Communication Guide

How to Communicate Effectively with Your Recruiter

Communicate well with a travel therapy recruiter by being specific from the first call: your licenses by state, your settings in ranked order, your real start date, the minimum take-home pay you will accept, your housing plans and how and when you want to be reached. Agree on response times in both directions, raise extension plans early and put any contract problem in writing so there is a record.

The recruiter-traveler relationship works best when both sides are explicit about their expectations from the start. This guide walks you through how to set up the relationship for maximum clarity.

Your First Call: What to Cover

The first call shapes the entire relationship. Come prepared with these items — they make you a better client and give a good recruiter exactly what they need to advocate for you.

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Your license status by state

Know which states you're currently licensed in, which are pending, and roughly how long you could get additional licenses in if needed. Compacts (PT Compact, OT Compact) expand your options significantly.

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Your setting preferences — clearly ranked

Don't just say "SNF or outpatient." Say "my first choice is outpatient ortho, I'll do SNF if the pay is right, I will not do home health." Specific = useful. Vague = mediocre matches.

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Your real start date — not aspirational

If you need 3 weeks to wrap up a current position, say 3 weeks. Recruiter optimization works better with honest constraints than with a start date you'll have to push back later.

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Your minimum acceptable take-home

Be honest about your floor, not just your target. A recruiter who doesn't know your minimum will sometimes waste both your time on positions you'd never accept anyway.

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Your housing situation

Do you have a tax home? Do you find your own housing or need stipend guidance? Do you have a pet? These affect the positions that make sense for you and how your stipends should be structured.

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How and when you want to be reached

State this explicitly: "I'm at work M–F 8–5, so text is better during the day and I can call back evenings. I check email nightly." Ambiguity here creates the slowdowns that feel like recruiter neglect.

Setting Response Time Expectations — In Both Directions

The most productive recruiter relationships have explicit response time agreements. Here's how to establish them:

Script: Setting Your Response Expectations

"A few logistics questions before we go further: what's your typical turnaround on emails and texts? And on urgent things — like a position that's closing that day — how do you handle those? I prefer text for anything time-sensitive and I'll respond to texts within a few hours during business hours."

You're modeling the behavior you want by being specific about your own. A recruiter with a small caseload will easily commit to same-day communication. A recruiter who hedges with "I try to get back within 48 hours" is telling you something about their capacity — and their agency's expectations. If you'd like a recruiter who agrees to your response times from the first call, start here: Find my next contract.

The reciprocity rule: A great recruiter is responsive. In return, be a client worth being responsive to. Return calls promptly. Give honest feedback on packages. Don't go silent when a recruiter is waiting for your decision on a time-sensitive position. The best recruiter relationships are mutual — and recruiters remember who made their job easier.

Working with Multiple Recruiters — The Ethical Framework

This is one of the most common points of confusion in travel therapy. Here is the actual ethical standard:

Working with recruiters at more than one agency at the same time is common. No one expects exclusivity before a signed contract. Recruiters themselves often tell travelers to shop around.
Never let two recruiters submit you to the same position. This creates a conflict that can disqualify you from the position entirely. If a recruiter mentions a position, disclose if you've already been submitted elsewhere.
Be honest about the fact that you're talking to multiple agencies. You don't have to volunteer who — but "I'm talking to a few agencies" is honest and appropriate. Pretending exclusivity is how misunderstandings start.
Once you commit to a contract, that recruiter gets your full engagement. Don't continue to evaluate other positions while you're in compliance and credentialing with a specific agency. That wastes everyone's time.

Script: Disclosing Multiple Agencies Honestly

"I'm being upfront — I'm talking to two other agencies right now. I haven't been submitted anywhere yet, so there's no conflict. I like to evaluate a few recruiters before committing to a working relationship. What positions are you seeing that might match what I described?"

Communication During the Contract

The relationship doesn't end at submission. Here's how to keep it productive mid-contract:

Check in at week 4

Give your recruiter an honest assessment of how the placement is going — good and bad. This information helps them in two ways: they can advocate for you at the facility if something needs to be addressed, and they learn more about what you need for your next placement.

Communicate extension intentions early

Facilities start asking about extensions partway through a contract. Give your recruiter a clear answer as early as you can, even if it's "probably not." Early clarity prevents the scramble and gives you better options for your next assignment.

Document contract issues in writing

If something isn't going as promised — guaranteed hours, schedule, caseload size — send your recruiter an email (not just a text) describing the issue. Written documentation is what allows them to go to the facility with evidence, and it protects you if the situation escalates.

Connect with a Recruiter Who Communicates the Way You Need

Small caseload, responsive, and will stay in the loop mid-contract. That recruiter exists — let us connect you.