Interviewing Recruiters

Questions to Ask Potential Recruiters (and why)

The questions below are questions we have asked potential recruiters, or questions we wished we had asked, before continuing to work with them! When you speak with a potential recruiter, you are essentially interviewing them—recruiters make money when they employ you, so you deserve the best. We've also included red flags because not every recruiter is a great recruiter.​

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Recruiter Specific

1. Will you be sending me jobs in states that are additional to the states/locations I've indicated my interest?

   • Negative stereotype of recruiters to send lots of jobs, none of which are in the setting/location you want​

2. What is an example of a time that you stood up for one of your travelers/helped them if they were in a bad situation?

   • Make sure the recruiter has your back first and they will help communicate to a client if issues arise​

3. How do you usually communicate with your travelers (text, email, call, etc) and is there a way to contact you after work hours if there is a major issue?

   • Again, if problems arise, the recruiter will be your first point of contact

4. How long have you been working as a recruiter? Have you ever worked with SLPs before?

   • Experience history, helps you to know the extent of their knowledge of therapy​

5. Can you give me resources and/or coaching for questions I should ask during interviews with the client?

   • Helps you to be more prepared during an interview (For Interstate SLP recommended questions, click here).​

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Company Specific​

1. What benefits does your company offer (401k, PTO, bonuses, health insurance, etc)?

   • This is a good time to be clear on if there is a 401k match and how long you would need to work for the company before you are vested.

2. Do you pay the full 40-hour guarantee the first week?

   • Often, the first week can have reduced hours due to training and onboarding processes. Some contract companies will eat the cost of the lower hours and still pay you the full guarantee, others will not. (See FAQ Page for information about guaranteed hours.)

3. What sets your company apart from other travel companies?

4. Do you have a team that helps with credentialing? Licensing?

   • Despite these teams being in place, you should ask in the interview if any special licensure is required (i.e., educator's license) and double check information sent to you as states change requirements​

5. Do you have direct contracts or are most of your contracts through vendors?

   • This has to do with how much you will be paid. (See FAQ page and this infographic for more information)

6. Does your company offer malpractice insurance, or will I need my own​?

7. What is the onboarding/credentialing process like? What required courses do you have?

   • One of my companies had an 8-hour dementia training course that would have been required if I worked in a medical setting. I'm sure it was information that would have been helpful but it was nursing focused and not worth any CEUs...enough said.

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Other Considerations

1. Be clear on how you like communication—I don’t like to be rushed so I appreciate the reminder of a deadline, but I like to manage my own sense of panic, not be induced into panic

2. Do you want to know about all jobs that sound good or jobs only in the area you want to travel? Be specific and hold your boundary on this one!

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Warning Signs

1. Dodgy or vague about pay and/or job description (this is my #1 red flag)

2. Asks you how much you want to make; an acceptable recruiter will try to give you the best pay package possible

3. Has difficulty remembering specific information about you or about your preferred setting/job

4. Lacks general knowledge of licensing/credentialing rules as well as tax rules

5. Submits you to a job without asking your permission, or doesn't want you working with other recruiters

6. Different communication styles, lack of response—especially in urgent situations​​​