About Pay
"Can I see the full pay package breakdown in writing?"
You need to see every line item: hourly taxable rate, housing stipend, meals and incidentals stipend, travel reimbursement, and any other components. If they can't or won't provide this, do not sign. A transparent agency will provide this proactively.
"Is there room to improve this pay package for this position?"
Pay can sometimes be negotiated. Your recruiter may have room to adjust the package, especially if you're flexible on other terms. Asking is part of comparing offers.
"How are overtime and holiday hours compensated?"
Overtime terms differ between contracts. Some positions offer time-and-a-half on your taxable rate only, while others include stipend adjustments. Get the specifics before you start; overtime on a travel contract covers the federal rule.
About the Assignment
"What's the productivity expectation at this facility?"
Productivity requirements differ between settings and facilities. Knowing the expectation upfront helps you decide if it's a realistic and sustainable workload for you.
"Why is this position open?"
Is this a seasonal need, a leave of absence coverage, or a chronic vacancy they can't fill with permanent staff? The answer tells you a lot about what you're walking into.
"Can I talk to a traveler who has worked at this facility?"
Someone who has worked at a facility can tell you what it is like. A recruiter can sometimes connect you with current or past travelers at the same site.
"What's the patient population and caseload like?"
Don't assume — ask specifically about diagnoses, acuity, caseload numbers, and documentation systems. What you're told in a job description doesn't always match reality. If you'd like a recruiter who answers those before you sign, start here: Find my next contract.
About the Contract
"What happens if the facility cancels my assignment early?"
Cancellation terms differ between agencies. Some offer guaranteed hours or help finding another contract; others may not pay for the cancelled time. The Department of Labor says the Fair Labor Standards Act “does not require payment for time not worked” (U.S. Department of Labor: vacation leave), so the contract decides it. Know the policy before you sign.
"What's the cancellation penalty if I need to leave early?"
Life happens. Understand the financial consequences of ending a contract early — penalties differ a lot between agencies.
"Is housing provided or do I take a stipend?"
Understand your options. Agency-provided housing saves you the search; a stipend leaves the choice and the lease to you. Ask for both options in writing, with the dollar amount of the stipend.
About Benefits
"What health insurance options do you offer, and when does coverage start?"
Ask whether coverage starts on the first day of the contract or after a waiting period, which HealthCare.gov describes for job-based plans. Ask about plan details, premiums, and what covers you between contracts. If you consider a short-term plan for a gap, the federal rule for short-term plans limits how long a new one can last.
"Do you offer a 401(k) or retirement benefits?"
Not all travel therapy agencies offer retirement benefits. If they do, ask about employer matching, vesting schedules, and eligibility timelines.
"What CEU reimbursement or professional development do you provide?"
Some agencies offer CEU stipends or reimbursement, and some cover licensure fees for new states. Ask what's included and what the process looks like.
About Your Recruiter
"How many travelers do you currently support?"
This tells you how much individual attention you can expect. A recruiter with fewer travelers has more time for each one.
"What's your background? Do you have clinical experience?"
A recruiter with a therapy background may follow a clinical concern more quickly. It's not a requirement; if they don't have one, ask who at the agency you can take a clinical question to.
"How do you prefer to communicate, and what's your typical response time?"
Set expectations early. Some recruiters prefer text, others email. Know how quickly they typically respond so you're not left wondering during time-sensitive situations.
The right recruiter won't be bothered by these questions — they'll welcome them. If a recruiter gets defensive or evasive when you ask for clarity, weigh that before you sign.