Key takeaways
- Hiring optometrists in 2026 remains challenging due to competition across private practices, retail optical groups, and medical clinics, along with geographic distribution imbalances and expanding patient demand.
- Most optometrists do not frequently browse job boards, making direct sourcing essential. Aggregated licensing and NPI data help employers identify in-market clinicians who may be open to new roles.
- Compensation models vary widely and include fixed salary, daily rates, percent-of-production tied to optical sales or medical billing, and hybrid structures. Clear communication about technology, equipment, and workflow improves candidate engagement.
- Effective interviews should evaluate diagnostic capabilities, clinical reasoning, patient communication style, familiarity with advanced imaging equipment, and alignment with practice workflow expectations.
- Expa helps organizations hire job-ready optometrists faster by identifying practicing clinicians who meet location and experience criteria. Visit Expa online or book a demo to learn more.
Introduction
Hiring optometrists in 2026 has become increasingly competitive due to shifting workforce trends, expanded demand for medical eye care, rising chronic disease rates, and uneven distribution of clinicians across urban, suburban, and rural regions. Private practices, retail optical chains, multi-site vision care groups, and ophthalmology-led clinics all face pressure to hire qualified optometrists who can manage both routine vision care and medical optometry needs. Many optometrists now expect predictable schedules, modern diagnostic technology, manageable patient volume, and compensation models that reflect both exam-based and medical billing workloads.
Traditional job postings often fail to attract enough candidates because many optometrists remain employed full-time and rarely browse job boards. Additionally, the rise of medical optometry has expanded the skill requirements for many roles, and optometrists with experience in ocular disease, specialty contact lenses, or pediatric care are in especially high demand. Employers that rely solely on passive applications may wait months to generate a qualified candidate pool.
Expa helps clinics, vision care groups, and optical organizations overcome these challenges by identifying in-market optometrists through aggregated licensing data, NPI databases, and activity indicators. At Expa, we help organizations connect with job-ready optometrists who are actively practicing and may be open to new opportunities. Learn more here.
This guide explains how to hire optometrists effectively in today’s competitive market. It covers sourcing strategies, licensing requirements, compensation structures, interview best practices, workforce trends, and how AI-powered tools help reduce hiring timelines.
Common questions employers ask when hiring optometrists
How do I hire an optometrist in today’s market
Hiring an optometrist begins with defining the clinical needs of the practice, including whether the role focuses primarily on routine exams, medical optometry, pediatric vision care, specialty contact lenses, or low-vision services. Employers should outline appointment lengths, daily patient volume, diagnostic equipment available, and support staff structure.
Next, employers must determine schedule expectations, including whether the role is part-time or full-time, weekend coverage requirements, and telehealth responsibilities if applicable. Many optometrists today prefer predictable hours and modern tools, including OCT, visual field analyzers, topography, fundus imaging, and EHR-integrated exam rooms.
Because most optometrists do not actively browse job boards, employers must use proactive sourcing strategies to identify licensed optometrists who may be open to a role change. Expa helps streamline the process by identifying optometrists who are currently practicing and may be receptive to new opportunities.
Where can I find qualified optometrist candidates
Optometrists can be sourced through state licensing boards, NPI directories, optometry school alumni networks, specialty organizations, and professional association job boards. However, job boards often generate limited applicant flow because many practicing optometrists rarely check online listings.
More effective approaches include direct outreach to licensed optometrists, networking through regional optometric associations, and identifying clinicians through residency program lists or medical optometry networks. Expa consolidates multiple data sources to help employers identify in-market optometrists quickly and accurately.
What are the average salaries for optometrists by state
Optometrist compensation varies widely by geography, practice setting, and clinical scope. In California, optometrists typically earn between 135,000 and 165,000 per year, while employers in Texas often offer compensation ranging from 120,000 to 150,000. In the Midwest, typical earnings fall between 110,000 and 140,000, though rural areas sometimes pay more due to stronger demand. Retail clinics often pay fixed daily rates, while medical practices and ophthalmology groups may offer production-based compensation tied to medical billing or procedure volume.
Subspecialty-trained optometrists, including those with experience in ocular disease, specialty contact lenses, low-vision rehabilitation, or pediatric care, can command higher compensation. Employers should research local benchmarks before posting a role.
What compensation models do optometrists typically work under
Most optometrists work under salary-based or hybrid compensation models. Common structures include fixed annual salary, daily per-diem rates, percent-of-production models tied to optical sales or medical billing, and hybrid models that combine salary with production bonuses. Retail clinics often use daily rates or fixed salaries with bonus opportunities tied to exam volume or patient satisfaction metrics. Ophthalmology groups sometimes use production-based compensation tied to medical services rather than optical sales.
Common models include:
• Fixed salary with optional bonuses
• Daily per-diem rate with volume incentives
• Percent of optical sales
• Percent of medical billing
• Hybrid models combining salary and production
• Signing bonuses
• Relocation bonuses
• CE stipends for advanced clinical training
Employers must choose a compensation model that aligns with their financial goals, patient mix, and long-term staffing needs.
How long does it take to hire an optometrist
Hiring timelines for optometrists generally range from 45 to 120 days. Urban areas may face strong competition due to the number of retail optical chains and medical groups hiring simultaneously. Rural areas face longer hiring periods because of clinician shortages and limited residency program presence.
Timelines often lengthen when employers require specific experience, such as pediatric care, low-vision rehabilitation, or medical optometry training. Direct outreach and rapid interview scheduling help shorten time to hire. Expa’s platform helps many organizations accelerate hiring by identifying in-market clinicians.
What interview questions should employers ask optometrists
Employers should assess clinical competency, communication style, diagnostic approach, and alignment with practice workflow. Helpful interview questions include: How do you approach comprehensive exams for patients with chronic eye disease; Describe your experience with OCT, topography, or visual field equipment; How do you manage pediatric patients or anxious patients; How do you communicate treatment plans to patients; What is your preferred daily patient volume; Describe your approach to optical sales recommendations; How do you collaborate with technicians and opticians.
For roles requiring medical optometry skills, employers should ask about experience with glaucoma management, diabetic retinopathy monitoring, ocular emergencies, co-management with ophthalmologists, and interpretation of advanced diagnostic imaging.
How do I verify an optometrist’s license
Optometrist licensing is state-specific. Employers must verify active licensure through state optometry boards and confirm any therapeutic pharmaceutical agent (TPA) certifications, glaucoma certifications, or injectable certifications when required. Employers should also validate continuing education compliance, DEA registration if applicable, and malpractice insurance coverage.
Some states have tiered licensing structures indicating what procedures or medications optometrists may use. Employers must verify that the candidate’s scope aligns with the practice’s clinical needs.
What clinical settings do optometrists work in
Optometrists work in private optometry practices, retail optical settings, ophthalmology-led clinics, multi-site vision care groups, community health centers, VA medical centers, mobile vision programs, and academic or residency settings. Each environment offers different case mix expectations, diagnostic tools, support staff ratios, and scheduling structures. Employers should clearly articulate the setting to attract optometrists who match the role’s requirements.
What trends are shaping optometrist employment
Several workforce and market trends are influencing optometrist hiring in 2026. Demand for medical optometry continues to rise due to aging populations and increased rates of chronic disease. Optometrists who can manage ocular disease are in especially high demand. Residency-trained optometrists, including those in ocular disease or pediatric specialties, receive more competitive offers.
Retail optical chains continue to expand, influencing compensation and scheduling expectations. Many optometrists are prioritizing predictable schedules, reduced weekend hours, and streamlined administrative tasks. Practices offering modern diagnostic technology and efficient workflows attract stronger candidates.
How do I make my optometrist job posting stand out
Effective job postings highlight compensation model, diagnostic technology available, daily patient expectations, support staff ratios, schedule flexibility, and clinical autonomy. Optometrists value clarity regarding the practice’s case mix, technology stack, and expectations for optical sales involvement.
Transparent job descriptions that outline scope of practice, opportunities for clinical growth, and access to advanced diagnostic equipment generally receive stronger responses.
What compliance considerations exist when hiring optometrists
Compliance includes verifying active state licensure, confirming TPA and glaucoma certifications if relevant, validating DEA registration when required, and ensuring compliance with state prescribing regulations. Employers must maintain accurate documentation of credentials and confirm continuing education compliance. Practices must also ensure that optometrists are authorized to use diagnostic equipment that requires specific certifications.
Data-driven insights for hiring optometrists
Optometrist hiring in 2026 is shaped by expansion in medical optometry, shifts in patient behavior, an aging clinician population, and the ongoing growth of retail optical and multi-site vision care groups. National workforce data suggests steady demand for optometrists due to rising rates of chronic conditions such as diabetes, glaucoma, and age-related macular degeneration. As patient needs evolve, more clinics require optometrists who are competent with advanced diagnostics and comfortable managing medical eye conditions.
The distribution of optometrists across the United States is uneven. Urban and suburban regions often experience intense competition, particularly where retail optical chains and ophthalmology-led groups expand their footprints. Rural areas face persistent shortages due to fewer residency programs and limited optometrist density. Employers in rural markets frequently offer higher compensation or signing bonuses to attract candidates.
Generational shifts also affect hiring. Many younger optometrists value predictable schedules, well-managed patient flow, modern equipment, supportive staff, and opportunities for clinical growth. Practices that invest in diagnostic technologies like OCT, visual fields, fundus imaging, and corneal topography tend to attract stronger applicants.
Compensation trends reflect market competitiveness. Fixed salaries with bonus opportunities remain common, but hybrid models tied to medical billing or optical sales performance are increasingly used. Residency-trained optometrists and subspecialty providers often command higher compensation due to their expanded scope.
Because many optometrists do not regularly browse job boards, employer success relies heavily on direct sourcing. Expa aggregates licensing data, NPI records, and activity indicators to help employers identify practicing, in-market optometrists and eliminate manual database searches.
Learn how Expa’s AI-powered platform helps organizations fill optometrist positions faster. Book a demo here.
Step-by-step guide for how to hire an optometrist
Define your needs
Hiring an optometrist begins with determining the clinical needs of the role. Employers should identify whether the position focuses primarily on routine exams, medical optometry, pediatric care, specialty contact lenses, or low-vision services. Workload expectations must be clear, including daily patient volume, appointment lengths, and diagnostic equipment available.
Employers should also determine whether the role is full-time or part-time, weekend coverage requirements, and any expectations around telehealth or remote triage. Clearly outlining this information early helps attract candidates who are aligned with the practice’s workflow and patient population.
Verify licensing and credentials
Optometrist licensure varies by state. Employers must confirm active licensure through state optometry boards and verify therapeutic pharmaceutical agent certifications when applicable. Some states require additional glaucoma or injectable certifications. Practices should also confirm continuing education compliance, DEA registration if relevant, and malpractice insurance documentation.
For roles requiring advanced clinical work, employers may also verify residency completion, subspecialty training, or certifications in low-vision rehabilitation or specialty contact lenses.
Post to specialized job boards
Posting roles on optometry association job boards, residency program websites, and professional organization directories can help create visibility. However, because many optometrists remain fully employed and do not frequently search job postings, job boards should supplement—not replace—direct sourcing efforts.
Job postings perform best when they clearly state compensation model, technology stack, diagnostic tools available, support staff structure, and clinical expectations.
Use Expa’s AI-powered recruiting platform for direct sourcing
Expa enables employers to identify licensed, in-market optometrists by consolidating multiple data sources including state licensing records, NPI databases, and activity indicators. Employers can target candidates based on location, experience level, clinical background, and specific skill sets such as medical optometry or pediatric vision care.
Because many optometrists do not submit applications through job boards, proactive outreach is essential. Expa helps accelerate hiring by identifying optometrists who may be open to new opportunities and initiating contact quickly.
Conduct structured interviews and credential checks
Structured interviews help employers evaluate clinical judgment, communication style, diagnostic proficiency, and patient management approach. Employers should ask questions about handling complex medical cases, using diagnostic equipment, managing patient workflows, and collaborating with opticians and technicians.
Topics to cover include:
• Clinical approach to ocular disease management
• Comfort with advanced imaging technology
• Experience with pediatric or special-needs patients
• Documentation and EHR proficiency
• Approach to optical sales recommendations
• Preferred daily patient volume
• Communication with ophthalmologists in co-management settings
Credential checks should follow interviews and include license verification, CE compliance, DEA registration, specialty certifications, and prior employment references.
Extend offer and begin onboarding
Offer letters should outline compensation type, bonus structure, schedule expectations, benefits, malpractice coverage, and any continuing education allowances. Optometrists value transparency regarding patient volume expectations, diagnostic tools available, and support staff ratios.
Onboarding should include training on EHR systems, diagnostic equipment workflows, optical sales integration, clinical protocols, and communication pathways. A structured onboarding program helps new optometrists integrate quickly and improves retention.
Why vision care organizations partner with Expa
Vision care organizations, private practices, and multi-site optical groups partner with Expa because the platform identifies qualified, in-market optometrists faster than traditional recruitment methods. Expa aggregates licensure and NPI data to identify clinicians who match location, experience, and clinical background requirements.
The platform integrates with existing hiring processes to streamline sourcing, screening, and candidate outreach. Employers gain access to a broader pool of practicing optometrists without relying solely on job boards.
By helping organizations connect with job-ready optometrists who align with their operational and clinical priorities, Expa reduces time-to-hire, improves sourcing efficiency, and supports more sustainable staffing strategies.
See how Expa can help your organization hire qualified optometrists faster. Book a demo today.
