Key takeaways
- Hiring physical therapists in 2025 has become increasingly competitive due to nationwide workforce shortages, expanded patient demand, and geographic imbalances between PT supply and employer needs. Employers can no longer rely on passive job postings and must use direct sourcing strategies to find in-market physical therapists.
- Most physical therapists do not actively search for jobs on traditional job boards, which means roles often remain unfilled for weeks or months. Clinics must adopt proactive outreach, licensing data analysis, and AI-enhanced recruiting tools to connect with clinicians who are open to work.
- Hiring an effective PT requires verifying state licensure, NPTE exam results, continuing education compliance, immunization documentation, and any specialty certifications. These steps help avoid onboarding delays and ensure clinical readiness.
- Competitive compensation, flexible scheduling, CEU support, and lower documentation burden are major differentiators for PTs evaluating new opportunities. Employers that highlight mentorship, patient mix, and career pathways attract stronger candidates.
- Expa helps clinics and healthcare organizations fill PT roles faster by aggregating licensing and NPI data, identifying clinicians who are more likely to be in market, and enabling direct outreach through AI driven recruiting workflows. This reduces time to hire and lowers job board dependence.
Introduction
Hiring physical therapists in 2026 presents a significant challenge for clinics, hospitals, rehabilitation facilities, home health agencies, and long term care providers. Workforce shortages across the United States continue to grow as demand for rehabilitation services increases. Many PTs prefer flexible schedules or part time roles, and competition from large health systems and travel therapy agencies has intensified. Employers report that traditional job boards rarely generate enough qualified applicants, particularly in rural or high demand regions.
This hiring environment requires employers to rethink how they source, qualify, and engage physical therapists. Clinics must identify licensed clinicians who are already working, understand which PTs are more likely to consider new roles, and create compelling job opportunities that address the preferences of modern rehabilitation professionals.
Expa was built to help healthcare employers overcome these challenges. At Expa, we help clinics and staffing firms find in market physical therapists ready to work. View our full solution here.
This guide covers how to hire physical therapists effectively in today’s market. It provides best practices for sourcing, credential verification, interviewing, compliance, and compensation. It also explains how AI driven recruiting tools support faster and more accurate hiring.
Common questions employers ask when hiring physical therapists
How do I hire a physical therapist in today’s market
Hiring a physical therapist in today’s environment requires moving away from passive strategies and toward proactive sourcing. Employers should begin by defining the specific clinical requirements for the role. This includes preferred specialties, patient population, setting, documentation system proficiency, and experience level. Once the role requirements are clear, employers should determine compensation benchmarks and verify licensure requirements for their state.
Because most PTs do not browse job boards regularly, relying on inbound applications is rarely effective. Successful employers use direct sourcing methods, including outreach to licensed PTs, analysis of NPI data, referral networks, and AI driven platforms that identify clinicians who are actively practicing and more likely to be open to work. Expa automates this process by aggregating clinician data from multiple sources and providing direct access to in market PTs.
Where can I find qualified physical therapist candidates
Employers typically locate physical therapists through state licensing directories, NPI registries, university alumni networks, professional associations, and specialized job boards. Many clinicians are also found through referrals from current staff or clinical partners. However, sourcing PTs manually is time-consuming and does not reliably identify candidates who are considering new roles. Expa centralizes multiple data sources to help employers find clinicians who are currently licensed, active, and more likely to engage with outreach. This accelerates hiring and reduces guesswork.
What are the average salaries for physical therapists by state
Physical therapist salaries depend heavily on geography, cost of living, and demand levels. For example, physical therapists in California earn an average of approximately 112,000 per year due to high cost of living and intense competition from large health systems. In Texas, PT salaries average around 98,500, reflecting a balanced market with growing population demand. Florida PTs earn about 91,000 per year on average. Many Midwestern and Southeastern states range from 88,000 to 95,000. Employers should regularly consult Bureau of Labor Statistics data and local market surveys to remain competitive.
How long does it take to hire a physical therapist
The average time to hire a physical therapist ranges from 45 to 60 days, depending on the region and clinical setting. Rural areas may experience hiring timelines of 60 to 90 days due to fewer available clinicians and relocation challenges. Hiring is often delayed because clinicians hold multiple offers or prefer non traditional schedules. Employers that use direct sourcing and streamlined interview processes fill roles significantly faster. Expa’s clients commonly reduce time to fill from several months to several weeks.
What are the most important interview questions for physical therapists
Effective interviews for physical therapists focus on clinical reasoning, communication, adaptability, and patient management. Employers should ask questions such as: How do you approach evaluating a new patient; Describe a challenging case and how you managed it; How do you adjust treatment plans based on progress; What documentation tools have you used; How do you collaborate with PTAs; What patient populations do you prefer; How do you incorporate evidence based practice. These questions reveal clinical philosophy and interpersonal skills essential for patient care.
How do I verify a physical therapist’s license
License verification requires checking the state licensing board to confirm active status, expiration dates, continuing education credits, and any disciplinary actions. Employers may also need to validate National Physical Therapy Examination results, specialty certifications, immunization compliance, CPR certification, and background check results. Manual verification can take several business days and often involves contacting multiple agencies. Expa’s platform cross references licensing and NPI databases to streamline screening.
What settings do physical therapists work in
Physical therapists work in a wide range of healthcare environments, including outpatient orthopedic clinics, acute care hospitals, inpatient rehabilitation centers, skilled nursing facilities, home health agencies, sports performance programs, and school systems. Each setting requires different clinical skills, documentation habits, and workflow expectations. Employers should communicate setting details clearly to attract PTs who are comfortable and experienced in similar environments.
What trends are shaping physical therapist employment
Several major trends influence physical therapist hiring. Demand for PT services continues to rise due to musculoskeletal conditions, chronic diseases, and an aging population. Many clinicians seek flexible schedules, reduced caseloads, and hybrid work environments. Telehealth physical therapy adoption is increasing in certain states, adding new practice opportunities. Travel therapy remains attractive for PTs seeking higher compensation and mobility. Employers who respond to these trends by offering flexibility and professional development attract stronger candidates.
How do I make my PT job posting stand out
A strong job posting for physical therapists should emphasize schedule flexibility, patient mix, mentorship opportunities, equipment and treatment methods used, documentation expectations, and growth opportunities. PTs want clarity on evaluation to follow up ratios, productivity expectations, and caseload complexity. Job postings with transparent salary ranges, CEU reimbursement, and description of clinical culture tend to perform better.
What compliance considerations exist for hiring physical therapists
Compliance requirements include verifying state licensure, confirming supervision ratios when PTAs are involved, meeting Medicare documentation standards, maintaining current immunization records, running background checks, and providing HIPAA training. Employers must ensure their onboarding process covers clinical protocols, safety standards, and documentation accuracy expectations. Failing to meet these compliance requirements can delay hiring and increase audit risks.
Data driven insights for hiring physical therapists
The Bureau of Labor Statistics projects physical therapist employment to grow faster than average through 2032, driven by increased demand for rehabilitation services related to chronic disease, surgery recovery, and aging demographics. Many states report shortages of physical therapists, particularly in rural communities and high growth metropolitan areas. Additionally, the distribution of PTs across the country does not align with patient needs, creating hiring challenges.
According to APTA workforce reports, new graduate PT supply has increased slightly but not enough to counterbalance rising demand. Compensation levels have also increased in competitive markets. Many PTs prioritize schedule flexibility, clinical autonomy, and reduced administrative workload. As a result, employers must emphasize work life balance and supportive clinical environments.
Expa provides a unique data advantage by aggregating state license records, NPI data, and additional clinician activity signals to identify PTs who are actively practicing and more likely to be open to work. This creates a more accurate view of the candidate landscape than job boards, which represent only a small fraction of the PT workforce.
Learn how Expa’s AI helps employers fill physical therapist positions faster. Book a demo.
Step-by-step guide for how to hire a physical therapist
Define your needs
Employers should begin by identifying the exact type of physical therapist required for the role. This includes preferred specialties such as orthopedics, neurology, geriatrics, pediatrics, cardiopulmonary rehabilitation, or sports medicine. Clearly defining the schedule, required experience level, evaluation expectations, documentation system proficiency, and productivity guidelines ensures that outreach targets the right clinicians. A well-defined role helps PTs quickly assess fit and reduces mismatches later in the process.
Verify licensing and credentials
License and credential verification is essential for compliance and clinical quality. Employers should check the state licensing board for active status, renewal dates, and any disciplinary actions. Verifying National Physical Therapy Examination results may be necessary for new graduates. Additional checks typically include background screening, CPR certification, immunization records, and any specialty certifications. This process ensures the clinician meets state, payer, and employer requirements before onboarding.
Post to specialized job boards
Posting the role on specialized job boards can increase visibility among clinicians. Options include the APTA job board, regional therapy and rehabilitation job portals, and university career boards. Posting can help with employer brand awareness, although application volume from these sources is typically limited. Job boards are most effective when paired with direct outreach to clinicians who meet licensing and geographic criteria.
Use Expa’s AI recruiting platform for direct sourcing
Expa helps employers connect directly with in market physical therapists who match their clinical and geographic requirements. The platform identifies PTs who are licensed, actively practicing, and more likely to be open to new opportunities. Expa automates outreach, provides access to clinician data, and accelerates interview scheduling. This direct sourcing approach significantly reduces time to hire and avoids the delays associated with passive job postings.
Conduct structured interviews and credential checks
Structured interviews help employers evaluate clinical reasoning, communication style, adaptability, and patient management skills. Employers should ask questions about evaluation techniques, treatment planning, documentation habits, collaboration with physical therapist assistants, and preferred patient populations. After selecting a finalist, employers should complete all credential checks, including references, immunization verification, and documentation system training requirements.
Extend offer and begin onboarding
Once a candidate is selected, employers should provide a clear offer outlining compensation, schedule expectations, clinical responsibilities, and productivity guidelines. Onboarding should include electronic health record training, documentation standards, clinical protocols, safety training, and mentorship with senior clinicians. Employers that offer CEU support and professional development pathways typically see improved retention and clinician satisfaction.
