# Brian Weidner

Brian Weidner works on helping physical therapists connect with employers through PTCareerTree. His LinkedIn posts also use state-level data to explain PT hiring demand, workforce supply, pay, and career choices.

- Profile: https://b2binfluencer.marketing/creators/brian-weidner/
- LinkedIn: https://www.linkedin.com/in/brianweidner
- Median of last 9 posts: 7 reactions, 1 comments (checked 2026-11-02)
- Topics: recruiting, healthcare
- Based on 9 dated posts, latest 2026-10-07

## Summary

Brian Weidner is most useful for state-level physical therapist workforce data and recruiting content.

- Best for: Healthcare staffing companies needing state-by-state physical therapist shortage data and recruiter-ready content.
- Not for: Consumer telehealth or patient education campaigns about low back pain or post-surgical rehabilitation.
- Check first: Confirm documented audience survey results and a verified partnership inquiry route.

### Takeaways

- Candidates should talk with hiring managers before they apply.
- Pay and reimbursement figures only mean something after adjusting for what local money buys.
- Scarcity relative to demand decides who holds leverage in each state.

## Main ideas

- **Candidates should talk with hiring managers before they apply**: Weidner argues that physical therapy hiring is arranged around a screening gate that filters out people who would have been hired, while physician candidates are routinely encouraged to have career conversations with recruiters. The stated lesson is that therapists want to talk to the managers they would work for, not to recruiters, so the application step should come after the conversation rather than before it. Example: visiting a hospital, Weidner noticed that the recruiters who hired physical therapists worked behind closed offices with a small service window, while physician recruiters had open, approachable offices and published contact details; a staff member told them physician recruitment was simply handled differently. Weidner says that contrast shaped PTCareerTree, the talent platform they describe as built to let therapists have conversations with employers before applying, and sums the position up as "career conversations before job applications."
- **A job platform should answer for the quality of the employers it lists, and Weidner does not yet have that answer**: Asked by a physical therapy educator how the platform verifies that posting employers are good quality, Weidner states plainly that they did not have a good answer. They lay out why the problem is hard: employee reviews, staff turnover, productivity expectations, and reports of unethical practice are all candidates for evaluation, but excluding every employer with a negative review would not be fair either. Weidner wants a process that is objective, evidence-based, and fair to employers as well as candidates, and asks therapists, educators, and employers what standards a platform should set. This is the clearest statement in the material of a priority Weidner has not resolved.
- **Pay and reimbursement figures only mean something after adjusting for what local money buys**: Weidner argues that the highest-paying state is often not the best place for a new therapist to start, because the relevant question is how fast a salary clears student debt, not how large the salary is. The same logic is applied to practice economics: higher Medicare reimbursement can mean more practice revenue and more room for compensation and benefits, but reimbursement on its own does not tell the whole story, and adjusting it for cost of living produces a different picture of where the money goes furthest. Weidner is explicit that this is one lens for judging a market rather than a verdict.
- **Scarcity relative to demand decides who holds the leverage in each state**: Weidner frames the job market around the gap between the supply of licensed physical therapists and estimated demand for physical therapy services in each state. That gap, as Weidner presents it, cuts two ways: it predicts how hard recruiting will be for employers and how much room a job seeker has to negotiate. The post adds a caveat that the analysis is a broad state-level picture and not a forecast for any individual therapist, since local markets, specialty, experience, and setting change the outcome.
- **Where therapists are trained is a different map from where they are needed**: Weidner separates the question of local demand from the question of local training capacity. Mapping DPT graduates per 100,000 residents shows that some states supply their own workforce while others must import it, and Weidner points out that several of the largest states train relatively few therapists for their size, which makes out-of-state recruiting a larger part of hiring strategy there. The counterintuitive finding is that big states are not automatically big producers of therapists.
- **New graduates should meet employers while they are still students**: Weidner treats campus outreach as a priority rather than a side activity, arguing that the first job search is often a graduating student's first time navigating a market and can be made less daunting through direct contact with employers. The employer panel format covers resumes, interviews, and salary negotiation, with the stated aim of helping students feel more comfortable with the process and discover what matters to them. Weidner is actively looking to expand the panels to more DPT programs, in person and virtually.

## Work to read

- [Where PT job seekers may have more negotiating leverage](https://www.linkedin.com/posts/brianweidner_physical-therapist-job-seeker-leverage-by-activity-7507851033298206720-k_GB)
- [Where states train physical therapists—and where they do not](https://www.linkedin.com/posts/brianweidner_where-new-physical-therapists-are-trained-activity-7512847930895253504-PfWT)
- [Medicare reimbursement adjusted for cost of living](https://www.linkedin.com/posts/brianweidner_physicaltherapy-ptcareers-medicarereimbursement-activity-7509220493506424832-p5bJ)
- [The highest-paying state may not be the best place to start](https://www.linkedin.com/posts/brianweidner_best-states-for-dpt-new-grads-debt-vs-starting-activity-7516105610619326464-Okit)

## Brand relationships

- **PTCareerTree** (employment)
- **Career Tree Network** (employment)
- **University of Wisconsin–La Crosse Physical Therapy Program** (sponsor)

## Partnerships

The reviewed posts show Brian Weidner running PTCareerTree, a physical therapist talent platform, and participating in physical therapy education and recruiting events. They do not include a public sponsorship policy, rate card, audience demographics, disclosure terms, or a verified partnership inquiry route. For a healthcare staffing company, the visible partnership-adjacent formats are employer panels at DPT programs, employer visibility on PTCareerTree, and event sponsorship. Weidner also publishes state-level PT workforce analyses, but the reviewed posts do not show that this is a paid or commissioned content format.

## Alternatives

- Jayshree Bhat: Choose Bhat if the staffing company’s main goal is to discuss how education and workforce programs build regional talent pipelines. In posts about Workforce Pell, Bhat examines which short-term programs are approved and argues that institutions should consider learner and employer demand, completion, placement, and pathways—not eligibility alone. That offers a stronger angle on how training systems may shape future labor supply, though it does not provide Brian Weidner’s state-level analysis of physical therapist scarcity.
- Aaron Prather: Choose Prather if the staffing company wants a broader conversation about industrial automation talent and the skills needed across robotics-related industries. A Women in Robotics Day post names potential roles from engineering and programming to technical and leadership work, while another post previews companies and questions in industrial AI and automation. This can support a campaign about emerging technical occupations, but not a PT labor-market read.
- Brad Blumberg: Choose Blumberg if the campaign is about how infrastructure and regional economic development affect where industries and jobs grow. A post argues that power capacity can influence states’ ability to attract data centers and manufacturing, giving a buyer a geographic-development angle to pair with a broader labor-market discussion.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/