Most practices don’t hire an injector because the numbers told them to.
They hire because they’re tired.
Tired of being booked out six weeks deep. Tired of being the only name patients ask for. Tired of carrying the clinical work, the leadership work, and all that invisible work that never shows up on a P&L: the late-night messages, the “quick questions,” the weight of being the sole person responsible for every outcome.
So the hire becomes more than the strategy. Shes THEsolution. The thing that’s finally going to give you your life back.
And then reality hits.
You bring on an injector, and the schedule doesn’t magically fill. Your calendar stays packed. Theirs stays… politely empty. You start “helping” by sliding your overflow to them. You post more, coach more, try harder. You tell yourself it just needs time.
And suddenly you’re carrying two schedules, two caseloads, and the quiet pressure to build demand for someone else while still being the face of everything. You’re the rainmaker, the mentor, the safety net, and the reason the business works, all at once.
If you’re thinking about hiring an injector this year, I want you to pause and ask yourself a better question:
Are you ready to hire an injector, or are you trying to outsource a system problem?
Because here’s the truth bomb: if the foundation isn’t there, hiring a provider doesn’t create capacity. It creates complexity. More schedules to manage. More personalities to navigate. More pressure to “make it work” when the infrastructure was never built to support it.
What “ready” actually means
Readiness isn’t just “we have more demand than we can handle.”
Demand is step one. But demand alone? It doesn’t just “transfer”. It doesn’t automatically flow from your chair to theirs just because you hired someone talented.
Patients don’t flock to a new provider just because you hired them. They will follow when they trust the brand, the experience, the proof. They follow because the practice feels bigger than just the founder, because there’s something consistent and reliable that exists beyond any one person.
So “ready” looks less like “I’m slammed and need help,” and more like this:
- Patients choose you for an approach that doesn’t belong to only you. They can articulate what makes your practice different, and it’s not just your name.
- Your consult process converts consistently, regardless of who’s in the room. There’s a structure, a flow, treatment plan that works.
- Your experience is standardized enough to replicate without losing its soul. New patients get the same level of care, the same attention to detail, the same confidence-building journey.
- You have a real plan to build the injector’s demand, not just borrow your reputation forever with the hope that overflow or provider-specific discounts keeps them busy.
If those pieces aren’t in place yet, you can still hire. But you should hire with eyes wide open to what you’re actually signing up for.
You’re not just adding a provider.
You’re building an engine. And engines require infrastructure, fuel, and ongoing maintenance.
5 questions to ask before you post the job
These are the questions that save founders from the most expensive version of “we’ll figure it out,” the version that costs you six months of revenue, a talented provider who leaves feeling set up to fail, and a crisis of confidence in whether you can actually scale this thing.
1) Is your practice a brand, or a personal relationship?
If patients are coming for you and only you, then you don’t have a scalable brand yet. You have founder-led demand.
And listen: that’s not a problem. It’s just a season. Every strong practice starts here. You’re the proof of concept. You’re the reason people believe in the work. That’s actually beautiful.
But it does change what your new injector is walking into.
If your brand is built around you, your injector doesn’t just need clinical skill. They need a trust transfer plan. They need visibility, positioning, and proof that helps patients see them as an extension of what you’ve built. Not a substitute, not a compromise, but a valid choice in their own right.
Without that plan, they’re essentially auditioning for a room full of patients who didn’t ask for a new provider and aren’t sure they want one. They’re starting from scratch in a space where you’ve already built years of credibility. And that’s a really hard place to build confidence.
It’s not that the injector isn’t good. It’s that the brand hasn’t prepared patients to trust someone new.
2) Can you generate demand on purpose?
If your marketing works because you’re the face, you’re not ready to add a second face without a strategy.
This is the part founders skip. They assume their demand will spill over. And sometimes it does, for a few weeks, maybe a month. Then it dries up. The overflow stops overflowing. And suddenly you’re stuck in a loop of “I’ll send my next consult to them” while manually managing two calendars and feeling guilty when you can’t fill theirs.
Because overflow is not a growth plan. It’s a temporary bandage on a structural issue.
Here’s what usually happens: You post about the new injector on Instagram. Maybe you do an introduction post. Maybe you mention them in stories. And then… nothing changes. Because your audience came to follow you. They’re not looking for a new provider. They’re waiting for you to be available.
Overflow only works when you’re truly overflowing, and even then, it’s not sustainable. It puts you in the position of being the gatekeeper of their success, forever.
3) Is your patient experience documented, or is it just “how we do it”?
Your best patients don’t just love results. They love certainty.
They love that your team knows what’s next before they have to ask. They love that your consult feels guided, not rushed. They love that the experience is consistent every single time, that they never walk in wondering if today will feel different, or off, or less-than.
That consistency is what builds trust. It’s what makes them refer their friends. It’s what makes them rebook before they leave.
And if that experience lives entirely in your head, a new injector can’t replicate it. They can try. They can watch you work, ask questions, take notes. But without documentation, they’re guessing. They’re interpreting. They’re filling in the gaps with their own style, their own instincts. And sometimes that works, but often it creates just enough inconsistency that patients notice.
When the experience becomes inconsistent, patients don’t think “oh, this provider is new and still learning.” They think “something feels off here.” They don’t come back. Or worse, they come back and ask for you next time.
4) Do you have leadership bandwidth, or are you hoping they’ll “just get it”?
Hiring a provider isn’t just hiring a clinician. It’s hiring a culture carrier. Someone who represents your brand, your values, your standard every single day, in every single interaction.
And culture requires leadership. Not vibes. Not “let me know if you have questions.” Real, intentional, ongoing leadership.
Here’s what I see happen all the time: A founder hires an injector, does a week or two of training, and then… releases them into the wild. They assume the injector will figure it out. They’re busy. They don’t have time to micromanage. They hired someone good, so it should just work.
And then three months later, they’re frustrated. The injector isn’t booking. Or they’re booking but not converting. Or they’re converting but patients aren’t coming back. Or their technique is fine but something about the way they talk to patients feels off-brand.
A lot of founders don’t actually need another injector until they have a training plan, a management cadence, and clear standards. Without those, the injector hire becomes a revolving door, and you’ll be hiring again in six months, wondering what went wrong, blaming the provider when really it was a leadership gap.
What to fix first:
Create a 30/60/90-day ramp plan that gives your new injector clarity, structure, and a path to confidence. Not just clinical training. Business training. Brand training. Culture training. Treatment plan mapping.
5) Can your business support a ramp period without panic?
If you hire a provider and desperately need them to be profitable in 30 days, you will make desperate decisions.
I’ve watched too many founders fall into
This trap. They hire someone great, and then within a month, they’re running specials to “get people in to see the new injector.” They’re slashing prices. They’re offering deals they’d never offer for themselves. And what does that risk communicating? That this provider is less competent or your brand is discount-driven.
Patients feel it. They wonder why they’re getting a discount. They assume this person is less experienced, less skilled, less valuable. And even if they book, they’re not booking with the confidence and trust that creates loyalty.
Teams feel it. They watch you scramble. They see the anxiety. They start wondering if the hire was a mistake, if the business is struggling, if their jobs are secure.
And providers feel it most of all. They feel like they’re failing. Like they’re not good enough. Like they’re a burden instead of an asset. That erodes confidence fast, and confidence is everything in this work. A provider who doesn’t believe in themselves can’t make patients believe in them.
The simplest way to think about it
If you’re hiring because you want relief, you’ll likely create a bigger burden, at least at first, at least until you build the infrastructure that makes it work.
If you’re hiring because you’re ready to build transferable demand, you can scale without losing what made your practice special in the first place.
The injector hire isn’t a staffing decision.
It’s a brand decision. A leadership decision. A systems decision.
And when you treat it that way, when you prepare, when you document, when you lead with intention, everything changes. Your injector becomes an asset, not an anxiety. Your calendar becomes manageable. Your business becomes scalable.
And you finally get the relief you were actually hoping for.
Join us for the next Female Founder Forum
This is exactly what we’re covering in our next Female Founder Forum:
The CEO Blueprint to Building a Booked-Out Injector
January 28th | 4pm PST | 90 minutes
If you’ve ever hired an injector with big hopes, only to end up staring at an empty schedule wondering why the demand isn’t transferring, you’re not alone. This is one of the most common pain points we hear from practice owners, and it’s almost never about the provider’s skill. It’s about the systems.
You’ll learn:
- Why patients don’t automatically follow your new injector, and what actually creates that transfer of trust (hint: it’s not just posting about them more)
- The confidence and credibility cues every provider needs to become “the one” patients ask for, even when they’ve never heard of them before
- How to create a schedule that fills itself, without you playing traffic controller, without discounting, without begging your audience to “give them a chance”
- The systems, scripts, and on-the-job behaviors that convert consults into loyal, returning patients who refer their friends
- How to build a self-sustaining booking system that actually gives you the relief you hired for, without carrying the entire business on your back
If you’ve been dreaming of stepping out of the treatment room, but your injector’s empty calendar keeps pulling you back in, this forum is for you.
Click here to build the blueprint before you make the hire, or before you give up on the one you already scored!