How to hire occupational therapists in 2026: complete employer guide

Key takeaways

Hiring occupational therapists in 2026 is increasingly challenging due to national shortages, expanding patient and school-based needs, and rising demand in home health, inpatient rehab, and outpatient settings. Employers must rely on proactive sourcing instead of passive job boards.
Most licensed OTs do not regularly search job postings, which means employers must identify working clinicians and directly engage those who may be open to new roles. Licensing databases, NPI records, and AI-driven sourcing tools provide the strongest results.
Verifying an OT’s credentials requires checking state licensure, NBCOT certification status when applicable, continuing education requirements, background checks, and immunization documentation. Completing these steps early prevents onboarding delays and compliance issues.
Occupational therapists value schedule flexibility, clear productivity expectations, supportive documentation processes, mentorship, and manageable caseloads. Job postings that highlight these factors attract significantly more interest.
Salary expectations vary by geography, but most OTs fall in the 85,000 to 112,000 range, depending on state and setting. Rural and high-demand regions often use sign-on or retention bonuses to remain competitive.
Hiring timelines for OTs typically range from 40 to 70 days, though rural areas and home health roles can take longer without a direct sourcing strategy. Streamlined interviews and credential checks reduce delays.
Structured interviews should evaluate evaluation methods, treatment planning, documentation approach, communication style, and collaboration with COTAs and interdisciplinary teams.
Expa helps healthcare employers fill OT roles faster by aggregating licensure and NPI data to surface in-market clinicians and enabling efficient direct outreach. This reduces reliance on job boards and shortens time to hire.

Introduction

Hiring occupational therapists in 2026 continues to be a significant challenge for healthcare organizations across the United States. Workforce shortages, increased demand from aging populations, the rise in chronic conditions, and expanding school based and home health needs have created a hiring landscape where supply often falls short of demand. Many OTs seek flexible schedules, manageable productivity expectations, and supportive clinical environments. As a result, traditional job boards frequently fail to generate sufficient applicants, and many roles remain open for months.

Successful employers must shift from passive recruitment to proactive, data driven sourcing strategies. The most effective approach involves identifying clinicians who are already licensed, currently working, and potentially open to new opportunities. Most occupational therapists rarely browse job boards, so direct outreach guided by licensing databases, NPI data, and AI based sourcing tools is essential.

Expa helps employers overcome these challenges by identifying in market OTs using aggregated licensure and NPI data and facilitating direct outreach. At Expa, we help clinics, schools, hospitals, and staffing firms find in market occupational therapists ready to work. Learn more here: https://expahealth.com/solutions/occupational-therapists

This guide explains how to hire occupational therapists effectively in today’s competitive market. It covers sourcing strategies, credential verification, salary expectations, hiring timelines, interview best practices, and compliance considerations, along with insights on how AI driven recruiting tools reduce time to hire.

Common questions employers ask when hiring occupational therapists

How do I hire an occupational therapist in today’s market

Hiring an occupational therapist today requires a proactive approach that goes beyond posting job ads. Employers should begin by clearly defining clinical needs and setting expectations for patient populations, caseload size, documentation systems, and specialized skill requirements. Next, employers should review their state’s licensure standards and prepare competitive compensation packages based on local market data.

Because most OTs do not actively apply to jobs, employers must identify clinicians who are currently practicing and reach out directly. Traditional methods like job boards and newsletters can supplement this strategy, but direct sourcing is far more effective. Expa streamlines this process by aggregating licensing and NPI data to surface OTs who are more likely to be open to new positions.

Where can I find qualified occupational therapist candidates

Occupational therapists can be found through state licensing boards, NBCOT directories, NPI databases, professional associations, OT school alumni networks, and specialized rehabilitation job boards. However, each of these sources requires manual searching and often cannot determine whether a clinician is open to new work.

Direct sourcing is the most reliable method for identifying OT candidates. Expa centralizes multiple data sources to help employers find licensed, active clinicians who match the location and specialty requirements of the role. This minimizes guesswork and reduces months of manual searching.

What are the average salaries for occupational therapists by state

Salaries for occupational therapists vary based on region, cost of living, and demand for services. In California, OTs typically earn around 112,000 annually due to high demand and cost of living. In Texas, the average salary is approximately 94,000. Florida averages about 89,000 per year, while many Midwestern states fall between 85,000 and 92,000. Rural regions with high demand may offer sign on bonuses or relocation assistance. Employers should consult BLS data and local workforce reports to remain competitive.

How long does it take to hire an occupational therapist

Most organizations require 40 to 70 days to fill a full time occupational therapist role. Timelines vary depending on location, setting, and schedule flexibility. Urban areas with high competition may face longer hiring cycles, while rural locations often struggle to attract qualified applicants without incentives. Delays occur because clinicians weigh multiple offers or seek flexible arrangements. Direct sourcing and streamlined interviews help reduce time to hire significantly. Expa users commonly shorten hiring timelines from months to weeks.

What interview questions should employers ask occupational therapists

Effective interview questions for OTs should assess both clinical competency and interpersonal strengths. Employers should ask: How do you conduct an initial OT evaluation; What frameworks guide your treatment planning; Describe how you adapt interventions for clients with cognitive impairments; How do you handle documentation requirements; How do you collaborate with COTAs and interdisciplinary teams; What patient populations do you prefer; How do you measure functional progress. These questions help identify clinicians who demonstrate strong clinical reasoning and communication skills.

How do I verify an occupational therapist’s license

Verifying an OT’s credentials requires checking the relevant state licensing board for active license status, expiration date, and any disciplinary history. Employers must also validate NBCOT certification status if required by the state. Additional verification includes background checks, immunization documentation, and continuing education compliance. This process is necessary to maintain regulatory standards and ensure clinical competence. Expa speeds credential checks by cross referencing licensing data and simplifying screening workflows.

What clinical settings do occupational therapists work in

Occupational therapists work across diverse healthcare and educational settings. These include outpatient rehabilitation clinics, hospitals, inpatient rehab units, home health agencies, skilled nursing facilities, school districts, early intervention programs, behavioral health facilities, and community based organizations. Each setting requires different clinical skill sets, documentation practices, and productivity expectations. Employers should clearly articulate their setting and population to attract the right candidates.

What trends are shaping occupational therapist employment

Several major trends shape OT employment in 2026. Demand for OT services continues to increase due to chronic health conditions, expanded school based needs, early intervention growth, and aging demographics. Many OTs prioritize flexible work arrangements and manageable caseloads. Burnout concerns have led clinicians to seek positions with reasonable documentation expectations and support from interdisciplinary teams. Remote and hybrid service delivery is also gaining traction where state laws permit. Employers who adjust roles based on these preferences gain a competitive advantage.

How do I make my job post stand out to occupational therapists

A strong OT job posting highlights caseload characteristics, documentation tools, supervisory structure, mentorship opportunities, schedule flexibility, and productivity expectations. Clear communication about patient demographics and treatment models helps candidates assess fit. Posts that list salary ranges, CEU reimbursement, and clinical autonomy tend to attract more interest.

What compliance considerations exist when hiring occupational therapists

Compliance involves verifying state licensure, checking NBCOT certification when required, confirming immunization and background check documentation, and maintaining accurate credential files for audits. Employers must ensure continuing education requirements are met and that supervision ratios comply with state regulations when working with COTAs. Proper documentation training must be part of onboarding to align with payer requirements.

Data driven insights for hiring occupational therapists

The Bureau of Labor Statistics projects occupational therapist employment to grow faster than the national average through 2032. Demand is fueled by increased need for rehabilitation services, neurological and developmental conditions, and school based therapy mandates. Many states report shortages, especially in rural areas and high growth metro regions.

OT programs produce new graduates each year, but the rate of growth is insufficient to meet demand. Many OTs also shift to part time work due to burnout or family needs, further reducing full time supply. Competition from school districts, home health agencies, and large healthcare systems has intensified, especially for experienced clinicians.

Expa helps employers respond to these dynamics by analyzing licensure and NPI data to identify clinicians who are practicing and more likely open to new roles. This data driven model enables more targeted outreach and dramatically accelerates hiring cycles.

Learn how Expa’s AI helps employers fill occupational therapist positions faster.

Step by step guide for how to hire an occupational therapist

Define your needs

Employers should start by identifying the specific skills and competencies required for the OT role. This includes specialization areas such as pediatrics, adult neurologic rehab, geriatrics, mental health, hand therapy, sensory integration, or home health. Clarify the setting, schedule expectations, caseload structure, documentation system, and clinical protocols. A clear outline of requirements helps attract candidates with the right expertise and reduces mismatches during interviews.

Verify licensing and credentials

Credential verification is essential for compliance and clinical safety. Employers must confirm state licensure, NBCOT certification if applicable, continuing education credits, background check results, and immunization documentation. Some settings require additional training, such as school based certifications or home health nursing support documentation. Ensuring that all credentials are verified before onboarding helps avoid delays and ensures regulatory compliance.

Post to specialized job boards

Employers may post on professional job boards such as AOTA’s career center, regional therapy sites, or university program boards. Posting can increase visibility, but response rates are typically low because most OTs do not actively search for jobs. Job board posts work best when combined with proactive sourcing.

Use Expa’s AI recruiting platform for direct sourcing

Expa enables employers to identify and connect with occupational therapists who match specific credentials and geographic preferences. The platform uses aggregated licensing and NPI data to find clinicians who are more likely to be open to new opportunities. By automating outreach and simplifying communication, Expa reduces the time required to source candidates manually.

Conduct structured interviews and credential checks

Structured interviews help assess an OT’s clinical reasoning, communication style, adaptability, and treatment philosophy. Employers should ask about evaluation methods, intervention strategies, documentation habits, collaboration with COTAs and interdisciplinary teams, and approaches for clients with complex needs. After interviews, employers should complete all credential checks, including references and background screening.

Extend offer and begin onboarding

Once a candidate is selected, employers should provide an offer outlining compensation, schedule, caseload expectations, documentation requirements, and professional development opportunities. Onboarding should cover EHR training, productivity standards, safety procedures, clinical protocols, and mentorship support. Offering CEU reimbursement and clear growth pathways improves clinician satisfaction and retention.

Why clinics partner with Expa

Clinics, schools, home health agencies, and rehab organizations partner with Expa because the platform identifies in-market occupational therapists faster than traditional recruiting methods. Expa analyzes licensing, NPI, and activity data to identify clinicians who are actively practicing and more likely to engage with new opportunities.

Expa integrates with employer workflows to streamline sourcing, screening, and credential verification. This reduces administrative burden and accelerates hiring. By presenting employers with qualified OT candidates who match specific requirements, Expa shortens hiring cycles and reduces reliance on costly job boards.

See how Expa can help your organization hire qualified occupational therapists faster. Book a demo today.