Key takeaways
- Hiring OTAs in 2026 remains challenging due to rising patient demand, uneven clinician distribution, and increased competition across SNFs, home health agencies, outpatient clinics, and inpatient rehabilitation facilities. Employers must adopt proactive sourcing strategies to meet staffing needs.
- Many OTAs prioritize predictable schedules, supportive supervision, manageable productivity expectations, and access to modern documentation tools. Employers offering transparency and clinical support attract stronger candidates.
- Compensation models vary widely across settings and include hourly rates, salary-based roles, visit-based models, and performance bonuses. Clear communication about compensation structure and expectations improves candidate engagement.
- Effective interviews assess clinical reasoning, adaptability, communication skills, and familiarity with documentation tools, as well as ability to collaborate with supervising OTs.
- Expa helps therapy organizations hire in-market OTAs more efficiently by aggregating licensure and NPI data to identify qualified candidates. Visit Expa's OTA resource page or book a demo here.
Introduction
Hiring occupational therapy assistants in 2026 has become increasingly challenging across outpatient therapy clinics, SNFs, home health agencies, inpatient rehabilitation hospitals, school-based programs, and multi-site therapy organizations. Workforce shortages, an aging population, increased demand for rehabilitation services, and shifting trends in clinician work preferences have all contributed to longer hiring timelines for OTAs.
Many OTAs now seek predictable schedules, manageable productivity expectations, supportive supervision from occupational therapists, and work environments that offer variety in patient populations. As more OTAs take part-time roles or split time across multiple employers, organizations that rely solely on job postings often struggle to generate adequate applicant flow.
Direct sourcing has become essential to meet hiring needs. Expa helps therapy organizations connect with in-market OTAs by aggregating licensure records, NPI data, and indicators showing whether a clinician is actively practicing. At Expa, we help employers identify job-ready OTAs who may be open to new roles. Learn more here.
This guide provides a detailed overview of how to hire OTAs effectively in today’s competitive labor market. It covers sourcing strategies, licensing requirements, compensation benchmarks, interview techniques, workforce trends, and how AI-powered tools help reduce time-to-hire.
Common questions employers ask when hiring occupational therapy assistants
How do I hire an occupational therapy assistant in today’s market
Hiring an OTA begins with clearly defining role needs. Employers should determine whether the role focuses on orthopedic rehabilitation, neurologic rehabilitation, pediatric care, mental health, geriatrics, home health services, or inpatient rehabilitation. OTAs must work under the supervision of a licensed occupational therapist, so employers should also clarify the supervision structure, communication expectations, documentation processes, and productivity requirements.
Because many OTAs do not regularly browse job boards, employers must rely on proactive sourcing. Identifying licensed OTAs actively practicing in your region and reaching out to them directly is the most reliable method. Expa helps employers streamline this process by identifying in-market OTAs based on licensure and NPI activity indicators.
Where can I find qualified OTA candidates
OTAs can be sourced through state licensure databases, NPI records, OTA program alumni networks, and professional associations. Job boards provide some visibility but often produce limited responses, especially in outpatient therapy settings or high-demand geographic regions.
Direct sourcing is typically more effective than relying on passive applicants. Networking with supervising OTs can also yield strong referrals. Expa consolidates licensure and NPI data to help employers identify qualified OTAs who match their clinical and geographic requirements.
What are the average salaries for OTAs by state
OTA compensation varies significantly depending on state, setting, and clinician experience. In California, OTAs commonly earn between 64,000 and 78,000 annually. In Texas, compensation ranges from 54,000 to 65,000. Florida OTAs typically earn between 52,000 and 62,000, while many Midwestern states fall between 50,000 and 60,000.
SNFs and home health agencies often offer higher compensation due to the acuity of care and productivity expectations. Pediatric or school-based roles may offer slightly lower salaries but more predictable schedules.
Hourly pay models remain common for OTAs, though some organizations offer salary-based structures with performance incentives.
What compensation models do OTAs typically work under
OTA compensation models vary by setting and include hourly rates, salary-based roles, and hybrid structures with productivity bonuses or additional incentives. Outpatient organizations often use hourly rates tied to visit volume or units billed. SNFs may use salary models with incentives linked to caseload mix. Home health agencies frequently use visit-based compensation for certain roles.
Common compensation models for OTAs include:
• Hourly rate with productivity incentives
• Annual salary with performance bonuses
• Visit-based compensation in home health
• Shift differentials or weekend differentials
• Signing or relocation bonuses in high-demand areas
Employers should select a compensation model that aligns with clinic volume, reimbursement patterns, and long-term staffing needs.
How long does it take to hire an OTA
Hiring timelines for OTAs typically range from 30 to 75 days, depending on whether the organization is outpatient, inpatient, SNF, or home health-based. Rural areas may experience longer hiring cycles due to clinician shortages, while larger therapy organizations in urban areas may also face competition from hospitals, SNFs, and home health agencies.
Timelines can be heavily influenced by the level of specialization required. Pediatric, inpatient rehab, and neurologic roles may require OTAs with specific training or experience. Direct sourcing and rapid interview scheduling help reduce delays. Expa’s platform identifies in-market OTAs and accelerates hiring timelines.
What interview questions should employers ask OTAs
Interview questions should help employers evaluate clinical reasoning, communication skills, patient interaction style, and the OTA’s ability to work under the supervision of an occupational therapist. Helpful questions include: Describe how you adapt therapeutic activities for patients with varying cognitive or physical abilities; How do you approach collaboration with supervising OTs; How do you manage documentation while maintaining productivity; What experience do you have with pediatric, neurologic, orthopedic, or geriatric populations; How do you ensure safety and proper technique during interventions.
Employers should also ask about familiarity with EHR systems, home exercise program tools, adaptive equipment, sensory integration strategies, and documentation standards.
How do I verify an OTA’s license
OTA licensure is state-specific. Employers must verify the OTA’s active license status through state occupational therapy boards. This typically requires confirming graduation from an accredited OTA program, verifying completion of fieldwork experience, and confirming NBCOT certification if required by the state.
Employers must also ensure continuing education compliance, confirm background checks if applicable, and review any setting-specific requirements, including certifications needed for school-based or home health roles.
What clinical settings do OTAs work in
OTAs work across a wide range of clinical settings, including outpatient therapy clinics, inpatient rehabilitation hospitals, SNFs, home health agencies, school-based programs, early intervention programs, mental health facilities, acute care hospitals, and community-based rehabilitation programs.
Each setting requires different competencies. For example:
• SNFs require familiarity with geriatric rehabilitation and higher-acuity patients
• Home health requires strong independence and safety awareness
• Outpatient clinics require orthopedic and neurologic rehabilitation skills
• School-based roles require understanding of sensory integration, IEP goals, and educational environments
Employers must clearly outline setting expectations to attract OTAs with appropriate background.
What trends are shaping OTA employment in 2026
Several major trends influence OTA employment. Demand continues to rise due to the aging population, growth of chronic disease, and increasing emphasis on functional independence. Many OTAs are seeking flexible or part-time roles, influencing scheduling and staffing models. Telehealth and remote supervision options have expanded in some states, enabling OTs to supervise OTAs more efficiently across multiple settings.
Some regions have seen declining enrollment in OTA programs, reducing new graduate supply. As a result, experienced OTAs often receive multiple offers simultaneously, especially in SNFs and home health agencies. Employers that offer manageable productivity expectations, access to modern tools, and supportive supervision structures are more likely to attract and retain OTAs.
How is the OTA role different from the occupational therapist role
OTAs implement treatment plans, document patient progress, and assist with therapeutic interventions under the supervision of a licensed OT. Occupational therapists perform evaluations, establish care plans, provide more complex interventions, and make higher-level clinical decisions.
If an organization needs guidance on hiring OTs specifically, they can refer to the OT hiring guide here.
How do I make my OTA job posting stand out
OTA job postings perform best when they clearly articulate schedule expectations, compensation structure, patient populations, documentation requirements, supervision structure, productivity benchmarks, and opportunities for continuing education or clinical growth. Posting transparent salary ranges and describing on-the-job mentorship helps attract candidates seeking long-term stability.
What compliance considerations exist when hiring OTAs
Compliance includes verifying licensure and certification status, ensuring supervision requirements are met according to state law, confirming CPR and background checks when required, and maintaining documentation for regulatory audits. Home health agencies must comply with Medicare and OASIS documentation requirements. School-based employers must adhere to educational credentialing standards and IEP documentation requirements.
Data-driven insights for hiring OTAs
OTA hiring in 2026 is shaped by shifts in healthcare delivery, rising patient volumes, and an evolving workforce. National rehabilitation trends show strong and growing demand for OT services due to population aging, increased prevalence of chronic conditions, expanded insurance coverage for rehabilitative services, and greater emphasis on functional independence across healthcare settings. As a result, demand for OTAs continues to grow across outpatient clinics, SNFs, inpatient rehabilitation facilities, home health agencies, and school-based programs.
However, the supply of OTAs is uneven across the country. Some regions have experienced lower enrollment in OTA programs, leading to fewer new graduates entering the workforce. In other regions, increasing demand from SNFs and home health agencies has intensified competition for experienced OTAs. These settings often offer higher hourly pay, driving up market rates and influencing expectations across other practice environments.
Generational workforce preferences also shape the OTA labor market. Many OTAs seek predictable schedules, manageable caseloads, and supportive supervision structures that allow them to practice at the top of their skill set. Part-time roles and flexible scheduling have become more common, especially among OTAs who work in multiple settings or balance family responsibilities.
Organizations must adapt their hiring strategies to these realities. Job postings alone rarely generate adequate applicant flow. Employers who use targeted outreach and data-driven sourcing strategies fill roles more reliably. Expa aggregates licensure data, NPI records, and practice-setting indicators to help employers identify in-market OTAs more efficiently, reducing time spent on manual searches.
Learn how Expa’s AI-powered platform helps organizations fill OTA roles faster. Book a demo here.
Step-by-step guide for how to hire an occupational therapy assistant
Define your needs
Hiring an OTA begins with identifying the specific patient populations and clinical services your organization provides. Employers must clarify whether the role will support pediatric therapy, orthopedic rehabilitation, neurologic rehabilitation, geriatric care, home health, mental health, or school-based programs. Each area requires different competencies and training.
Workload expectations should also be defined. Employers must outline caseload size, documentation requirements, productivity benchmarks, and collaboration expectations with supervising OTs. Clear communication around supervision structure helps candidates understand how their work will be guided and reviewed.
Verify licensing and credentials
Employer credential checks must include verification of the OTA’s active license through the state occupational therapy board. Many states require proof of graduation from an accredited OTA program, fieldwork completion, and passing the NBCOT exam (depending on state requirements). Employers should confirm continuing education compliance, CPR certification, and any setting-specific requirements.
Home health agencies may require additional training or background checks. School-based employers should confirm credential requirements related to IEP documentation and educational compliance. Inpatient rehabilitation settings may require orientation to hospital safety policies or specific competency validations.
Post to specialized job boards
Posting OTA roles on state OT association job boards, allied health job boards, and OTA program alumni networks can increase visibility. However, because many OTAs are employed full time or hold multiple part-time roles, job boards should serve as supplemental outreach. Detailed job descriptions that include compensation structure, supervision expectations, documentation requirements, productivity ranges, and schedule expectations attract more engaged candidates.
Use Expa’s AI-powered recruiting platform for direct sourcing
Expa’s platform helps employers identify in-market OTAs by analyzing licensure data, NPI records, and clinical setting indicators. Employers can filter candidates based on geographic proximity, setting-specific experience, pediatric background, geriatric competencies, and other relevant criteria.
Because many OTAs do not actively search job boards, direct sourcing is essential for reliable hiring outcomes. Expa helps employers connect with qualified OTAs who may be open to new opportunities but are not actively applying online.
Conduct structured interviews and credential checks
Structured interviews help employers assess clinical reasoning, adaptability, communication style, and competence with therapeutic interventions. Employers should ask scenario-based questions to understand how OTAs modify activities, manage patient safety, and collaborate with supervising OTs.
Topics to cover during interviews include:
• Experience with specific populations (pediatrics, geriatrics, neurologic rehabilitation)
• Familiarity with EHR platforms
• Approach to documentation and time management
• Experience with adaptive equipment or assistive technology
• Comfort with high-acuity or low-acuity patients
• Communication approach with OTs, families, and interdisciplinary teams
After interviews, employers must verify licensure, check references, review training documentation, and confirm setting-specific requirements.
Extend offer and begin onboarding
Offer letters must clearly outline compensation structure, schedule expectations, productivity metrics, supervision structure, and documentation requirements. OTAs value transparency regarding caseload expectations, mentorship, and professional development opportunities.
Onboarding should include training on documentation workflows, EHR systems, clinical protocols, adaptive equipment procedures, and supervision communication pathways. A structured onboarding program helps OTAs integrate quickly into the organization and improves patient outcomes.
Why therapy organizations partner with Expa
Therapy organizations, hospital-based programs, SNFs, home health agencies, and outpatient clinics partner with Expa because the platform identifies qualified, in-market OTAs faster than traditional hiring methods. Expa consolidates licensure and NPI data to help employers find actively practicing OTAs who meet clinical, geographic, and experience criteria.
Expa’s platform integrates with existing hiring workflows, reducing reliance on job boards and manual sourcing. Employers benefit from a broader pool of job-ready candidates and streamlined outreach workflows. By helping organizations connect with OTAs who align with their operational needs, Expa reduces time-to-hire and supports more consistent staffing outcomes.
See how Expa can help your organization hire qualified OTAs faster. Book a demo today.
