Applicant FAQ

We are an insurance-based psychotherapy group practice with two Austin offices and a mix of virtual and in-person care. Our clinicians use a range of therapeutic approaches, and we value integrative, thoughtful, client-centered work. Some clinicians specialize in areas like EMDR or Ketamine-Assisted Psychotherapy, while others focus on traditional outpatient therapy. We also care deeply about access, which is part of why we have chosen to remain insurance-based.

We want therapy to be available to more people, and that means being willing to work inside an insurance-based model even though it adds complexity and requires a tighter operating budget.

For us, it matters that clients are able to use their behavioral health benefits and that the practice is not limited only to private-pay care.

The clinicians who tend to do best here are people who want both autonomy and support. They are strong clinicians, but they do not want to practice in isolation. They value consultation, communicate clearly, are open to feedback, and want to be part of a real group practice rather than simply renting space or managing everything alone. We also tend to do best with clinicians who are proactive, organized and engaged, because building a strong and sustainable caseload in group practice still requires follow-through and initiative.

Moonstone offers a Ketamine-Assisted Psychotherapy program built around thoughtful preparation, close therapeutic support, and meaningful integration.

Moonstone clinicians provide the psychotherapy side of the work, including prep and integration, and we refer clients to our prescribing partners at Sol Psychiatry for medical evaluation and dosing consideration. Whether a client is medically appropriate for ketamine treatment is always determined by the prescriber, not by Moonstone. We are not a medical clinic, and it is important to us that clinicians work within their scope of practice at all times.

Our KAP model is relationally grounded and therapist-led on the psychotherapy side. We place strong emphasis on helping clients prepare well, move through the experience with support, and make use of the work afterward through integration.

KAP training is available to clinicians who are interested and who are a fit for the program, but it is not required to work at Moonstone. In general, comprehensive KAP training is offered after a period of established employment, often around three to six months. The process may include shadowing, staff experientials, and additional training opportunities.

For our clinicians who go through the initial training, Moonstone typically offers three to four KAP-related refresher trainings each year, and two of those are experiential. These trainings are one of the ways we support clinicians who want to deepen their understanding of the work and participate in the program more fully over time. We also have a separate consultation group specifically for KAP cases, and attendance is a condition of KAP work with clients.

KAP training and work can become part of a broader clinical path that may include additional training, experiential opportunities, and expanded compensation. Specific compensation details can be discussed during the interview process. That said, KAP is not something we want clinicians approaching casually or primarily as a way to increase compensation.

KAP training and staff experientials can be profound, vulnerable, uncomfortable, and at times intensely emotional. They often bring up personal material for the clinician, which is part of why we expect anyone pursuing this path to approach it with seriousness, respect, self-awareness, and strong boundaries. At the same time, clinicians also need enough flexibility and openness to engage thoughtfully with personal material if it arises during the training process. We are looking for clinicians who are genuinely interested in the depth of this work and who can stay grounded, responsible, and reflective within it. This is one of the factors we consider when deciding who is a fit for KAP training.

KAP is a meaningful part of what we do at Moonstone, but it is not the entirety of the practice and it is not required for every clinician. We are first and foremost a group practice offering outpatient therapy, and KAP is one of the additional clinical paths available within that larger structure.

Our clinicians are employees. We use an hourly W-2 model rather than a fee-split contractor model. For many people, that is part of the appeal. It creates more structure, more support, and a clearer framework for how the practice operates. It also allows us to provide a benefits package (including health insurance and PTO) to our full time clinicians.

In most cases, Moonstone plans for about 6 to 8 weeks, or roughly 2 months, between the time a clinician accepts an offer and the time they are ready to begin seeing clients through the practice. That timeline is not arbitrary. Because Moonstone is an insurance-based practice, we want clinicians to be credentialed and set up well before they begin so they can start with real momentum rather than spending their early weeks waiting on insurance access.

Once an offer is accepted, Moonstone gathers the information needed for credentialing applications and begins that process as quickly as possible. At that point, there is often a waiting period while the applications are processed. Some parts of the process can move faster if a clinician has already been credentialed with some of the plans Moonstone accepts, but there is still no guarantee of speed because insurance timelines vary. Some payers simply move more slowly than others.

Moonstone generally prefers to set the clinician’s actual start date around the point when credentialing is expected to be complete or close enough that the clinician can truly hit the ground running. During that waiting period, Moonstone is usually working on the rest of the setup: collecting onboarding documents, setting up systems, arranging a headshot, preparing the clinician’s bio and website presence, confirming schedule and office preferences, setting consult availability, and getting marketing and referral logistics in place. The goal is that when the clinician starts, they are not just technically onboarded. They are positioned to begin building quickly and successfully.

A clinician can sometimes start earlier in a limited sense, especially if they are bringing an existing caseload, but in general Moonstone does not consider it a strong setup for success to start someone before they are properly credentialed. Most Moonstone clients are looking to use their insurance, so it is very difficult to build a normal caseload if credentialing is still incomplete. That is why Moonstone usually treats the credentialing period as part of the real onboarding timeline rather than something separate from it.

The practical takeaway is that Moonstone is usually a better fit for clinicians who can plan ahead a bit. If someone needs to start immediately, the credentialing timeline can make that difficult. On the other hand, if a clinician is thinking a couple of months ahead, winding down another role, or planning a thoughtful transition, the process often works well because credentialing can happen during that interim period while Moonstone prepares the rest of the onboarding and referral setup.

Moonstone is an insurance based-practice. Because of the realities of credentialing and insurance-based outpatient practice, we are looking for clinicians who have full clinical licensure. We ask that if you are an associate, you wait to apply until you are within 2-3 months of licensure. We are not currently accepting students or student interns.

We usually begin with an initial screening interview. This first conversation is meant determine if there is a mutual fit for you and Moonstone. It gives us a chance to get to know you, learn about what you are looking for, and answer your questions honestly about how Moonstone works. Basic information about working at Moonstone and expectations for the role are on this page.

If it feels like a strong fit on both sides, the next step is typically an in-person interview with a member of our leadership or the team. If we move toward an offer, we then begin credentialing and onboarding. In some cases, the next interview may include more traditional interview questions and scenario-based clinical questions.

In most cases, we tell candidates to expect about eight weeks. That window allows time for credentialing, onboarding, setting up marketing materials, and making sure the transition is thoughtful rather than rushed. Sometimes timing can vary a bit, but eight weeks is the general expectation we share.

Yes. Background screening and verification are part of our hiring process and may include things like licensure verification, employment history verification, education verification, reference checks, sanctions screening, and other role-relevant review steps. Employment offers may be contingent on satisfactory completion of those checks.

Yes. One of the main benefits of group practice is that you are not responsible for generating your entire caseload alone. We provide referrals and administrative support, and we want new clinicians to have a real pathway to building a strong caseload. At the same time, we also find that clinicians who do best are proactive. It helps when people are clear about their niche, present themselves well, and actively participate in the life of the practice. So the short answer is yes, we provide referrals, and it also helps when clinicians bring initiative and clarity to the table.

We view the first 90 days (12 weeks) as a gradual ramp-up period, not an expectation that you arrive at full capacity on day one. Our ramp-up table starts with a very light caseload in the first few weeks and builds steadily over time. The goal is to reach about 15 clinical hours by week 7 and about 25 clinical hours by week 12. This gives new clinicians time to settle in, build referrals, get comfortable with documentation and workflow, and grow into a sustainable caseload without feeling thrown into the deep end.Item description.

We expect clinicians to be open to referrals, available for consultation calls, and actively building toward a sustainable caseload from the beginning. Because Moonstone provides referrals, we expect all clinicians to be at a minimum of 15 clinical hours per week by around 90 days. If a clinician is not able to reach that threshold with the referrals and support provided, the role may not be the right fit. We also expect clinicians to schedule slightly above their minimum, usually by 1 to 3 extra clients per week, to help account for normal cancellations and keep the caseload stable.

At Moonstone, part-time status means maintaining between 15 and 24 documented clinical hours per week, on average. 15 clinical hours per week is the minimum expectation for continued employment. Clinicians are expected to be open to referrals, available for consultation calls, and actively building and maintaining a caseload that supports at least that minimum. Because Moonstone provides referrals, we expect clinicians to reach and sustain that baseline. If a clinician is not able to do that, the role may not be the right fit.

Full-time status means maintaining 300 documented clinical hours per quarter, which works out to an average of about 25 clinical hours per week across a 48-week work year. That quarterly benchmark already includes some built-in wiggle room, so it is not meant to be an inflated or aspirational target. It is the actual benchmark for full-time work at Moonstone.

A clinician becomes eligible for full-time benefits once they complete 100 documented clinical hours in any single month during or after their first 90 days of employment. After that, they are considered full time for the remainder of that quarter and through the end of the following quarter.

After full-time status has been established, it is maintained through quarterly clinical hour totals. The standard is 300 documented clinical hours per quarter. Clinicians who meet or exceed that benchmark are meeting full-time expectations. Clinicians who exceed their quarterly benchmark annually may also be eligible for a productivity bonus.

If a full-time clinician completes between 280 and 299 documented clinical hours in a quarter, they do not automatically lose full-time status. However, they are below benchmark, and that deficit must be made up in the following quarter. That means the clinician must both meet the next quarter’s regular expectations and make up the prior shortfall.

If a full-time clinician completes fewer than 280 documented clinical hours in a quarter, that is below the minimum threshold for maintaining full-time status. At that point, full-time status will be lost.

We use a standardized system based on CPT code and service type. For example, 90834, 90837, 90791, and 90847 each count as one clinical hour. CPT 90832 counts as one-half clinical hour. KAP sessions are credited proportionally based on billed hours, and only completed and documented clinical services count toward clinical hour totals, benefits eligibility, and employment classification. PTO, cancellations, and undocumented clinical hours do not count toward those thresholds. We automatically pay out 1 admin hour for every 5 clinical hours, so this adds $5/clinical hour to your compensation

We use an hourly compensation model rather than fee splitting. This shifts the stress/liability of fluctuating clinical compensation rates to the practice, so clinical pay feels consistent for you. Candidates receive specific compensation information directly during the interview process so they can review the current structure clearly. The important thing to know is that our model includes paid clinical time and paid administrative time, rather than asking clinicians to absorb the same kind of financial and administrative uncertainty that often comes with contractor arrangements.

Yes. We pay an additional $5 per clinical hour to help account for the administrative work that supports clinical care, including documentation, consultation calls, consult groups, and related clinical tasks. Because that pay is tied to the overall completion of clinical work, it is contingent on timely and accurate documentation. If session documentation is not completed within 48 hours, the associated administrative pay is forfeited. Administrative pay does not count toward clinical hour benchmarks for benefits eligibility or full-time classification.

Timely documentation is a part of ethical clinical practice, part of the client’s legal and clinical record, and part of what supports accurate billing and payer compliance. Good documentation protects the client, supports continuity of care, reflects the work that actually occurred, and helps prevent avoidable billing problems, audits, denials, or clawbacks. For those reasons, clinical documentation must be completed within Moonstone’s required timeline of 48 hours in order for associated administrative hours to be paid (We ask that notes are completed within 24 hours where possible to ensure accuracy, but this is not the minimum requirement).

 Clinical hours documented after payroll cutoff deadlines are paid in the next payroll cycle at the applicable clinical rate and do not include administrative pay for that pay period. Accurate timekeeping, accurate start and end times, and consistent documentation are all part of the job and are taken seriously.

Full-time clinicians are eligible for health insurance and additional employer-sponsored benefits once they meet full-time status. Benefits become active on the first day of the month after full-time status is reached.

Moonstone currently offers medical, dental, and vision coverage, along with group term life insurance and Texas Legal. We also offer an HSA option with the high-deductible medical plan.

Moonstone currently covers 50% of the medical premium, 50% of the dental premium, and 75% of the vision premium. We also cover 100% of the premium for basic life insurance, short-term disability, and long-term disability. Texas Legal is available as an optional employee-paid benefit. For most clinicians, monthly medical premium costs after Moonstone’s contribution are typically in the range of about $300 to $500, depending on plan selection.

In addition to formal benefits, clinicians also have access to referrals, administrative support, consultation, and free participation in Moonstone’s regular self-care and training workshops. We are happy to provide more detailed benefits information during the interview process so candidates can get a clearer sense of the full picture.

Yes! Full-time clinicians accrue PTO throughout the year on each payroll cycle, with no waiting period to begin accruing or using it. The PTO year begins on January 1.

Moonstone’s current PTO structure is:
At hire: 50 hours per year
After 1 year: 60 hours per year
After 2 years: 70 hours per year

Up to 50 hours can be carried over, and the maximum PTO balance is 75 hours. PTO must be requested in advance and approved, and clinicians cannot request more time off than they currently have available in their balance. If a clinician loses full-time status, they may still use PTO that was accrued while full time, subject to approval and available balance. PTO does not count toward clinical hour minimums, session averages, or eligibility thresholds.

Can I set my own schedule?
Moonstone offers flexibility, but schedules still need to support client care, continuity, documentation expectations, referral flow, and the needs of the practice. Clinicians are expected to maintain accurate and usable availability on their calendars and to offer a schedule that makes it possible to build and sustain their caseload. Requests for schedule changes or reduced availability need to be submitted in advance and are subject to approval.

Clinicians are expected to offer either one weekday evening or one weekend day per week for appointments. This is part of how we meet client demand and support steady caseload growth in outpatient practice. If a clinician is under their caseload goal, we also expect them to keep meaningful availability on their calendar for consultation calls during regular work hours and after-work hours when possible, since Moonstone is actively providing referrals. Once a clinician is consistently meeting caseload expectations, staying on top of documentation, and managing their schedule responsibly, the role should feel flexible and sustainable.

Moonstone provides referrals, but clinicians need to have real and usable availability on their calendars in order to build and sustain a caseload. That means being open to referrals, available for consultation calls, and maintaining enough appointment openings to convert those referrals into scheduled clients. If a clinician is under their caseload goal, we expect them to keep meaningful availability on their calendar during regular work hours and after-work hours when possible for consultation calls and new client scheduling. We are committed to supporting growth, but that support works best when clinicians are actively available to receive it.

Moonstone provides the larger practice infrastructure, including referrals, shared office space, systems, administrative support, onboarding support, and a collaborative group practice environment. At the same time, clinicians are still responsible for the core pieces of the role: maintaining accurate calendars, responding to referrals and consultation opportunities, completing documentation on time, tracking time accurately, protecting confidentiality, and managing their schedules in a way that supports continuity of care and required clinical hour expectations. In other words, you are not expected to carry the whole business alone, but you are expected to fully own your clinical responsibilities within the structure Moonstone provides.

Because we are a clinical practice, confidentiality and secure technology use matter a great deal. Employees are expected to use Moonstone’s approved systems appropriately, protect client information and other confidential information, maintain secure access, and follow documentation, privacy, and security requirements carefully. If you use personal devices for work, those devices must meet Moonstone’s security standards. We also expect immediate reporting of any lost, stolen, or compromised device, suspected security issue, unauthorized access, or confidentiality concern. We provide HIPAA training as part of onboarding, but we also expect clinicians to take these responsibilities seriously as part of everyday practice.

The first 90 days are a real transition period, and we want new clinicians to have support as they build. At the same time, we want to be clear about the baseline expectations of the role.

Clinicians are expected to be open to referrals, maintain required availability, keep accurate calendars, build toward minimum caseload expectations, and stay on top of documentation and other core responsibilities.

If a clinician is not able to meet those expectations despite the referrals, structure, and support Moonstone provides, the role may not be the right fit. We try to be honest about that early rather than letting misalignment drag on.

Moonstone is usually not the right fit for clinicians who want a fully virtual role, do not want to take insurance-based referrals, are looking for a highly independent contractor-style arrangement, or are not comfortable with shared office use, documentation expectations, and group-practice accountability. We tend to be the best fit for clinicians who want meaningful support and flexibility, but who also understand that this is a real outpatient role with standards around schedule reliability, in-person participation, documentation, and follow-through.Item description

Outside clinical work, private practice, and the provision of psychotherapy or counseling services outside of Moonstone are not permitted without prior written approval from Moonstone leadership. This includes joining another group practice, operating a private practice, or independently billing insurance or clients for psychotherapy services. This policy exists to protect continuity of care, avoid conflicts of interest and client confusion, and support clinical and regulatory clarity.

Outside activities are not automatically prohibited, but they cannot interfere with job performance, reduce availability required for your role, compromise client care, misuse Moonstone resources, or create conflicts of interest. Non-competing, non-clinical professional activities may be fine, and certain clearly distinct non-competing clinical roles may be considered on a case-by-case basis. If there is overlap with clinical services, mental health representation, or competing populations, a written request for approval is required in advance.

Our outpatient psychotherapy model is not built around out-of-state therapy work, due to the billing, insurance, licensing, and regulatory complexity it creates. We want the structure of care to stay clear, ethical, and manageable.

Potentially, yes, but not every current arrangement transfers over in the same way. If you join Moonstone, all psychotherapy work is expected to run through the practice, and transferred clients need to come into Moonstone’s systems and policies rather than remain in a separate side arrangement. In some cases, current clients can transfer by contacting the practice directly and moving into Moonstone’s workflow. Insurance-based clients are usually the most straightforward. Cash-pay, sliding-scale, and pro bono cases need a closer review, because those arrangements have to fit Moonstone’s current policies and fee structure.

Moonstone allows one reduced-fee sliding-scale spot below $125, but that is not automatic. Clients must apply and demonstrate financial need. Pro bono spots are more limited and are generally reserved for APD EMDR clients. This means that if you have an existing cash-pay, sliding-scale, or pro bono client, the answer is not automatically no, but it is also not automatic that the same arrangement can simply continue unchanged.

We ask that clinicians already be local and established in Austin before applying. In our experience, onboarding while someone is still relocating tends to create too much stress and instability for both the clinician and the practice. Because of that, Moonstone is usually not the right fit for candidates who are still in the process of moving.

Our culture is relational, thoughtful, and connected. Some clinicians are more social and love community events, while others are more private and simply want a respectful, supportive work environment. We do not expect everyone to show up the same way socially. What we do expect is professionalism, warmth, ethical conduct, respect for coworkers and clients, and a willingness to be part of a group rather than operating with a lone-wolf mentality.

We value open communication and want employees to feel able to raise questions, concerns, or ideas in good faith. Employees can bring concerns to any member of leadership, and retaliation for doing so is prohibited. We care a lot about professionalism, mutual respect, and creating a workplace where people can speak up responsibly.

Diversity, inclusion and anti-oppression are mandatory elements of ethical clinical practice and a healthy workplace. We know many people have been harmed by racist, non-affirming, dismissive, or otherwise unsafe therapy experiences, and we take that very seriously.

We expect team members to practice cultural humility, engage in ongoing learning and self-work around identity, bias, and racism, and treat colleagues and clients with respect, accountability, and care.

We want to build a team that can serve a wide range of clients well, and we are honest about the limits of any one clinician or practice. If a client would be better supported by a therapist with a different identity, background, or lived experience, we take that seriously and help connect them with the right care.

Conduct that involves discrimination, harassment, bullying, exclusion, or retaliation is not consistent with how we practice, collaborate, or lead.

Yes. Many clinicians who are drawn to Moonstone are looking for a more sustainable rhythm, more room for relational work, and less burnout than they have experienced in acute or high-volume systems. We are candid that outpatient group practice has a different pace and different demands, but for many people it ends up being a much better long-term fit.

Yes. Group offerings can be one way clinicians expand their work and income at Moonstone. For standard groups, clinicians are currently paid out at 55% of group revenue. KAP groups are structured differently and are paid out per client based on the group model. If group work is part of your interest or skill set, that is something we are happy to discuss during the hiring process, including what kinds of groups may be a fit for the practice and what support Moonstone provides around logistics and marketing.

Yes. Moonstone offers consultation support as part of the practice environment, including consult groups and other collaborative clinical supports. These spaces are meant to help clinicians think through cases, stay connected, and continue developing their work rather than practice in isolation. They are part of the broader group practice model and one of the ways Moonstone supports clinicians beyond just providing referrals and office space. Because Moonstone prioritizes fully licensed clinicians, this support is generally best understood as consultation and collaboration rather than primary board supervision toward licensure. Administrative pay is also intended, in part, to help compensate for work that supports clinical care, including consult groups and consultation calls.

Yes. Moonstone receives a strong volume of referrals for children and teens, so clinicians who enjoy working with those populations are often in demand. At the same time, it is important to understand the limits of what Moonstone offers in that area.

Family therapy and collateral family sessions, including 90846 and 90847, are not billed through insurance at Moonstone and would need to be handled as cash-pay services. So if part of your work with children and teens regularly includes significant parent or family sessions, that is something we would want to talk through in more detail.

Couples and family work at Moonstone is cash pay rather than insurance billed. Those sessions are paid out to the clinician as a clinical hour. Moonstone can slide the rate down to $125 when appropriate. If couples or family work is an important part of your practice, we would want to talk through how much of your caseload you would want devoted to that work and how it would fit alongside Moonstone’s broader insurance-based model.

Moonstone has two Austin office locations: our North office near 183 and Mopac, and our South/Westlake office behind Westlake High School. KAP sessions take place at the South/Westlake office. Depending on your schedule, role, and fit, clinicians may work out of either location or use both.

Moonstone is not a good fit for clinicians who are looking for a fully virtual role. Our practice is built around a mix of virtual and in-person care, and we expect clinicians to offer two in-person days per week. This helps us meet client demand, make full use of the office space and resources we provide, and maintain the kind of connected, grounded group practice we are intentionally building.

Clinicians are not assigned a permanently dedicated private office. Our offices and treatment rooms are shared Moonstone spaces, and clinicians use our scheduling system to reserve rooms based on their calendars and availability. In practice, many clinicians tend to find an office or room they like and book that same space consistently when it is available, but rooms are still part of a shared system rather than individually assigned.

The North office is smaller, and the South/Westlake office has more rooms. Clinicians are welcome to work from the office that best fits their location and schedule, and in some cases people use both. We want office use to feel flexible and workable, but also predictable and respectful of shared space. That means using room reservations responsibly, ending sessions on time, leaving rooms clean and ready for the next person, and using shared space professionally and respectfully.

Our offices are open late enough to support evening work, though we generally do not want clinicians there later than 9 p.m. The broader schedule flexibility of the role still exists, but it operates inside the structure of shared offices, in-person expectations, and a real scheduling system.

If a candidate is seriously considering Moonstone and wants to get a better feel for the space, an office tour may be possible as part of the hiring process.