I have a game on my phone that my kids make fun of. They say it’s silly and stressful. You build a town, but it’s not quite that simple. You need farms to grow crops, factories to process ingredients, and helicopters to deliver orders. If you don’t plan ahead—if you don’t have the right resources at the right time—you’re stuck waiting, scrambling, and missing opportunities.

Honestly? That’s exactly how I think about career growth at Luna.

Scaling the Right Way: More Than Just Growth

When I joined Luna, the company was four years into its journey and poised for rapid expansion. What drew me in was the innovative model—technology that solves real problems for both patients and therapists. But technology alone isn’t enough.

Scaling isn’t just about getting bigger. Plenty of companies with great ideas fail because they don’t scale the right way. Success requires intentionality—deciding which traits to reinforce as the company grows. At Luna, one of the most important traits we reinforce is problem-solving.

Not just reacting to challenges, but proactively identifying opportunities, collaborating across teams, and building lasting solutions. And we knew that true leadership meant more than delivering results. It meant creating more leaders.

A System for Career Growth

In the early days, career growth at Luna was organic but unstructured. That model doesn’t scale. So we built a more intentional, transparent system:

1. Internal First: Whenever possible, roles are posted internally first, giving Luna team members the first opportunity.
2. Performance-Based Promotions: Impact and leadership are evaluated annually as part of our structured review process.
3. Career Growth Plans: Employees work with managers throughout the year to build new skills and prepare for the next level.
4. Shaping the Business: Team members closest to the work are encouraged to propose high-impact initiatives. When there’s a strong case, we’ve created new roles around them.

The result? Career growth isn’t left to chance. It’s built into the culture.

In just the first two years of launching this program:

• Year 1: 189 employees, 25 internal promotions, 45 eligible to level up
• Year 2: 250 employees, 40 internal promotions, 110 eligible to level up

That’s 65 internal promotions and 155 total career advancements—and counting.

In Their Words: Real Stories of Growth

Silver Shankles: A Career Built on Opportunity

Silver joined Luna in 2021 as a Patient Relationship Manager. Today, she’s a Regional Manager after multiple promotions.

Silver's advice:

Shayna Walker: Growing Through Mentorship

In two years, Shayna grew from Concierge Onboarding Associate to Concierge Manager of Education & Quality.

Shayna's advice:

Laura Schiener: From Clinician to Leadership

Laura started as a physical therapist in 2023. She transitioned to PRM, then Partner Account Manager, and now leads as PRM Manager for the East Coast.

Laura's advice:

What Great Leadership Really Means

Creating great leaders isn’t about checklists or annual reviews. It’s about connection. True leadership requires recognizing and aligning people’s strengths with the company’s mission.

The best leaders at Luna bring confidence and humility in equal measure. They foster trust, celebrate others’ successes, and create space for future leaders to emerge.

Just like the game on my phone, scaling a company—and careers—requires vision, resources, and timing. At Luna, we’ve created a system that encourages initiative, rewards impact, and supports people as they grow.

We’re not just scaling a company. We’re scaling people. And we’d love to work with more future leaders ready to grow with us.