Job intelligence
Regional General Manager, Market Performance Central US
Luna Physical Therapy
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
What stands out most is that a non-degree route is clearly stated. The biggest counterweight is that the salary benchmark is still shallow.
The range is usable, but the comparable sample is still too shallow for a strong relative-pay call.
Geographic eligibility is restricted to a country or region.
Some access and qualification signals are clear, but the overall entry path is neither unusually open nor unusually restrictive.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- A non-degree route is clearly stated: Equivalent experience accepted
Trade-offs to weigh
- The salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation, but the current role sample is still too small for a reliable disclosure-rate comparison.
Compensation counts only when amount, ISO currency and supported pay period are all known.
At least ten current comparable roles are required before HPJ publishes a disclosure percentage.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
Application edge
- Equivalent experience is explicitly accepted. If that is your route, make the relevant experience easy to connect to the stated qualification.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Physical-demand requirement stated
The listing explicitly describes a material lifting/carrying requirement. Review the authoritative job description for the complete physical requirements and accommodation information.
Equivalent experience accepted
The listing explicitly indicates that equivalent professional experience can substitute for the stated degree path. Prepare concrete evidence showing that equivalency.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
The headline alone does not tell the whole story for Regional General Manager, Market Performance Central US at Luna Physical Therapy. The clearest decision context comes from pay is visible, but the benchmark is still thin, the location rules are clear enough to judge, and the entry path is becoming clearer.
Pay is visible, but the benchmark is still thin
A usable USD salary is available, but there are not enough comparable current observations for a strong percentile statement yet.
The location rules are clear enough to judge
The work-location pattern is “Limited location freedom”, with Remote Freedom at 47/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The entry path is becoming clearer
Equivalent experience accepted · 1 additional stated barrier · 1 stated access pathway. Unstated education or experience requirements stay open rather than being assumed.
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 19 days ago. Verify that it is still accepting applications.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Alternative to a degree is stated
Visible cautions
- Geographic eligibility is restricted to a country or region.
- Applicant residence or location appears to be restricted.
- The listing was posted about 19 days ago. Verify that it is still accepting applications.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
- Physical-demand requirement stated
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit access signal is present, such as stated degree flexibility or early-career access wording.
1 explicit required barrier is visible in the available wording.
2 explicit Remote Freedom restriction signals are present and are shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The listing explicitly accepts equivalent professional experience as an alternative to the stated degree path.
Still check: Physical-demand requirement stated · The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Why this analysis?
- This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Luna Physical Therapy
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Luna Physical Therapy — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Finance Accounting (1)
Visible seniority mix: Leadership (3)
Current employment-type mix: Full time (3) · Part time (2)
Most visible hiring countries in this sample: United States (5)
Other current roles from this employer
Accounting Manager - Revenue
USA
Leadership · Region-restricted remotePatient Onboarding Associate- Call Center (part time hours)
USA
Seniority not clearly specified · Region-restricted remotePatient Onboarding Associate- Call Center
USA
Seniority not clearly specified · Region-restricted remoteRegional General Manager, Market Performance Western US
USA
Leadership · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 125,000 median · 5 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Limited location freedom
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
- Applicant residence or location appears to be restricted.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Reports to: President
Status: Exempt
Location: Remote, must reside in our Central US territory (TX, OK, UT, AZ, CO, IL, MN, IA, WI, MO, IN, OH, MI, TN)
Pay Grade: 18
Job Summary
The Regional General Manager, Market Performance is central to scaling a regionalized operating model that balances local ownership with centralized excellence. This role ensures the company can grow with discipline, stay close to its markets, and deliver exceptional outcomes for therapists, partners, and patients.
This person is the accountable business owner for Luna’s Central US geographic region. This leader owns regional P&L performance and is responsible for translating company strategy into strong local execution across therapist visits, patient access, physician relationships, and partner performance. They champion innovation while maintaining disciplined execution.
Operating within a regionalized, shared services model, the GM leads through influence rather than direct reporting lines. Centralized functional teams, including Therapist Acquisition, Therapist Enablement, Physician Success, and Partner Account Management, retain solid-line reporting to their respective functional leaders, with dotted-line accountability to the GM for regional outcomes.
This role requires a strong owner mentality, comfort operating in a matrixed environment, and the ability to drive results through cross functional alignment, data, and local dynamics.
Key Responsibilities
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Own full Central US regional P&L, including revenue growth, contribution margin, and cost management.
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Develop regional forecasts, budgets, and operating plans aligned to company targets.
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Identify and execute levers to improve unit economics, utilization, and market density.
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Make disciplined tradeoffs to balance growth, margin, quality, and experience.
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Serve as the single point of accountability for regional performance across therapist acquisition, enablement, physician success and partner success / account management outcomes. performance.
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Lead through influence in a matrixed environment, aligning functional partners to regional priorities.
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Translate national initiatives into region specific execution plans with clear KPIs.
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Ensure sufficient therapist supply to meet regional demand. Partner with Therapist Acquisition to set regional hiring targets and market-level sourcing strategies.
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Partner with Therapist Enablement to improve therapist engagement, retention, productivity, and quality.
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Balance growth objectives with therapist sustainability and experience.
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Drive regional growth through strong physician relationships and partner execution.
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Partner with Physician Success and Partner Account Management to:
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Grow referral volume and retention
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Improve partner satisfaction and outcomes
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Identify expansion opportunities within existing accounts
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Serve as the senior escalation point for regional partner issues
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Develop and execute regional market strategies informed by local dynamics, demand patterns, and performance data.
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Identify opportunities for market expansion, optimization, or investment.
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Act as the regional voice to executive leadership, surfacing insights, risks, and opportunities.
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Establish and lead a strong regional operating rhythm (weekly, monthly, quarterly business reviews).
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Use data to diagnose performance gaps and drive corrective action.
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Align functional partners around a shared regional scorecard.
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Model company leadership principles and culture within the region.
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Influence and develop leaders operating within the region, even where reporting lines are dotted.
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Foster a culture of ownership, transparency, and continuous improvement.
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Job Requirements
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10+ years of progressive leadership experience in healthcare operations, providing multi site in-home or outpatient rehab services
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Located within Central US (TX, OK, UT, AZ, IL, CO, MN, IA, WI, MO, IN, OH, MI, TN)
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P&L ownership in prior experience with accountability for growth and profitability
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Preferred PT or OT with a background related to the above areas.
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Bachelor's degree or equivalent
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Experience leading in a matrixed or shared services model
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Strong financial and analytical acumen
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Proven ability to influence without direct authority
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Owner mentality with strong business judgment
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Comfortable navigating ambiguity and driving clarity
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Collaborative, low-ego leader who delivers results through partnership
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Data driven, decisive, and execution oriented
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Able to balance strategic thinking with operational rigor
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Familiarity with health system partnerships or enterprise accounts in local markets
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit, stand and walk for extended periods of time, and may occasionally be required to lift/carry equipment up to 30 lbs.
Disclaimer:
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.
Salary and Benefits
The total cash compensation range for this role is $156,000–$178,000, consisting of a base salary of $130,000–$148,000 plus a 20% nondiscretionary bonus.
Comprehensive benefits including unlimited paid time off and paid holidays. Benefits begin the first of the month following hire, including medical, dental, and vision coverage, company paid life insurance, voluntary short-term disability, 401k with company match, and dependent care FSA.
Compensation
Additional Information
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.