Hire your first clinician without starting from a blank page.
The employment agreement, the HIPAA documents, the interview system, the onboarding checklist, and the money math, all built from a real group practice and ready for your attorney's review. For the solo practice owner whose waitlist keeps asking the question you've been putting off.
Get the kit · $197The first hire is three problems at once
The contract problem
Drafting an employment agreement from scratch runs $1,500 to $3,000 in legal fees. Downloading a generic one and hoping is cheaper, right up until it isn't.
The HIPAA shift
The day someone else can open your charts, HIPAA expects written policies, documented training, and a signed confidentiality agreement. Most solo owners have none of the three.
The math problem
Percentage splits, employer taxes, and a credentialing gap that can run 60 to 120 days. Guess wrong and the guess becomes payroll.
Nine pieces, one system
Editable Word and Excel files. Fill in the highlighted placeholders, follow the customize notes, and bring the agreements to your attorney as strong drafts instead of a blank page.
- First Hire Readiness Guide
- Capacity Calculator (Excel, break-even and ramp)
- Compensation Models Guide
- Job Post & Interview Kit with scoring rubric
- Offer letter template
- W-2 Employment Agreement template
- Workforce Confidentiality Agreement template
- HIPAA Policies & Procedures Manual template
- Onboarding Checklist & First 90 Days
These are educational templates, not legal advice, and your attorney still reviews the agreements before anyone signs. That review costs a fraction of drafting from zero. You bring the structure; they check it against your state.
Built from a practice, not a template mill.
I'm Dr. Laura Richardson: a psychologist with a Ph.D. and an MBA from NYU Stern, consulting experience at Ernst & Young, and a group practice I built from scratch. The documents in this kit are genericized versions of the ones running my own practice, the agreement structure my attorney and I refined across multiple hires, and the checklists I wish I'd had for hire number one.
From "should I?" to day 90
The kit follows the order the decision actually happens in.
Run the numbers
The Readiness Guide and Capacity Calculator tell you whether you can afford the hire and when it breaks even.
Recruit with structure
Post the role, screen, interview, and score candidates with a system instead of a gut feeling.
Paper it properly
Fill the employment, confidentiality, and HIPAA templates, then have your attorney review strong drafts.
Onboard and ramp
The checklist runs from the I-9 to the day-90 review, so nothing lives only in your head.
Good to know
Is this legal advice?
No. The kit is educational, and the agreement templates exist to make your attorney's review fast and affordable, not to replace it. Employment and privacy law vary by state, and the templates flag the sections where state law matters most.
Does it work in my state?
The documents use placeholders and state-law notes rather than assuming one state. Wherever rules differ by state, credentialing timelines, posting requirements, restrictive covenants, the kit tells you what to confirm locally.
Is this for W-2 employees or 1099 contractors?
Built for W-2, on purpose. The Readiness Guide walks through the classification question honestly, and most of the kit, the math, recruiting, HIPAA, and onboarding, helps either way.
What format are the files?
Editable Word documents and an Excel calculator with live formulas. Placeholders are highlighted so you can see every decision you need to make.
I already have a candidate. Is it too late for the kit?
That's actually the most common moment people buy it. The offer letter, agreements, HIPAA documents, and onboarding checklist are exactly what you need between "I found someone" and their first day.
What if I want help with my specific situation?
That's consulting, and it's what The Practice Foundry does. Start with a free intro call and bring your calculator file.
The First Hire Kit · $197
Nine documents. Instant download. Use them for this hire and every hire after.
Your waitlist already voted.
Make the hire deliberately, with the math done, the paperwork drafted, and the first 90 days already mapped.