Before the Interview: Know What You Need

Ask yourself:

• What compensation do I realistically need to support my preferred quality of life?

• Which benefits are essential to me?

• What schedule and number of hours will work for my life?

• How far am I willing to commute?

• What type of supervision, mentorship or clinical support do I need?

• What are my dealbreakers?

During the Interview: Know What You’re Signing Up For

Questions to ask:

• Why is the position open, and how long did the previous SLP remain in the role?

• What documentation system do you use, and are templates, smart phrases or dot phrases available?

• Is documentation time built into the workday?

• Who will be my direct supervisor or primary point of contact and how accessible are they for questions or support?

• What is the expected daily caseload or productivity standard?

• If patient volume drops, would I be expected to leave early, take unpaid time or use PTO?
  More relevant to medical settings.

• What are the expectations for weekend, holiday or on-call coverage?
  More relevant to medical and private practice settings.

When the Offer Arrives: Look Beyond the Pay Rate

Questions to consider:

• What is the pay structure and how are raises determined?

• Are there opportunities for advancement or increased responsibility?

• Will this position strengthen my résumé or create future career opportunities?

• Will I have the clinical and administrative support needed to succeed?

• What does the benefits package include, and what is the monthly cost of health insurance?

• How much PTO is provided, and how is it accrued?

• Does the employer offer a 401(k) contribution or match?

• Are CEUs, licensure fees, ASHA dues or clinical materials reimbursed?

• What does the current SLP team look like?

• Is this an environment where I am likely to grow and thrive?

Red Flags

• The employer cannot clearly explain the caseload, workload or productivity expectations.

• You are pressured to accept the offer immediately.

• Important promises are made verbally but are not included in writing.

• The organization has frequent turnover or avoids explaining why the position is open.

• Documentation, meetings or other required work are expected outside paid hours.

• The supervisor or support structure is unclear or does not meet your needs.

• The contract includes restrictive terms you do not understand.

Negotiation Points

An initial offer does not have to be the final offer.

• Salary or hourly rate

• Salary-step placement

• Guaranteed hours

• Schedule or weekend requirements

• Sign-on or relocation stipends

• Caseload caps

• PTO

• CEU or licensure reimbursement

• Mileage or travel reimbursement

One Final Reminder

You are interviewing them just as much as they are interviewing you. Your skills are valuable, and you deserve to be compensated for the value you bring.

Not sure how to start the conversation? The SLP Negotiation Playbook includes practical strategies and scripts to help you advocate for better terms.