This article is part of our Therapy Practice Marketing Guide: how clients find a therapist, how to market ethically and privately, and how to choose the right help. Want to know where your practice's site stands? Get a free 20–30 page website audit within 24 hours.
A group practice can only grow as fast as it can hire. A clear careers page on your own website helps you attract therapists who fit your model, instead of relying only on job boards. It also gives you a page you control, can link from everywhere and can mark up so Google shows your openings in job search.
The best careers pages read like a good specialty page. They answer the questions a clinician asks before applying: pay, caseload, supervision, schedule, benefits and culture. Vague pages that say "join our amazing team" get few qualified applicants.
This guide shows how to structure a careers hub and individual job pages, add JobPosting structured data correctly, and follow pay transparency laws where they apply. It is part of our Therapy Practice Marketing Guide. Employment rules vary by state, so confirm your postings with your HR advisor or employment counsel.
Key Takeaways
- Build one careers hub plus one page per open role, because Google's JobPosting markup only belongs on single-job pages.
- State pay, caseload expectations, supervision, schedule and benefits plainly; these are the details clinicians compare.
- Some states require pay ranges in job postings; for example, Washington and New York both have posting rules for covered employers.
- Remove or expire filled roles quickly, since Google does not allow expired job postings in its job features.
- Link the careers page from your footer, clinician bios and About page so applicants and search engines can find it.
Why your own careers page matters
Job boards are useful, but they have limits. Your posting sits next to dozens of other practices. You can't control the layout, and your listing disappears when you stop paying.
A careers page on your own site lets you:
- Show your practice's culture with real photos, team bios and your clinical approach.
- Explain your compensation model in more detail than a job board allows.
- Point every job board listing back to one source of truth.
- Collect applications through your own form or applicant tracking system.
- Appear in Google's job search experience when you add structured data correctly.
It also supports your client marketing. A practice that is clearly hiring signals growth and capacity. For the bigger picture on balancing hiring with client demand, see our guide to growing a group therapy practice.
What therapists look for before they apply
Clinicians are careful job seekers. Many have been burned by unclear pay splits or unrealistic caseloads. Your page should answer these questions directly:
| Question | What to state on the page |
|---|---|
| How am I paid? | W-2 or 1099, salary, per-session rate or split, and the range |
| How many clients? | Expected weekly sessions or caseload range |
| Who supervises me? | Supervision for associates and pre-licensed clinicians, cost if any, frequency |
| What's my schedule? | Required hours, evenings or weekends, telehealth or in-office |
| What about admin time? | Documentation time, paid or not, and who handles billing |
| Do I get referrals? | How clients are assigned, and whether you market for clinicians |
| What benefits apply? | Health insurance, retirement, paid time off, CE funds, license fees |
| What licenses do you accept? | License types, states, and whether you hire associates |
If you can't share an exact figure, give a range and explain what moves someone within it. Don't promise a full caseload by a certain date unless you can deliver it.
How to structure a careers section
The careers hub
Your main careers page introduces the practice and lists current openings. Include:
- A short intro to the practice, your clients and your clinical approach.
- Why clinicians join, with specific, true points: supervision structure, consult groups, admin support.
- Current openings, each linking to its own page.
- The hiring process, step by step, with rough timing.
- A short general interest form for clinicians when you have no open role.
- Team voices, only with written permission from each clinician quoted.
One page per role
Each open position needs its own URL, such as /careers/lcsw-associate-sacramento/. This is not just neat. Google's JobPosting structured data guidelines say the markup must only be used on pages that contain a single job posting, and not on pages that list jobs.
A strong job page includes:
- Title: the role only, such as "Licensed Marriage and Family Therapist." Google's docs say not to include job codes, addresses, dates, salaries or company names in the title property.
- Location and format: office address, hybrid details, or telehealth with the states where the clinician must be licensed.
- Pay range and model.
- Caseload, schedule and supervision.
- Required license and preferred specialties.
- Benefits.
- How to apply and what happens next.
- Equal opportunity statement.
Use the same clear voice you use for client pages. Our guide to therapist website copywriting applies here too.
Adding JobPosting structured data
Structured data is code that tells search engines what a page is about. For job pages, it can make your role eligible for Google's job search features.
According to Google's documentation (checked 29 October 2026), required properties are:
- title: the job name only.
- description: the full job description in HTML, which can't be the same as the title.
- datePosted: when you first posted the role.
- hiringOrganization: your practice's name.
- jobLocation: the physical worksite, including addressCountry.
Recommended properties that matter for therapy roles:
- baseSalary: Google says only employers can provide it, and it should reflect actual pay, not an estimate.
- employmentType: values such as FULL_TIME, PART_TIME or CONTRACTOR.
- jobLocationType: set to TELECOMMUTE only if the job is fully remote. Google says jobs marked TELECOMMUTE must be fully remote.
- applicantLocationRequirements: for remote roles, the regions where applicants can live. For therapists, align this with where they must be licensed.
- validThrough: the expiration date. Google says to leave it out if you don't know when the job will close.
Keep job data fresh
Google's guidelines say it does not allow expired job postings. When you fill a role, remove the page, return a 404 or 410, or set validThrough to a past date. Then remove the role from your careers hub.
Google also recommends its Indexing API over sitemaps for job pages. Its Indexing API quickstart says the API can only be used for pages with JobPosting or livestream video markup. If you post roles often, ask your developer to set it up.
Pay transparency laws: examples by state
Several states require pay information in job postings. The rules differ in who is covered and what you must include. Here are two examples, from each state's own labor department page:
- Washington. The state's Equal Pay and Opportunities Act page says employers with 15 or more employees must include a wage scale or salary range in job postings. It also requires a general description of benefits and other compensation. L&I says the range should run from the lowest to the highest pay set before posting, and open-ended ranges are not acceptable.
- New York State. The NYS Department of Labor's pay transparency page says Labor Law Section 194-B applies to employers with four or more employees. Postings must include a compensation range and a job description, and must say if the role is commission-based. The page notes that New York City postings may also fall under a separate city law.
Other states, and some cities, have their own laws with different thresholds. Don't apply one state's rule to another. If you hire remotely, the applicant's location may matter too. Ask your employment counsel which laws apply to each posting.
A practical approach: publish a real range on every posting, even where it isn't required. Clinicians expect it, and it saves everyone time.
Common careers page mistakes
- One page listing every role with schema on it. This goes against Google's guidelines.
- Filled roles left live for months. Applicants lose trust, and Google may drop the listing.
- Vague pay. "Competitive compensation" tells a clinician nothing.
- No mention of supervision for associate-level roles.
- Stock photos of strangers. Show your real office and team, with consent.
- A form that collects too much. Ask for a resume and contact details. Save license numbers and references for later steps.
- Hidden page. If the careers page is only reachable from one menu link, few people find it. Link it from your footer and clinician bios.
How the careers page connects to client marketing
Hiring and client demand should move together. Before you post a role, check that you have the inquiries to fill a new clinician's schedule. Our guide to therapy practice marketing KPIs shows how to track inquiries and caseload fill without storing client health data in analytics.
When a new clinician joins, add their bio and specialty to your site promptly. A complete bio helps clients choose them and helps search engines connect them to your practice.
Next step
A careers page works best inside a site built for a group practice. Our group practice growth marketing plan shows how recruiting and client demand fit together. When you're ready for help, see our website design and SEO services for therapy practices.
Frequently asked questions
Should a group practice put job openings on its own website?
Yes. Your own careers page gives you a permanent, detailed source for every role. You can point job board listings back to it, and with JobPosting markup it can appear in Google's job search features.
Can I list all our openings on one page with structured data?
You can list them on one hub page, but don't add JobPosting markup to it. Google says the markup must only be used on pages that contain a single job posting. Give each role its own page with its own markup.
Do I have to include pay ranges in therapist job postings?
It depends on your state and size. For example, Washington requires a wage scale or salary range for employers with 15 or more employees, and New York State requires a compensation range for employers with four or more. Check the rules where you and your applicants are located.
What should I do when a therapist position is filled?
Take the job page down or mark it expired right away. Google does not allow expired job postings. Return a 404 or 410 status, or set validThrough to a past date, and remove the role from your careers hub.
Should I mark telehealth therapist roles as remote?
Only if the role is fully remote. Google says jobs marked TELECOMMUTE must be fully remote. Use applicantLocationRequirements to show where applicants can be based, and state the licenses they must hold.
