The Future of Chiropractic is Integrated Care

Strategic & Financial Blueprint

• The High-Value Exit Strategy: An integrated practice is far more profitable and is significantly easier to sell at a higher multiplier than a standalone chiropractic office. Dr. Denke views it as a "ticket to early retirement".

• Asset Ownership: In states like Texas, a chiropractor can legally maintain up to a 95% majority stake in the medical clinic.

• Low-Cost First Step: The initial investment for legal contracts to set up the medical company was approximately $5,000, making the model surprisingly accessible.

• Diversification for Demand: Adding medical services like testosterone therapy and IV infusions allows the practice to capture a much wider market outside of its immediate local area.

Legality & Low-Risk Staffing

• Zero-Equity MDs: The medical director's contract is typically a guaranteed monthly salary (e.g., $500–$3,500) for oversight. They forgo all equity and profit share, minimizing the owner's risk and commitment.

• Start with Legal Counsel: The first actionable step is to consult a healthcare attorney in your state to determine the specific laws regarding majority ownership and practice structure.

• The Mid-Level Workhorses: Nurse Practitioners (NPs) and Physician Assistants (PAs) are the primary income drivers, and a single MD can legally oversee multiple mid-level providers simultaneously.

Advanced Marketing & Culture

• Internal Marketing Boom: The single most effective marketing action was emailing the existing chiropractic patient list about the new medical services, generating the biggest immediate revenue spike.

• Targeted Ad Strategy: Use Google Ads for demand-capture (people actively searching for chiropractic care) and Meta Ads (Facebook/Instagram) for awareness and symptom-targeting (e.g., low energy, weight loss) for medical services.

• Hiring for Character: While the front desk is the hardest entry-level position to keep, success is achieved by hiring for character traits over resume experience, and then rewarding top talent with higher roles and responsibilities.