How to Write a Physical Therapist Job Description
A physical therapist job posting needs to screen for licensed clinical judgment and measurable patient outcomes — not just list duties. Here's what to include and what actually filters for the right candidates.
What this role actually needs to prove out
Before writing requirements, get clear on the one thing a strong physical therapist candidate has to demonstrate: licensed clinical judgment and measurable patient outcomes. Every requirement you list should trace back to that, not to a generic template for the job title. A posting that just restates the job title in bullet-point form filters for nothing — it neither attracts strong candidates nor repels weak ones.
Must-have requirements to include
Keep this list short and real — these are the skills that actually predict success in the role, not a wish list:
- Patient evaluation
- Treatment plan development
- Manual therapy
- Documentation (SOAP notes)
- Patient education
Nice-to-have — list separately, don't gate on these
Worth calling out as a plus, but requiring them as "must-haves" needlessly shrinks your pool:
- DPT license
- Orthopedic/sports specialty certification
- EMR systems (WebPT)
What a strong candidate's resume bullet looks like
Useful as a benchmark when screening — this is roughly what real, specific evidence of the role's core skill looks like on paper:
- Managed a caseload of 12-15 patients daily, developing individualized treatment plans across orthopedic and neurological cases
- Improved average patient discharge functional outcome scores by 20% through evidence-based treatment protocol updates
- Supervised and mentored 2 PTA students during clinical rotations
Mistakes that scare off good candidates
- Requiring years of experience as a proxy for skill (e.g. gating on "5+ years" when the real bar is demonstrated competence) — filters out strong candidates with less conventional paths.
- Listing every tool/skill your team has ever touched as a "must-have," rather than the handful that actually predict success.
- Burying the actual role and responsibilities under generic company boilerplate that could apply to any posting.
Frequently asked questions
What should I put at the top of a physical therapist job posting?
A short intro (1-2 sentences) on the role and team, then straight into responsibilities and requirements. Candidates skim the first few lines to decide whether to keep reading — don't bury the actual role behind company boilerplate.
How many requirements should a physical therapist job description list?
Split them into must-have (5 or fewer — every extra must-have measurably shrinks your applicant pool) and nice-to-have. A JD that lists 15 "requirements" with no distinction screens out strong candidates who'd have been a genuinely good fit.
Should I list a salary range?
Where legally required or common in your market, yes — it's increasingly expected, and its absence is one of the top reasons strong candidates skip an otherwise good posting without applying.