One of the most common questions we hear from prospective employees is: "What are the opportunities for advancement?" At Holsman Physical Therapy, career growth isn't just a possibility - it's an expectation. We believe in developing talent from within, and our track record proves it: many of our current clinical directors, regional managers, and senior therapists started their careers with us as new graduates.

This article maps out the clear pathways for career advancement at Holsman, shares real success stories from our team members, and explains exactly how we support therapists at every stage of their professional journey.

Our Philosophy: Grow Your People, Grow Your Practice

Unlike corporate chains that hire external managers or promote based solely on years of service, Holsman takes a different approach. We identify therapists who demonstrate clinical excellence, leadership potential, and alignment with our values - then we invest heavily in their development.

This philosophy stems from our family-owned roots. President Richard Holsman believes that the best leaders are those who understand the clinical realities because they've lived them. That's why approximately 85% of our leadership positions are filled by promoting from within rather than external hiring.

Why Internal Promotion Matters:

"When you promote from within, you're promoting people who already understand your culture, your patient population, and your clinical standards. They've earned the respect of their peers, and they're invested in the organization's success. External hires, no matter how qualified, need time to learn all of that." - Richard Holsman, President

Career Path Roadmap

Here's what career progression typically looks like at Holsman Physical Therapy:

Year 1: New Graduate Therapist

Focus: Building clinical confidence and competence

  • Structured mentorship with experienced clinicians
  • Reduced initial caseload to allow learning time
  • Weekly check-ins with clinical director
  • Introduction to specialized programs (No Fall Protocol, ESWT, etc.)
  • EMR proficiency and documentation efficiency training

Years 2-3: Staff Therapist

Focus: Clinical mastery and specialization development

  • Full caseload management
  • Beginning to develop specialty areas of interest
  • CE courses in chosen specializations (company supported)
  • May begin supervising students on clinical rotations
  • Participate in clinic quality improvement initiatives

Years 3-5: Senior Therapist

Focus: Clinical leadership and advanced certifications

  • Specialty board certification (OCS, NCS, PCS, WCS, etc.)
  • Formal mentorship role for new graduates
  • Lead clinic in-services and training sessions
  • Participate in hiring and onboarding decisions
  • May manage special programs (pediatrics, balance center, etc.)
  • Represent clinic at community events and physician meetings

Years 5-7: Clinical Director

Focus: Clinic operations and team leadership

  • Oversee clinical operations of one location
  • Manage staff schedules, performance reviews, and development
  • Maintain own patient caseload (typically 50-60% clinical time)
  • Budget management and clinic profitability oversight
  • Build and maintain physician referral relationships
  • Ensure compliance with regulations and quality standards
  • Participate in strategic planning with leadership team

Years 7+: Regional Manager or Director of Operations

Focus: Multi-site leadership and organizational development

  • Oversee 3-5 clinic locations
  • Support and mentor multiple clinical directors
  • Drive regional growth and expansion initiatives
  • Represent organization to major healthcare partners
  • Contribute to company-wide policy and program development
  • May have opportunity for ownership stake discussions

Real Success Stories: Three Career Journeys

Success Story: OT to Pediatric Program Director

Timeline: 6 years from new grad to director

2019 - New Graduate OT: This therapist joined Holsman's Rahway location right out of grad school. "I was nervous and overwhelmed at first, but my clinical director scheduled weekly sessions with me to review complex cases. I never felt alone in making clinical decisions."

2020-2021 - Building Expertise: She expressed interest in pediatrics. Holsman supported her attendance at SI certification courses and allowed her to spend time observing at the Fair Lawn Children's Therapy Center. "They didn't just say 'maybe someday' - they made it happen within six months."

2022 - Senior OT: She earned her Board Certification in Pediatrics (BCP) with Holsman covering exam fees and providing paid study time. She began splitting time between Rahway's pediatric cases and Fair Lawn's specialty center.

2023 - Pediatric Program Coordinator: When the Fair Lawn Children's Center needed additional leadership, she was the natural choice. She helped develop new sensory integration programs and school-based services.

2024-Present - Clinical Director: At age 29, she now oversees all pediatric services across Holsman's northern New Jersey locations. "I never imagined I'd be in leadership this early in my career. Holsman saw my potential before I did and gave me the tools to succeed."

Success Story: PT to Multi-Site Director

Timeline: 8 years from experienced PT to regional oversight

2016 - Experienced PT Hire: This therapist came to Holsman after 3 years at a corporate mill clinic. "The difference was night and day. Suddenly I had time to actually treat patients properly, and administration wanted to hear my ideas."

2017-2019 - Building Leadership Skills: He pursued his OCS certification with Holsman providing financial support toward course costs and exam fees. He took on student supervision and began conducting in-services on manual therapy techniques for other staff therapists.

2020 - Clinical Director, Clifton: When the Clifton location's director retired, he was promoted. "I was terrified - I had zero management experience. But I had a mentor from regional leadership who met with me bi-weekly for the first year. They taught me everything from scheduling strategies to difficult conversations with underperforming staff."

2021-2023 - Expanding Impact: His Clifton location consistently exceeded performance metrics. He implemented a mentorship program that became a model for other locations. Patient satisfaction scores increased by 25%, and therapist retention improved dramatically.

2024-Present - Regional Director, Essex County: He now oversees five locations in Essex County (Cedar Grove, Caldwell, Maplewood, South Orange, and Bloomfield). He maintains part-time clinical hours at Clifton - "I never want to lose touch with what our therapists experience daily." His region has the highest employee satisfaction scores in the company.

Success Story: New Grad to Senior Clinician

Timeline: 4 years, choosing clinical expertise over management

2021 - New Graduate PT: This therapist started at Holsman's Rahway location, uncertain about her clinical abilities. "My first six months were rough. I was slow with documentation and second-guessed every treatment decision. But my clinical director was patient and supportive, never making me feel inadequate."

2022-2023 - Finding Her Niche: She discovered a passion for treating auto accident injuries and vestibular disorders. Holsman sent her to vestibular rehabilitation courses and BPPV training. "They invested in me even though I wasn't pursuing management. Not every company values clinical expertise as much as leadership."

2024-Present - Senior Clinical Specialist: She is now Holsman's go-to expert for vestibular rehab and concussion management. She maintains a full caseload, supervises students, and provides consultations for complex cases at other locations. She's been offered clinic director positions but prefers hands-on patient care. "Holsman respects that choice. I make senior therapist salary with specialty bonuses, maintain great work-life balance, and do what I love every day. Not everyone wants to be a manager, and Holsman gets that."

Key Takeaway from These Stories:

Notice that each career path is different. Holsman doesn't force everyone into the same progression. Whether you want to specialize clinically, move into management, or develop niche programs, there's a pathway that fits your goals and strengths.

How We Support Your Growth: The Holsman Development System

Structured Mentorship Program

Every new hire is paired with an experienced therapist mentor. This isn't informal or optional - it's a formal program with defined expectations:

  • First 90 Days: Weekly one-on-one meetings with mentor, daily check-ins available
  • Months 4-6: Bi-weekly meetings, focus shifts to independence
  • Months 7-12: Monthly meetings, troubleshooting specific challenges
  • Year 2+: Ongoing support available, relationships often become peer consultation

Mentors receive additional compensation and formal training on effective mentorship. "We don't just assign someone to babysit new grads," explains our Clinical Operations Director. "Our mentors learn active listening, effective feedback delivery, and how to build confidence without creating dependence."

Annual Performance Reviews with Development Plans

Performance reviews at Holsman aren't just report cards - they're collaborative discussions about your future:

  • Self-Assessment: Reflect on strengths, challenges, and career goals
  • Clinical Director Evaluation: Objective assessment of skills and contributions
  • Joint Development Planning: Create specific, actionable plans for next 12 months
  • Resource Allocation: Identify CE courses, certifications, or experiences needed
  • Follow-Up: Quarterly check-ins on progress toward goals

These reviews directly inform promotion decisions, salary increases, and opportunities for advancement.

Continuing Education Support

Holsman's CE program goes beyond minimum requirements:

  • Annual CE Allowance: Generous support depending on tenure and role
  • Paid CE Time: Up to 5 days per year for approved courses
  • Specialty Certification Support: Significant financial support toward OCS, NCS, PCS, WCS, etc.
  • Advanced Training: Support for dry needling, ESWT, manual therapy certifications
  • Conference Attendance: Send therapists to APTA national conferences and specialty meetings

CE Investment Philosophy:

"We don't see continuing education as an expense - we see it as strategic investment in our future leadership. The therapist who gets board certified today becomes the clinical director who trains excellence into the next generation tomorrow." - Richard Holsman

Leadership Development Training

Therapists identified for management track receive formal leadership training:

  • Management Fundamentals Course: Budgeting, scheduling, performance management
  • Difficult Conversations Workshop: Addressing performance issues, conflict resolution
  • Hiring and Onboarding Training: Interview skills, selection criteria, new hire integration
  • Strategic Thinking Sessions: Understanding business operations beyond daily clinical work
  • External Management Courses: Support for pursuing healthcare management certificates

These programs are provided at no cost to the therapist and often delivered during paid work time.

Shadowing and Cross-Training Opportunities

Interested in leadership but unsure if it's right for you? Holsman offers:

  • Director Shadowing: Spend days with clinical directors to see what management really entails
  • Temporary Leadership Roles: Cover for directors during vacations to test your interest
  • Project Leadership: Lead specific initiatives (new program launches, quality improvement) before formal promotion
  • Multi-Location Experience: Work at different locations to broaden your perspective

What We Look For in Future Leaders

If you're wondering whether you're "leadership material," here are the qualities Holsman values:

Clinical Excellence

Leadership starts with being a great therapist. You must demonstrate strong clinical skills, sound clinical reasoning, and commitment to evidence-based practice. Patients and staff need to respect your clinical judgment.

Collaborative Spirit

Leaders who succeed at Holsman are team players. They share knowledge freely, celebrate others' successes, and pitch in when colleagues need help. Lone wolves rarely advance here.

Communication Skills

Can you explain complex concepts clearly? Do you listen actively? Can you have difficult conversations professionally? Leadership requires excellent verbal and written communication.

Initiative and Problem-Solving

Leaders see problems and propose solutions rather than just complaining. They take ownership of challenges and follow through on commitments.

Alignment with Values

Do you embody "putting the caring into healthcare"? Do you prioritize patient outcomes over productivity metrics? Do you treat everyone - from front desk staff to fellow therapists - with respect?

Growth Mindset

Leaders embrace feedback, admit mistakes, and continuously work on self-improvement. They see challenges as learning opportunities.

You Don't Need to Be Perfect:

Notice what's NOT on this list: being the fastest documenter, having the highest productivity numbers, or being extroverted and outgoing. Holsman values authenticity over performance theater. Introverts can be excellent leaders. So can people who need time to process before making decisions. What matters is genuine commitment to growth and service.

Compensation Growth: What to Expect

Career advancement at Holsman comes with meaningful financial rewards:

Annual Raises

All therapists receive annual performance-based raises based on performance review outcomes and market adjustments.

Promotion Increases

Promotions come with significant salary increases at each level of advancement.

Specialty and Certification Bonuses

Board certifications add to annual salary permanently. Advanced certifications (dry needling, ESWT, etc.) provide additional compensation.

Performance Bonuses

Clinical directors and regional managers receive quarterly bonuses based on clinic performance metrics (patient satisfaction, financial performance, staff retention).

Competitive Compensation

We offer competitive compensation packages that reflect your experience, certifications, and leadership responsibilities. Career advancement at Holsman provides both professional growth and financial rewards that recognize your contributions to our organization and patients.

Start Your Career Journey at Holsman

Whether you're a new graduate just starting out or an experienced therapist ready for new challenges, Holsman offers clear pathways for growth. Apply today and take the first step toward a rewarding long-term career.

Apply Now

Frequently Asked Questions About Career Growth

How long do I need to wait before being considered for promotion?

There are no rigid timelines. We've promoted exceptional therapists to senior positions in 2-3 years and to clinical director in 4-5 years. However, we also have senior therapists who've been with us for 15+ years and prefer clinical work to management. Both paths are valued.

What if I'm interested in management but don't get promoted right away?

Stay engaged with your development plan, seek feedback regularly, and look for opportunities to demonstrate leadership in project roles. Sometimes timing simply depends on when positions become available. We keep a talent pipeline and you'll be first in line when the right opportunity emerges.

Can I transfer between locations as part of career development?

Absolutely. Experiencing different locations, patient populations, and clinic cultures broadens your skills and makes you a stronger leader. We encourage and support transfers when they align with career development goals.

What if I pursue leadership and realize I don't like it?

We've had therapists try management and decide to return to full-time clinical work. That's okay. There's no stigma, no penalty, and no permanent consequences. We'd rather you discover it's not for you than stay in a role you hate.

Do you hire external candidates for leadership positions?

Occasionally, when we need very specific expertise or open new locations requiring specialized knowledge. But approximately 85% of leadership positions are filled from within. External hires typically start at staff level to learn our culture before being considered for management.

What support is available for work-life balance as I advance?

Leadership doesn't mean sacrificing your personal life. Our clinical directors work 40-45 hours per week on average. Regional managers have flexible schedules. We believe sustainable leadership requires healthy boundaries.

Taking the First Step

Career growth at Holsman starts with a single decision: choosing to work somewhere that invests in your development. Whether you're just starting your career or looking for an organization that will support your next chapter, Holsman offers something increasingly rare in healthcare - a genuine commitment to growing talent from within.

Our success stories aren't accidents. They're the result of intentional systems, substantial investment, and authentic belief that developing great therapists into great leaders benefits everyone - our staff, our patients, and our communities.

The question isn't whether you can advance at Holsman. The question is: what do you want to achieve, and how can we help you get there?

Ready to Build Your Career with Us?

Explore current openings across our 19+ locations in New Jersey, New York, and Indiana. Find the right fit for your skills and career aspirations.

Contact Our Recruiting Team

About Holsman Physical Therapy: For over 20 years, Holsman Physical Therapy has been building careers while providing exceptional patient care. Our commitment to promoting from within and investing in professional development has created a culture where therapists can build satisfying, long-term careers without leaving the organization.