no obligation) Check out our Job Board with over 100 open positions paying $85K+  Let’s Connect on Social (we’ll follow you back!)  Instagram |  Facebook |  LinkedIn

Hiring an associate isn't just about finding a chiropractor with a good resume. It's about finding the right person for the role you're actually trying to fill. In this episode of the Built to Scale Podcast, Dr. Alan Miner and Dr. Mark Mouw break down what they've learned from personally hiring dozens of associate doctors and helping thousands of chiropractic practices through Chiro Matchmakers. The chiropractic associate market has changed. Today's owners are often looking for experienced A-player doctors—and that means understanding what the market actually demands, from compensation to clinical experience to the type of person you're bringing into your practice. But here's where many owners get it wrong: They try to hire a "mini-me." Someone entrepreneurial. Someone who wants to build the practice. Someone who thinks exactly like the owner. But that person may not want to stay. Instead, the better fit may be a caregiver—a chiropractor who wants to focus on taking care of patients, work in a stable environment, and become a long-term part of the team. In this episode, we discuss: ✅ How to determine why you're actually hiring an associate ✅ Why the chiropractic associate market has changed ✅ The difference between caregivers, business builders, and entrepreneurs ✅ Why hiring a "mini-me" can create unnecessary turnover ✅ How to create a clear job description before you start interviewing ✅ What green flags to look for in an associate ✅ Why work history and loyalty matter ✅ Why a candidate's goals should align with the role you're offering ✅ Why you should actually adjust a doctor before hiring them ✅ What you can learn by having a candidate spend time with your team ✅ The red flags that should make you think twice ✅ Why reference checks are still critical ✅ The five steps owners shouldn't skip when hiring One of the biggest takeaways: Don't hire an associate and then figure out what you want them to do. Define the role first. Know what success looks like. Understand the type of chiropractor you're looking for. Then find someone whose goals, behavior, experience, and values actually fit that role. Because the goal isn't just to fill a position. It's to find someone who can become a long-term, valuable part of your practice. Hiring:  Build your dream team to help more people and make more money.  Click below to schedule a complimentary Discovery Call for:  Associate DC Hiring  Chiropractic Assistant Hiring Virtual CA Hiring Get Hired:  Want a better job? Submit Your Resume (no cost, no obligation) Check out our Job Board with over 100 open positions paying $85K+  Let’s Connect on Social (we’ll follow you back!)  Instagram |  Facebook |  LinkedIn

50 episodes of Built to Scale! For our 50th episode, Dr. Allen Miner and Dr. Mark Mouw are diving into one of the biggest mistakes clinic owners make when hiring an associate: Expecting every associate to want the same thing. Not every chiropractor wants to build a business. Not every chiropractor wants to become an owner. And not every chiropractor is wired to be an entrepreneur. In this episode, Dr. Allen and Dr. Mark break down the different types of chiropractors they see in the marketplace—and why understanding who you're actually hiring can completely change how you structure the role. They discuss the difference between: 🔹 Caregivers who are primarily focused on taking care of patients 🔹 Business builders who want more responsibility and opportunity 🔹 Entrepreneurs who are naturally driven to eventually build something of their own The mistake is treating all three the same. In this episode, they discuss: ✅ Why most chiropractors aren't naturally wired to be entrepreneurs ✅ Why a great associate doesn't necessarily want to build your practice ✅ How to structure an associate role around what they're actually good at ✅ Why owners should consider handing off adjusting before handing off sales ✅ How to think about paying an associate $100K+ using the numbers ✅ Why owners need to protect their own income before hiring an associate ✅ How a business-builder associate could eventually become a buyer ✅ Why buyout expectations should be discussed before the relationship begins One of the biggest takeaways: Stop looking for one associate to do everything. The best associate for your practice isn't necessarily the person who wants to become just like you. It's the person whose goals, strengths, and expectations actually fit the role you're hiring them for. If you're thinking about hiring an associate, you need to understand what they're looking for before you bring them onto your team. Hiring:  Build your dream team to help more people and make more money.  Click below to schedule a complimentary Discovery Call for:  Associate DC Hiring  Chiropractic Assistant Hiring Virtual CA Hiring Get Hired:  Want a better job? Submit Your Resume (no cost, no obligation) Check out our Job Board with over 100 open positions paying $85K+  Let’s Connect on Social (we’ll follow you back!)  Instagram |  Facebook |  LinkedIn

Most chiropractors think they're saving money by paying their CA less. They’re not. They’re often just paying for turnover instead. In this episode of the Built to Scale Podcast, Dr. Allen Miner and Dr. Mark Mouw break down what a good Chiropractic Assistant actually costs—and why underpaying your team can become one of the most expensive decisions you make as a clinic owner. The CA market has changed. The days of finding experienced, high-performing CAs for 8–15/hour are gone. Today, quality CAs are often commanding 23–26/hour, while someone around $20/hour may still require significant training and development. And here's the part many clinic owners miss: The cheapest employee isn't always the least expensive. If you hire someone who can't perform, constantly retrain new people, lose productivity, and repeat the hiring process every few months, that "cheap" hire can cost your practice far more than an A-player ever would. In this episode, we discuss: ✅ What good CAs actually cost in today's market ✅ Why paying 16–18/hour can make hiring quality talent difficult ✅ How underpaying contributes to unnecessary turnover ✅ Why your best employees may leave for just $2 more per hour ✅ How regular raises, reviews, and KPI-based bonuses can improve retention ✅ Why high-revenue practices tend to invest heavily in their teams ✅ The difference between hiring cheaply and hiring strategically ✅ How Chiro Matchmakers helps doctors avoid sorting through 75–100 resumes ✅ Why the right CA can become an investment—not just another expense One of the biggest takeaways: Stop treating your CA like a low-cost employee. Your team directly impacts your patient experience, your operations, your capacity, and ultimately your revenue. Paying more for the right person, developing them, and keeping them long-term can be far cheaper than constantly replacing people who weren't the right fit in the first place. Hiring:  Build your dream team to help more people and make more money.  Click below to schedule a complimentary Discovery Call for:  Associate DC Hiring  Chiropractic Assistant Hiring Virtual CA Hiring Get Hired:  Want a better job? Submit Your Resume (no cost, no obligation) Check out our Job Board with over 100 open positions paying $85K+  Let’s Connect on Social (we’ll follow you back!)  Instagram |  Facebook |  LinkedIn

Finding great people is only half the battle. Keeping them—and making sure your patients stay committed—is where many practices fall apart. In this episode of the Built to Scale Podcast, Dr. Alan Miner and Dr. Mark Mouw break down one of the most overlooked parts of building a successful chiropractic practice: The transition. From hiring a new associate or CA to onboarding a brand-new patient, what happens after the decision is made can determine whether that person succeeds, sticks around, and becomes part of your culture. And most clinic owners don't have a real system for it. They talk about: ⚠️ Why great employees leave when onboarding is poorly structured ⚠️ Why hiring the right person has to come before onboarding ⚠️ How 30-, 60-, and 90-day onboarding systems create clarity ⚠️ Why "if it's not written down, it doesn't exist" ⚠️ How SOPs, training videos, expectations, and KPIs improve retention ⚠️ Why patients also need to be intentionally onboarded into care ⚠️ How setting expectations can prevent patients from dropping out when setbacks happen ⚠️ Why outsourcing hiring can eliminate one of the biggest stressors of running a practice One of the biggest takeaways: Your business isn't just the systems you build. It's the transitions between those systems. You can have great marketing. You can hire talented people. You can sell a high-value care plan. But if you don't have a clear process for what happens next, you're leaving a massive gap in your business. Great teams don't just need great people. They need to know what success looks like, what happens next, and how they're supposed to get there. And the same is true for your patients. The better you onboard people, the more confident, connected, and equipped they become. Hiring:  Build your dream team to help more people and make more money.  Click below to schedule a complimentary Discovery Call for:  Associate DC Hiring  Chiropractic Assistant Hiring Virtual CA Hiring Get Hired:  Want a better job? Submit Your Resume (no cost, no obligation) Check out our Job Board with over 100 open positions paying $85K+  Let’s Connect on Social (we’ll follow you back!)  Instagram |  Facebook |  LinkedIn