For chiropractic offices
HR software for chiropractic offices
You are a DC who owns the office, or the office manager who runs it: one to three doctors, chiropractic assistants at the front and in the therapy bay, someone on billing, and perhaps a massage therapist or two. There is no layer between you and the staff, and every HR conversation is with the person who signs the checks.
The moments where people work goes wrong
The CA at the front desk is also the billing department
One chiropractic assistant checks patients in, runs the therapy bay, posts payments and works the claims. When she takes a week off, three jobs stop. When she is sick, nobody knows where the claim notes are.
Three licenses, three renewal months
The doctor's license, the CA's radiology permit in states that require one, and the massage therapist's license each renew in a different month on a different cycle. The reminders are sticky notes on the monitor.
Hiring the second CA and forgetting the first one's review
The practice grows enough to hire a second assistant. Training the new one takes every spare minute, and the first CA, who has been there three years, has not had a written review since her ninety-day check.
The front desk conversation decides whether a care plan starts
Whether a new patient commits to a plan of care depends on how the CA explains it at the desk. That conversation is the practice's revenue, and the person having it is told so only when it goes badly.
Six people, one handbook, no signatures
There is a handbook. It was written when the office opened. Two of the current six staff have read it, none have signed it, and it says nothing about the second doctor or the online scheduling that came later.
What it costs the practice
Everything about the staff lives in the doctor's head
Hire dates, time-off balances, who has a radiology permit, what was agreed at the last raise. When the doctor is adjusting, the office cannot answer any of it.
A CA leaves and takes the front desk process with her
There is no checklist for the replacement. The new CA learns the phone script, the therapy protocols and the claims process by getting them wrong in front of patients.
The one review a year turns into a raise negotiation
Nothing about the year was written down, so the only thing to talk about is money. The doctor decides on feel, the CA hears a number and not a reason, and the next year starts the same way.
How LVL Up helps
A record per person with licenses, permits and acknowledgements
The DC's license, a CA's radiology permit, the massage therapist's license and everyone's CPR card sit on each record with an expiry date. Alerts go out 30, 60 or 90 days ahead, and the handbook acknowledgement sits on the same record so you can see who has signed the current version.
Recognition that costs nothing and 1:1s that take fifteen minutes
When a CA turns a hesitant new patient into a plan of care, anyone in the office can recognize it with a badge, and the giver chooses whether to share a public link. A monthly 1:1 has a shared agenda, and what was not covered carries over.
Time off with balances, approved in one place
The CA requests the week off in the app; the doctor approves it from the approval hub; the balance updates. Who is out is visible before the schedule is built, so three jobs do not stop at once without a plan.
Onboarding checklists and reviews that run on a schedule
A new CA gets a checklist for the first weeks: documents to sign, the handbook to acknowledge, the accounts to set up. Reviews run on a cycle with a short template for CAs, so the three-year employee gets her review the same month as the new hire gets her ninety-day check.
Where we are the wrong answer
A two- or three-person office can run on a shared calendar and a folder; LVL Up starts earning its place around five or six staff, or when a second doctor joins. It does not verify licenses or permits with your state board. It holds employment records for your staff, not patient records, and it is not built for protected health information. It does not connect to your chiropractic EHR or patient scheduling, does not do payroll, and does not track continuing-education hours. It does not replace an employment lawyer.
Which plan, and what it costs
Team — Up to 25 people
$29/month, or $278/year
Almost every chiropractic office is under 25 people, and Team includes everything described on this page at that size: staff records, licenses, time off, documents, reviews, 1:1s and recognition.
- • Performance reviews & 360° feedback
- • Goals & progress tracking
- • Structured 1:1 meetings
- • Pulse surveys & eNPS
- • Recognition & team directory
- • Standard reporting
- • Included people records, PTO & documents
- • Founder-led email support
No credit card. The trial runs on Growth so you can see everything; pick Team when it ends.
Getting set up
- Start the trial and add your staff. With fewer than ten people, typing them in is faster than a spreadsheet.
- Add the doctor's license, each CA's radiology permit where your state requires one, the massage therapist's license and everyone's CPR card, with expiry dates and a 60-day alert.
- Upload the handbook and ask everyone to acknowledge it. Update it first if it predates the second doctor.
- Set a flat time-off allowance, and put a fifteen-minute 1:1 with each CA on the calendar for next month.
Common questions
What HR software do chiropractic offices use?
Most chiropractic offices have no HR software. Staff records are in the payroll portal, time off is on the wall calendar, and licenses are in a drawer. Offices that add a tool compare BambooHR, which includes payroll and starts higher, and LVL Up Performance, which is built for owner-run practices and includes staff records, license alerts, time off, documents, reviews, 1:1s and recognition. Prices are on the pricing page.
Do I need HR software with only six employees?
Not necessarily. If one doctor and two CAs are working well with a calendar and a folder, keep them. The point where an office usually wants software is when a second doctor joins, a CA leaves, or a license lapses unnoticed. LVL Up is priced so a six-person office can use it, but it is honest to say a very small office may not need it yet.
How do I track a chiropractic assistant's radiology permit?
Put the permit on the CA's staff record with its expiry date and set an alert lead. LVL Up alerts the CA and the doctor ahead of the date and lists it with every other expiring credential in the office. It does not check with the state board; you update the date when the renewal arrives. Whether a CA needs a permit at all depends on your state.
How do I do a performance review for a chiropractic assistant?
Use a one-page form written for the job: patient check-in and phone handling, therapy bay protocols, accuracy on payments and claims, reliability, teamwork, and one development goal. Have the CA fill in the self-review and the doctor the manager review on the same form, twice a year, with a short 1:1 each month between. LVL Up sends the form, reminds people and keeps the results on the record.
Does LVL Up connect to ChiroTouch, Jane or my EHR?
No. LVL Up is a staff-side system and does not connect to chiropractic EHR, patient scheduling or billing software. Patient records stay where they are. It has a public API and CSV import for staff data.
What happens when the trial ends?
The trial is 14 days, no credit card, then read-only until a plan is chosen. Nothing you entered is deleted while it is read-only.
Related:
Start with your own staff list
Import your team, add the licenses that worry you most, and see the expiring-next view with your own names on it. Team fits a practice of up to 25 people.