Speech-Language Pathologist (SLP, Speech Therapist) Recruiters
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Hire an SLP whose daily assessment, documentation, and communication work matches your setting.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
- SLP
- Speech Therapist
- CCC-SLP
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
An SLP may assess swallowing, communication, cognition, voice, or language. The same title covers very different work. We help you define the patient or student population, required credentials, assessment duties, documentation load, and supervision available before we approach candidates. A hospital or SNF search often turns on swallowing work.
Ask whether the clinician completes bedside evaluations, recommends diet-related communication to the care team, reviews MBSS findings, or performs FEES where your program uses it. Do not treat general dysphagia exposure as proof of hands-on instrumental experience.
A school search calls for another review. Ask about caseload organization, evaluations, goal writing, family communication, meetings, and coordination with teachers. A clinician may be strong in medical rehabilitation yet have limited school documentation or education certification. The reverse can also be true.
For any setting, ask how the SLP handles a changed status, a missed evaluation, or conflicting information in the record. Their answer shows whether they document facts, speak with the relevant staff, and explain next steps clearly.
We arrange locum tenens, travel and contract coverage on request.
What do we check before you see anyone?
Confirm active state licensure for the work location and review ASHA CCC-SLP status when your role calls for it. We ask candidates for the credential details and expiration dates. You complete final credentialing and verify practice authority before hire. Separate medical swallowing duties from general therapy history.
- For a hospital or SNF role, we ask what part the candidate performed during MBSS or FEES work, how recently, and under what local process. This avoids presenting a clinician whose exposure was observation only.
- For school roles, confirm state education certification. It is separate from clinical licensure. We ask whether the candidate has worked with eligibility evaluations, service plans, classroom consultation, and school-calendar scheduling.
- Review the actual documentation work. Ask which records the SLP has used, how they document evaluations and progress, and who reviews notes. A candidate should explain how they correct an incomplete note or respond when an order and chart information differ.
- Discuss the caseload rather than using a broad specialty label. Ask about adult rehabilitation, pediatrics, skilled nursing, acute medical care, outpatient work, or schools. Then ask which evaluations, therapy plans, reports, and team conversations filled a normal day.
- If you will consider a clinical fellow, define the supervision available before interviews. We ask candidates where they are in the fellowship, what feedback they received, and what support they expect. You decide whether your supervising SLP can take on that work.
Where do we find them, and why would they move?
We recruit from hospitals, SNFs, schools, pediatric clinics, and graduate SLP programs with clinical fellows. Each source pool brings different experience. A medical clinician may want a narrower population or a different schedule, while a school-based SLP may seek a clinical setting or different evaluation work.
People move for many reasons. A candidate may want more swallowing work, less travel between sites, closer mentorship, a different age group, or a role with clearer team communication. We ask why they are considering a change and what would make them stay in their next position.
Which mistakes stall the search?
A common mistake is hiring a school-based SLP for medical dysphagia work without asking about recent MBSS, FEES, or bedside swallowing assessment duties. Another is treating CCC-SLP status as a substitute for the state license or education certification your setting needs.
Interviewing a clinical fellow before deciding who will supervise, review work, and answer questions during the fellowship.
How would we run the search for this opening?
Tell us what happens during a normal week. We review credentials, work history, reason for change, and role fit. You select whom to meet and assess clinical fit. Include setting, population, evaluations, swallowing duties, instrumental work, documentation, schedule, and team contacts.
Describe the work
State whether you will consider a clinical fellow.
Screen the evidence
We ask concrete questions about the candidate’s assessments, reports, team communication, and the work they performed directly.
Interview and complete review
You complete interviews, reference checks, credentialing, license verification, and any background review used by your organization. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Where this search connects
Rehabilitation Therapy & Audiology
SpecialtySpeech-Language Pathologist, Schools
Role in a settingSpeech-Language Pathologist (SLP, Speech Therapist), Skilled Nursing & Post-Acute Care
Role in a settingSpeech-Language Pathologist (SLP, Speech Therapist), Children's Hospitals
Role in a settingPhysical Therapist (PT, DPT)
Related rolePhysical Therapist Assistant (PTA)
Related roleOccupational Therapist (OT, OTR/L)
Related roleCertified Occupational Therapy Assistant (COTA)
Related roleNational median annual wage. SOC 29-1127, Speech-Language Pathologists.
The published occupation matches Speech-Language Pathologist (SLP, Speech Therapist). BLS wages are not a specific employer offer.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
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How do your placement terms work?
No upfront fee. You pay only if you hire. Locum, travel, contract coverage, and placement into your own per diem pool are available on request; terms, licensing, credentialing, and malpractice arrangements are confirmed before a start date. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Do we need an SLP with CCC-SLP for every opening?
That depends on your position and local policies. We screen for ASHA CCC-SLP when you request it and identify clinical fellows separately. You decide whether the available supervision fits a fellow hire.
What should we ask about MBSS or FEES experience?
Ask what the SLP did personally, how recently, and in which setting. Clarify whether they performed, interpreted, documented, observed, or coordinated the study. Those duties are not interchangeable.
Can a school-based SLP move into a medical role?
Possibly, but the interview should test the specific medical work involved. Review adult or pediatric population experience, swallowing history, documentation, and any training your role expects. Do not infer medical competence from school experience alone.
Who verifies the candidate’s license and credentials?
We screen credential details, work history, and fit before introduction. Your organization completes final credentialing, license verification, clinical assessment, and hiring approval. This keeps the final decision with the employer.
What should you send us about this role?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
Tell us what your SLP will assess, document, and discuss each day. We will begin the search around that work.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Which other positions in this family should you consider?
Certified Occupational Therapy Assistant (COTA) · Speech-Language Pathology Assistant (SLPA)
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.