The mental health field is changing rapidly. More clinicians than ever are exploring alternatives to traditional agency work, including solo private practice, venture-backed practice management companies (PMCs), and group practices. While each path may offer opportunities, they are not structured equally — and the differences matter.
At Konick and Associates, we intentionally built a clinician-led practice model designed to support ethical care, professional growth, long-term sustainability, and clinician well-being. We believe clinicians deserve more than just a caseload. They deserve infrastructure, mentorship, transparency, stability, and a workplace that values clinical excellence and expertise.
The Hidden Reality Behind Many “Independent Practice” Platforms
Many clinicians are drawn to PMC-style platforms (such as Headway, Alma, Rula, Grow Therapy) because they promise flexibility, credentialing support, referrals, and simplified administration. However, many clinicians later discover that they do not truly control the core infrastructure of their practice. In some cases, clinicians’ websites or directory profiles may function primarily as referral funnels into a larger corporate ecosystem. In many PMC ecosystems, the company — not the clinician — often controls:
There are also increasing industry concerns about insurance “down coding,” where CPT codes may be reimbursed at lower levels than submitted. When clinicians lack visibility into claims management and payer communication, they may not even realize reimbursement discrepancies are occurring. These issues do not only affect clinicians financially — they affect sustainability of care, burnout, access to services, and the long-term health of the mental health profession itself.
Why We Do Not Use Percentage-Split Compensation Models
At Konick and Associates, we prioritize ethical employment practices, transparency, legal compliance, and long-term clinician sustainability in how we structure compensation.
Many practices use percentage-split models (e.g., 60/40 or 70/30) where clinicians are paid based on a share of collected revenue. While often framed as flexible or entrepreneurial, these arrangements can be problematic. In percentage split arrangements, clinicians carry much of the financial risk associated with reimbursement variability, insurance payment retractions or “clawbacks,” credit card denials, and unpaid administrative work—often without meaningful influence over the systems that determine those outcomes.There are also important wage, tax, and compliance considerations. In Illinois and under federal law, W-2 employment requires clear standards around compensation practices, paid time off, overtime rules, and employer responsibility for work conditions. When compensation is highly variable and tied to revenue in ways that resemble contractor structures, it can create legal and ethical ambiguity.
In these arrangements, clinicians may also be classified as independent contractors (1099) despite functioning in roles more consistent with W-2 employment under federal and state standards. This creates potential misclassification concerns, particularly when the organization directs core aspects of clinical and operational workflow. For clinicians, contractor-style arrangements may also result in higher tax burdens, including self-employment taxes, quarterly estimated payments, and the cost of independently funding benefits, work-related expenses, and liability coverage. Over time, this can significantly reduce net income compared to W-2 employment which offers employer-supported benefits and payroll tax contributions.
Why We Built K&A Differently
At Konick and Associates, we intentionally chose a clinician-first, W-2 employment model with internal operational oversight and leadership support. Our infrastructure exists to support clinicians — not extract value from them.
We are a clinically managed, psychologist-led group practice built around the belief that clinicians do their best work when they are properly supported. Our clinicians benefit from:
Why Many Clinicians Burn Out in Solo Practice
Solo private practice can offer autonomy, but it also requires clinicians to simultaneously function as:
Many clinicians discover that running a business can significantly reduce the time and energy available for clinical work, professional development, and personal well-being. The additional time learning to navigate these non-billable tasks dilutes the hourly reimbursement rate very quickly, and many are unaware of the true impact on their overall income.
At Konick and Associates, clinicians can focus on clinical excellence while our internal support systems manage operations, billing, insurance coordination, scheduling support, marketing, and workflow integration.
A Comparison of Practice Models
When you combine the compensation structure with our full W-2 benefits package, clinicians often find that total financial value is comparable to—or likely exceeds—PMC and split-based models, without the added burden of managing multiple business functions. Just as importantly, clinicians are able to spend their time and energy on clinical work rather than taking on roles related to scheduling, billing, marketing, and other operational responsibilities that can detract from quality client care and work-life balance.
| Feature | K&A | PMC / Platform Model | Solo Practice |
| W-2 Employment | ✔ | ✖ (1099 contractor) | ✖ (Self employed) |
| FICA taxes (% of income) | 7.5% | You pay 15% | You pay 15% |
| Reliable Predictable Income | ✔ | Variable | Variable |
| Health, Vision, Dental Insurance | ✔ | ✖ | ✖ |
| Retirement Match (3%) | ✔ | ✖ | ✖ |
| Paid Time Off | ✔ | ✖ | ✖ |
| Paid Administrative Time | ✔ | ✖ | ✖ |
| Paid Supervision | ✔ | ✖ | ✖ |
| Internal Billing Team | ✔ | Corporate-managed | Self-managed |
| Internal Operational Oversight | ✔ | Corporate-controlled | Self-managed |
| Administrative Support | ✔ | Limited | ✖ |
| Marketing your Niche | ✔ | Algorithm/referral dependent | Self-funded |
| Mentorship & Consultation | ✔ | ✖ | ✖ |
| Leadership Growth Opportunities | ✔ | ✖ | Self-created |
| Professional Development Stipend | ✔ | ✖ | Self-funded |
| Professional Liability Insurance | ✔ | ✖ | Self-funded |
| Technology Stipend | ✔ | ✖ | Self-funded |
| Hybrid Work Opportunities | ✔ | ✔ | ✔ |
| Collaborative Team Environment | ✔ | ✖ | ✖ |
| Clinical Culture & Oversight | ✔ | Corporate-driven | Self-directed |
| Transparency in Operations | ✔ | ✖ | ✔ |
| Reduced Administrative Burden | ✔ | Partial | ✖ |
| Long-Term Career Development | ✔ | ✖ | Self-directed |
We Invest in Clinicians Because Clinicians Matter
At Konick and Associates, we believe clinicians should not have to choose between meaningful clinical work and professional stability. That is why we offer a highly competitive benefits package that reflects the value of our clinicians’ expertise and contribution:
A Practice Built by Clinicians — for Clinicians
Konick and Associates was founded by a licensed clinical psychologist with extensive clinical and leadership experience. Our practice was intentionally designed around the belief that ethical structure, strong operational support, and collaborative clinical culture create better outcomes for both clinicians and clients. We seek clinicians who:
Looking for a Different Kind of Practice?
If you are looking for a workplace where clinicians are respected as professionals — not treated as independent vendors inside a corporate system — we invite you to learn more about joining our team.
Explore current opportunities on our Konick and Associates Careers page.
