Questions New Grads Should Ask Recruiters Before Signing

The most important questions cover pay structure, guaranteed hours, and — for a new grad especially — mentorship and clinical support. Treat your first recruiter call as an interview where you are the one hiring. A recruiter who answers these clearly and specifically is worth far more than one who just quotes a big weekly number.

If you're mapping out your first year on the road, pair this with our new grad travel therapy guide, then bring the list below to your very first recruiter call. Group the questions by category so nothing slips through, and pay closest attention to the mentorship section — it's the part experienced travelers can skip and new grads absolutely cannot. Want the version written for travelers at every stage? See our full list of questions to ask a staffing company before you sign.

Pay & Package

"How is my pay package split between taxable wages and non-taxable stipends?"

Why it matters: Every travel package has two parts — a taxable hourly wage and non-taxable stipends for housing and meals. Ask for the full itemized breakdown, not a single blended weekly number, because the split determines your real take-home and tells you whether the package is even structured correctly.

"Is my pay set by my experience or by the facility's bill rate?"

Why it matters: Travel pay is driven almost entirely by the facility's bill rate, not your years of experience, so a new grad can earn close to what a ten-year veteran earns on the same contract. If a recruiter tells you that you'll "make less because you're new," treat it as a red flag — they may simply be keeping more margin.

"Do I need a tax home to receive the stipends tax-free, and do I qualify?"

Why it matters: The non-taxable stipends are only legitimate if you maintain a genuine tax home. If you don't qualify, those stipends can become taxable and you could owe money at filing time, so an honest recruiter walks a new grad through this before anything gets signed.

"Is the number you're quoting me verbally the exact number that will be in the written contract?"

Why it matters: The verbal offer and the written contract should match to the dollar. If they don't, that's a pattern worth walking away from — the pay breakdown is one of the clauses that most often changes between the phone call and the paperwork, as we cover in our guide to travel therapy contract red flags.

Guaranteed Hours & Cancellation

"How many hours per week are guaranteed?"

Why it matters: Most contracts guarantee 36–40 hours. If the facility's census drops and they can't fill your schedule, you're still owed pay for those guaranteed hours — but only if the guarantee is written into the contract, not just promised on the phone.

"What happens to my stipends if I don't hit guaranteed hours?"

Why it matters: Some contracts prorate your stipends when your hours fall short; others protect them. In a slow census week that difference can cost you several hundred dollars, so confirm the rule before you sign.

"What's the cancellation clause, and how much notice does the facility have to give?"

Why it matters: Cancellation clauses commonly run 2–4 weeks. A short or missing notice window means the facility can end your contract with little warning, leaving a new grad scrambling for both housing and the next assignment.

Mentorship & Support — Critical for New Grads

"Will there be an experienced therapist on-site I can go to with questions?"

Why it matters: This is the single most important question a new grad can ask. Your first assignments should not leave you as the only clinician in the building with no one to consult. Ask specifically whether a seasoned therapist is on staff and whether the role is realistic for someone in their first year of practice.

"What's the caseload and productivity expectation — and is it reasonable for a new grad?"

Why it matters: A high productivity target paired with a complex caseload can overwhelm a first-year therapist. A recruiter who actually knows the facility can tell you the real day-to-day expectation, not just the number written on the job order.

"Is this setting a sensible choice for a first travel assignment?"

Why it matters: Some settings are far more forgiving for new grads than others. A recruiter who steers you toward a manageable first setting — instead of the highest-paying one regardless of fit — is looking out for your career rather than their commission.

"What support does the agency provide once I'm on assignment, and is someone reachable after hours?"

Why it matters: Things go wrong on assignment: housing falls through, a credential lapses, or a facility changes your schedule at the last minute. A new grad needs to know a real person answers — ideally 24/7 — instead of a voicemail box that gets returned on Monday.

Licensure & Timeline

"How long will my license take, and will the agency cover the cost?"

Why it matters: A full state license typically takes 4–8 weeks, while a PT Compact privilege can come through in days. Knowing the timeline keeps you from accepting a start date you can't actually make, and license reimbursement is standard at good agencies — not a favor.

"Can I use a compact privilege for this state, or do I need a full license?"

Why it matters: If the state participates in your profession's compact and you're eligible, you may be able to start in days instead of weeks. A recruiter who understands the difference can save you a month of waiting and lost income.

"When does my first paycheck actually arrive?"

Why it matters: There's usually a lag between your first shift and your first deposit. A new grad who just spent savings relocating needs to plan for that gap, so ask about the pay cycle and any hold before you commit.

The Facility

"Why is this position open — new need, leave coverage, or turnover?"

Why it matters: A role that's open because of chronic turnover can signal a difficult environment or unrealistic expectations. The reason behind the opening tells you a great deal about what you'd be walking into.

"What does orientation look like, and how long is it?"

Why it matters: A rushed or nonexistent orientation is hard on any traveler and harder on a new grad. Knowing you'll get a few days to learn the documentation system and workflows makes a real difference in a shaky first week.

"Will I be floated to other units or facilities?"

Why it matters: A float clause can send you to a setting you never signed up for. For a new grad still building confidence in one area, being floated to an unfamiliar unit can be overwhelming — so understand the rule before you agree to it.

The Agency

"How does your agency get paid, and will you be transparent about the bill rate?"

Why it matters: An agency willing to show you how the package is built is one that isn't hiding margin. Pay transparency is the clearest green flag when you're deciding between agencies.

"Do you have a real relationship with this facility, or are you forwarding a job-board posting?"

Why it matters: An agency with a direct relationship can answer your facility questions accurately and advocate for you if something goes sideways; a job-board forwarder can't do either. Our checklist for choosing a travel therapy agency covers the rest of what to weigh.

"What's your process when an assignment goes badly?"

Why it matters: Ask how the agency has handled a contract that went wrong for another therapist. The answer reveals whether they'll stand behind you when it counts — which matters most in a first year, when you're least equipped to handle a crisis alone.

You won't get through all twenty questions on a single call, and you don't need to. Lead with the mentorship and support questions, then pay, then the contract specifics. A recruiter who welcomes these questions and answers them plainly is the one you want in your corner for your first year on the road.