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Careers
Join our team
Build Your Career with Purpose at PRO Performance
At The PRO Performance Therapy Group, we're more than a clinic; we're a community dedicated to making a difference in people’s lives, including our own team members.
Our Culture and Values
Do you want to make an impact in elevating the profession of Physical Therapy or Athletic Training? Do you prioritize professionalism, life-long learning, and team camaraderie? We are always seeking motivated, energetic, team oriented individuals to join our team. If you think you have what it takes to be an integral part of our team, please fill out the form and we will contact you.
Discover a workplace where growth, community, and purpose come together—contact us anytime if you have questions or want to learn more!
Think you've got what it takes to be a part of our team?
Your Career. Two Paths. One Standard of Excellence.
Our Career Ladder
Grow as an exceptional clinician, grow as a leader—or move between the two as your career evolves.
TIER 1
PT I / Developing Clinician
Build clinical competency, productivity, quality, and teamwork.
TIER 2
PT II / Independent Clinician
Own your caseload, outcomes, patient experience, and professional growth.
TIER 3
Senior PT
Strong clinical performance plus mentoring, projects, and emerging organizational influence.
Independent Contributor / Clinician
CLINICAL EXCELLENCE TRACK
TIER 4A Advanced / Specialist PT32–36 clinical hrs + 4–8 nonclinical hrsExpertise, outcomes, mentoring, programs & referral value
TIER 5A Master Clinician28–34 clinical hrs + 6–12 nonclinical hrsElite clinical impact, generated value, mentorship & strategy
Leadership / Management
LEADERSHIP TRACK
TIER 4B Clinical Lead30–32 clinical hrs + 8 protected leadership hrsTeam performance, mentoring, staff development & operations
TIER 5B Clinic Director28–32 clinical hrs + 8–12 protected leadership hrsClinic KPIs, people, recruiting, growth & accountability
TIER 6B Regional / Clinical Director16–24 clinical hrs + 16–24 protected leadership hrsMulti-clinic performance, leadership development & workforce capacity
How Advancement Works
The ladder is designed to make growth visible and flexible. Advancement is based on sustained performance and readiness for the next level of responsibility.● Clinical Excellence: Quality of care, clinical reasoning, outcomes, advanced expertise and patient experience.● Production & Stewardship: Responsible productivity, schedule utilization, contribution to a healthy practice and reliable execution.● Team Contribution: Collaboration, mentorship, teaching, culture, and helping others perform at a higher level.● Growth & Generated Value: Referral relationships, programs, reputation, recruiting, retention, or other measurable value beyond your own caseload.● Leadership & Accountability: For leadership roles: ownership of people, operations, KPIs, growth, and results— not simply administrative tasks.
What Protected Leadership Time Means
Protected leadership time is scheduled work time for people leadership, mentoring, recruiting, operations, growth, clinic performance, and defined strategic work. It is not simply open administrative time. The amount grows as leadership scope and accountability increase.
Compensation Philosophy
● Base salary reflects role scope, competency, accountability, and expected performance.
● Variable compensation is aligned to the track: individual contributors earn production-based bonuses through the Good / Better / Best program. In contrast, leaders earn bonuses based on the success and performance of the team they manage.
● Independent Contributor / Clinician Track: bonus opportunity is tied primarily to individual production through the Good / Better / Best program, with advanced roles also recognized for expertise, mentoring, programs, and generated referral value.
● Leadership / Management Track: bonus opportunity is tied to the success of the team or clinic being managed, emphasizing team performance, productivity, retention, growth, operational execution, and achievement of defined KPIs.
● Market ranges and competitive targets are reviewed over time against business performance, benefits, Bay Area benchmarks, and our long-term operating goals.
Bonus Alignment: Individual performance drives clinician bonuses. Team performance drives leadership bonuses.