Highbar Physical therapy & Health blog

Most new grad physical therapists focus on salary first. It’s understandable — student loans and cost of living create real pressure. But salary alone rarely predicts whether you’ll thrive in your first job.

Clinics differ dramatically in mentorship, caseload expectations, productivity standards, culture, and long-term growth opportunities. These factors determine whether you build a sustainable career or burn out early.

This guide offers a clear framework for evaluating PT job offers so you can make an informed, confident decision.

Why Salary Isn’t the Whole Story

A higher salary often comes with tradeoffs:

• Higher daily caseload
• Less mentorship
• Limited schedule control
• Productivity pressure
• Less time for documentation
• Fewer development resources

In other words, a job that pays more today may cost you more professionally in the long run.

Strong early-career environments often provide:

• Structured mentorship
• Opportunities to learn and shadow
• Manageable caseloads
• Leadership that understands early-career needs
• Reasonable productivity expectations
• A supportive culture

You can review typical clinic environments in your region to get a sense of outpatient MSK norms. For example, here’s a sample layout and clinic list:
https://www.highbarhealth.com/locations

Understanding what outpatient clinics generally offer will help you compare opportunities more accurately.

A Five-Part Framework for Evaluating PT Job Offers

Use this simple framework when reviewing any job:

1. Mentorship & Onboarding

Strong early-career support includes:

• Dedicated weekly mentorship sessions
• Shadowing opportunities
• Protected onboarding time
• Direct access to experienced clinicians
• Clear skill development milestones

Ask employers:

• “How is mentorship structured here?”
• “Who would be mentoring me and how often?”
• “Is mentorship protected, or based on schedule availability?”

Mentorship should have structure, not just good intentions.

2. Caseload & Scheduling Expectations

Caseload impacts your:

• Stress level
• Documentation time
• Ability to reflect and improve
• Job satisfaction

Reasonable new grad schedules typically include:

• Gradual caseload ramp-up
• Adequate time for evaluations
• Support during complex cases
• Space to document without staying excessively late

Ask:

• “How many patients would I see per day after onboarding?”
• “How long are evaluation slots?”
• “How is schedule overflow handled?”

If answers are vague, be cautious.

3. Productivity & Billing Pressure

Productivity expectations are one of the biggest red flags for new grads.

Be sure to understand:

• Expected units per hour or visit
• How productivity is measured
• Whether documentation counts toward productivity
• Consequences of not meeting targets

Reasonable new grad environments allow room for:

• Growth
• Mistakes
• Additional instruction
• Skill development

Rigid productivity demands during month one or two are typically a warning sign.

4. Culture, Support, and Team Dynamics

Culture is hard to quantify but easy to feel once you're there.

Look for:

• Collaborative team dynamics
• Clinicians who enjoy teaching
• Reasonable clinic flow
• Leadership that is approachable
• Clear communication patterns

Ask:

• “What qualities make someone successful here?”
• “What’s the team known for?”
• “How do you support clinicians who are struggling?”

If possible, visit in person or ask to shadow briefly.

5. Growth Opportunities & Long-Term Fit

Your first job should open doors, not close them.

Signs of a clinic that invests in development:

• Internal courses
• Specialty tracks
• Chances to mentor students
• Leadership pathways
• Structured continuing education
• Support for board certification

You can browse career paths from various clinics to compare how organizations structure roles. For example, Highbar’s careers page outlines typical PT career paths:
https://www.highbarhealth.com/careers

This helps you understand what’s possible in your region.

How to Compare Offers Objectively

Use a simple scoring system:

• Mentorship (1–5)
• Caseload expectations (1–5)
• Productivity pressure (1–5)
• Culture fit (1–5)
• Long-term growth (1–5)

Compare this score to the salary.
If a job pays a bit less but scores much higher on these categories, it will likely provide far more value in your first two years.

Questions to Ask During Interviews

Use these questions to get real insight without sounding confrontational:

• “How do you support new grads during their first three months?”
• “How do you determine when someone is ready to take a full caseload?”
• “What does mentorship look like week to week?”
• “How do clinicians give and receive feedback here?”
• “How is documentation time scheduled or protected?”

Good employers will answer directly and specifically.

A Job Comparison Worksheet (Copy/Paste)

You can copy this into a document or spreadsheet:

• Salary:
• Benefits:
• Mentorship structure:
• Caseload expectations:
• Productivity expectations:
• Documentation time:
• Leadership accessibility:
• Culture notes:
• Growth opportunities:
• Deal-breakers:
• Top reasons to choose this job:
• Top reasons to hesitate:

Looking at offers side-by-side often reveals the better choice quickly.

Final Takeaway

Your first PT job shapes your clinical habits, confidence, and long-term career trajectory. Salary matters, but mentorship, caseload, culture, and growth matter more.

The right job should help you become a skilled, confident clinician—not burn you out in the process.