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.
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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.
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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.
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