Whether you’re a clinician searching for your first role or an employer trying to grow your team, hiring in functional medicine comes with a unique challenge: the experience barrier.
In the August Integrated Connections newsletter, we asked employers and candidates to share their biggest hiring and job search challenges. The responses highlighted a shared frustration: employers struggle to find experienced clinicians for open positions, while new practitioners feel discouraged when they’re overlooked because they lack clinical experience in the field.
Understanding the Employer’s Dilemma
Entering the job market as a new candidate can feel discouraging, but it’s important to understand employer hesitation with bringing on inexperienced hires.
Many employers value the enthusiasm and initiative of candidates who pursue functional medicine training, yet the concern remains: what if I invest in training a new practitioner, only for them to leave shortly after, whether to join another practice or start their own?
For small, private practices, the financial and operational impact of such turnover can be devastating.
Building a Two-Way Street of Trust
The solution to the experience barrier dilemma is a two-way street built on communication and trust.
Employer Guidance
For employers, I recommend showing tangible investment in a candidate’s personal and professional growth. Developing emerging talent not only helps fill immediate staffing needs but also strengthens your reputation as an employer of choice—making it easier to recruit experienced practitioners as well.
- Offer meaningful benefits
- Provide flexibility in schedules
- Create pathways for mobility and professional development
- Use productivity-based incentives
- Explore long-term opportunities such as partnership or equity
Beyond benefits, what often makes the biggest impact is fostering a sense of community—building a workplace community rooted in connection and collaboration.
We’ve seen a successful network of functional medicine practices thrive not just because of their clinical excellence, but because they fostered a culture of collaboration and connection—both within the practice and across their growing national functional medicine network.
The key is creating opportunities for collaboration while seeing and supporting each candidate as an individual. Take time to learn what their goals are, and show them that you are committed to helping them achieve those goals within your organization.
Trust is also built through transparency—especially around expectations and salary. When candidates feel both supported and valued, they are far more likely to stay and contribute to the long-term success of your practice.
Candidate Guidance
And for candidates – take time to reflect on what you truly want in a practice, and focus your job search on places where you can see yourself putting down roots. In interviews, be prepared to communicate clearly and honestly about why you see yourself there long term, and how you plan to contribute to the practice’s growth and success.
Make sure you can persuasively explain why mentoring you is an investment and risk worth taking. Building trust on both sides of the hiring equation is critical.
At its core, functional medicine is about partnership—between practitioner and patient, and also between employer and candidate. By building trust and investing in each other, we strengthen not only our practices, but also our collective impact on patient lives.
At Integrated Connections, our mission is to support this shared purpose by providing insights and opportunities that strengthen our community. Stay connected and never miss an update – sign up for our newsletter today.