Expa surfaces licensed SLPs and SLPAs before they hit job boards — from new grads and CFs entering the field to experienced clinicians quietly exploring a change.
School districts, SNFs, hospitals, and early intervention programs are all competing for a shrinking pool of speech-language professionals. The result? Overloaded caseloads and growing waitlists.
Every job board has the same dozen DPMs. Most aren't a fit. And the right ones? They're fielding offers you haven't even seen.
Even high-quality roles get ignored when outreach is misaligned. Podiatrists are selective — they want the right volume, autonomy, compensation model, and surgical mix.
Blanket outreach doesn't move serious candidates. The best podiatrists don't wait for listings — they look quietly, ask peers, or wait to be found by the right opportunity.
Three ways Expa finds in-market talent before anyone else
Engage newly licensed SLPs and clinical fellows entering the field — early, before recruiters swarm.
Identify licensed professionals quietly open to transition — especially those switching between school-based, medical, and SNF roles.
Find clinicians with roots in your region — alumni of local grad programs, former employees, or returning locals.
Filter for experience in pediatrics, school-based services, home health, hospitals, or skilled nursing.
Match candidates to roles that fit their goals — from CF mentorship to flexible schedules and caseload types.
Turn passive browsers into active candidates using 24/7 AI chat that qualifies in real time.
We were struggling to hire school-based SLPs — even with signing bonuses. Expa surfaced two CFs with local roots and one experienced SLPA who wanted to move back. All three accepted within a month.
Tamika J.
Director of Speech Services • Regional Education Cooperative
Be early. Be relevant. Build a stable SLP team.