Questions to Ask Your Travel Nurse Recruiter

Introduction

Your recruiter is your gateway to assignments, your advocate during contract disputes, and your primary point of contact when things go sideways. But here is the reality every experienced traveler learns eventually: your recruiter works for the agency, not for you. Their income depends on filling assignments, which means their incentives and yours do not always align perfectly.

This does not make recruiters adversaries. Most are good people who genuinely want to help nurses succeed. But it does mean that protecting your paycheck, your safety, and your sanity requires asking the right questions before you commit to any contract. Here are the questions seasoned travel nurses always ask — and the answers you should expect.

Questions About Pay and Compensation

Pay is where the most money gets left on the table. These questions are non-negotiable before signing anything.

”What is the bill rate for this assignment?”

The bill rate is what the hospital pays the agency for each hour of your work. Everything — your pay, your stipends, the agency’s margin — comes from this number. Not all agencies will share the bill rate, but the ones that do are demonstrating transparency. Knowing the bill rate helps you evaluate whether your pay package is fair relative to what the facility is paying. Use the pay calculator to run the numbers.

”Can you show me a full pay breakdown?”

You need to see every component: the taxable hourly rate, the housing stipend, the meals and incidentals stipend, travel reimbursement, and the overtime rate. A recruiter who quotes you a single weekly number without a breakdown is hiding something. The breakdown matters because it affects your taxes, your tax home compliance, and your actual take-home pay.

A strong pay breakdown should look something like this: taxable hourly rate of $28/hour, housing stipend of $2,100/month, M&IE stipend of $900/month, travel reimbursement of $500, overtime rate of $42/hour. If your recruiter cannot or will not provide this level of detail, that is a serious red flag.

”Are there completion bonuses or referral bonuses?”

Many agencies offer completion bonuses for finishing a contract and referral bonuses for recommending other nurses. These can add hundreds to thousands of dollars to your total compensation. Ask about them explicitly because recruiters do not always volunteer this information.

”What happens to my pay if I get called off or put on low census?”

Low census — when the facility does not need you for a scheduled shift — is one of the most common frustrations in travel nursing. Some contracts guarantee a minimum number of hours per week, while others allow the facility to cancel shifts without pay. Understanding this policy before you sign protects you from unexpected income drops. Ask specifically: “Does this contract have a guaranteed hours clause, and if so, how many hours per week?"

"Is overtime mandatory or available?”

Overtime policies vary dramatically. Some facilities mandate overtime regularly, which can significantly boost your income. Others rarely offer it. And some contracts pay overtime only after 40 hours per week, while others pay it after 12 hours per shift. Know the structure so you can accurately project your earnings.

Questions About the Assignment and Facility

Understanding the assignment conditions prevents the most common travel nurse complaints: staffing surprises, floating nightmares, and culture shock.

”What is the nurse-to-patient ratio on this unit?”

Get the real answer, not the ideal one. Ask specifically about the shift you will be working. Night shift ratios are often higher than day shift. Ask whether the ratio has been consistent or whether there have been recent staffing changes that could affect it.

”Why is this position open?”

This question reveals critical context. “We are expanding the unit” is very different from “We have had three travelers quit in the last six months.” If the position is open because of chronic understaffing or a toxic environment, you want to know before you arrive — not after. A recruiter who does not know the answer should find out before you sign.

”What charting system does the facility use?”

Knowing whether the facility uses Epic, Cerner, Meditech, or another system lets you prepare in advance. If you have never used the system, be honest about that during your interview but demonstrate willingness to learn. If you have experience with it, that is a competitive advantage worth highlighting.

”Will I be expected to float to other units?”

Floating is common for travel nurses, but the details matter. Ask which units you might float to and how often floating typically happens. Being floated to a similar-acuity unit is standard. Being floated to a unit outside your competency is a safety concern you should address before signing the contract.

”What shift and schedule am I committing to?”

Confirm the exact shift length (8, 10, or 12 hours), shift times, and the weekly schedule pattern. Ask about weekend and holiday requirements. Verbal promises about schedule flexibility mean nothing if they are not in the contract.

”Can I speak with a traveler currently at this facility?”

This is the gold standard question. A current or recent traveler at the same facility can give you an unfiltered assessment of the unit culture, management, staffing, and what it is really like to work there. If your recruiter cannot connect you with another traveler, search travel nurse forums and social media groups for reviews.

Questions About Housing and Logistics

Housing is the second-largest variable in your travel nursing experience after the assignment itself.

”What is the housing stipend amount?”

The housing stipend should be based on GSA (General Services Administration) rates for the assignment area. If the stipend seems low relative to actual housing costs in the area, push back. A stipend that does not cover reasonable housing effectively reduces your total compensation.

”Does the agency offer furnished housing, and what does it look like?”

If you are considering agency-provided housing, ask for specific details: location, photos, proximity to the facility, and whether the apartment is shared. Agency housing quality varies wildly — some agencies provide clean, well-located apartments, while others place nurses in substandard units far from the hospital. Ask for a virtual tour or photos before agreeing.

”Is travel reimbursement included?”

Many contracts include a one-time travel reimbursement for getting to your assignment location. Ask the amount and whether it covers round-trip travel or just one direction. This amount varies significantly between agencies.

”What is the area like?”

Your recruiter should be able to provide basic information about the assignment location: cost of living, safety, nearby amenities, and general atmosphere. If they cannot, that is a sign they are not familiar with the assignment and you should do your own research.

Questions About Benefits and Insurance

Benefits are where agencies make up for competitive pay or where they silently save money at your expense. Ask detailed questions.

”When does health insurance coverage begin?”

Day-one coverage is increasingly standard among top agencies. If your agency requires a 30-day waiting period, you need to arrange interim coverage — especially if you are between contracts. A gap in health insurance is a risk no nurse should take.

”What does the agency health plan cover and what does it cost?”

Not all agency health plans are created equal. Ask for the plan summary: premiums, deductibles, copays, network type (HMO, PPO, HDHP), and what is excluded. Compare the total cost against Marketplace plans to determine the best option for your situation. Some agency plans are genuinely good; others are barely functional.

”Is there a 401(k) with employer match?”

If long-term financial health matters to you — and it should — ask about retirement benefits. Some agencies offer 401(k) plans with employer matching after a vesting period. Others offer no retirement benefits at all. The match percentage and vesting schedule should factor into your overall compensation comparison.

”What happens to my benefits between assignments?”

This is the question most travelers forget to ask until they are between contracts with no health insurance. Understand the gap policy: do benefits continue for 30 days after your contract ends? Are you automatically re-enrolled when you start a new contract? Plan accordingly so you are never uninsured.

Questions About the Contract Terms

The contract is the only document that matters. Everything else is conversation.

”What is the cancellation policy — for both sides?”

Contracts can be cancelled by the facility, the agency, or you. Understand the consequences in each scenario. What notice is required? Is there a financial penalty? What happens to your housing if the facility cancels your contract with two weeks remaining? Get clear answers, and make sure they match what is written in the contract.

”Is there a guaranteed hours clause?”

A guaranteed hours clause protects you from losing income when the facility puts you on low census. If the contract guarantees 36 hours per week and you are only scheduled for 24, the agency should make up the difference. Not all contracts include this protection — if yours does not, factor that risk into your decision.

”What is the contract extension process?”

If you love the assignment and want to stay longer, how does the extension work? Is it a new contract negotiation? Does the pay rate stay the same? Can the facility extend you unilaterally, or do you have a choice? Understanding this process in advance gives you leverage if an extension is offered.

”Are there any non-compete or exclusivity clauses?”

Some agencies include clauses preventing you from working at the same facility through a different agency for a period after your contract ends, or requiring you to work exclusively through them. Read these clauses carefully and push back on anything unreasonable. Exclusivity clauses limit your options and are generally not in your best interest.

Red Flags in Recruiter Responses

Not every recruiter deserves your trust. Learn to recognize the warning signs.

Dodging pay breakdown questions is the most reliable red flag. A recruiter who cannot or will not provide a detailed pay breakdown is either uninformed or deliberately withholding information. Either way, it is unacceptable. Pay transparency is the minimum standard for a professional relationship.

High-pressure tactics — “This job will not last another day” or “I need your answer in the next hour” — are designed to prevent you from making an informed decision. Good assignments do move quickly, but a trustworthy recruiter will give you reasonable time to evaluate an offer and will encourage you to compare options rather than rushing you.

Inability to provide facility-specific details should concern you. If your recruiter cannot tell you basic information about the unit, the ratios, the charting system, or the reasons the position is open, they are either poorly informed or deliberately vague. Both are problems.

Dismissing your concerns is a major red flag. If you ask about cancellation policies and receive a dismissive “Oh, that never happens” instead of a direct answer, your recruiter is not being honest with you. Every legitimate concern deserves a straight response.

Verbal promises that do not appear in the contract are worthless. If your recruiter promises no floating, guaranteed hours, or a specific schedule, it needs to be in writing. “I will make sure that happens” is not a contract term.

Building a Strong Recruiter Relationship

Despite the necessary skepticism, a great recruiter relationship is one of the most valuable assets in travel nursing.

Be upfront about your priorities. Tell your recruiter exactly what matters most to you: location, pay, specialty, schedule, or benefits. The more specific you are, the better they can match you with assignments you will actually accept.

Communicate your timeline clearly. If your current contract ends on March 15 and you need two weeks off before your next start date, say so early. Last-minute timeline changes frustrate recruiters and limit your options.

Respond promptly. When your recruiter sends you an assignment or requests information, respond quickly. The best assignments fill fast, and delays on your end can mean losing out. Recruiters prioritize responsive travelers because they are easier to place.

Provide honest feedback. After an assignment, tell your recruiter what worked and what did not. This helps them match you better next time. If a facility was great, say so. If it was terrible, explain why. Good recruiters use this feedback to improve your future placements.

Know when to switch. If your recruiter is consistently unresponsive, provides inaccurate information, or pressures you into assignments you do not want, it is time for a change. Request a new recruiter within the same agency, or take your profile to a different agency. Loyalty to a bad recruiter costs you money and opportunities.

Frequently Asked Questions

Should I ask about the bill rate on my first call with a recruiter?

You do not need to lead with the bill rate question, but it should come up early in the relationship. During your first conversation, focus on establishing whether the recruiter communicates well, listens to your priorities, and seems knowledgeable. By your second or third conversation — certainly before reviewing any specific assignment — ask about pay transparency policies. Some agencies share bill rates as a standard practice, while others consider it proprietary. An agency that refuses to discuss bill rates at all is one you should approach with extra caution.

How do I compare pay packages from different agencies?

The key is converting everything to a consistent format. Take the total weekly compensation — including taxable hourly rate times expected hours, housing stipend (weekly), M&IE stipend (weekly), and any bonuses — and compare the net weekly income after subtracting housing costs, health insurance premiums, and other expenses. The pay calculator can help standardize this comparison. Do not simply compare the headline weekly number because it can be misleading. An agency offering $2,400/week with poor health insurance and no guaranteed hours may be worse than one offering $2,200/week with strong benefits and guaranteed hours.

What if my recruiter says the bill rate is confidential?

Some agencies have policies against sharing bill rates, and this alone does not make them untrustworthy. However, they should still provide a detailed pay breakdown of your compensation. If they will not share the bill rate and will not provide a full pay breakdown, that is a dealbreaker. You can estimate the bill rate by researching typical rates for your specialty and location through travel nurse forums and industry data. As the market matures, pay transparency is increasingly becoming the standard.

How many recruiters should I be working with simultaneously?

Working with two to four recruiters across different agencies is standard practice among experienced travelers. This gives you access to a wider range of assignments and creates healthy competition between agencies for your skills. Be transparent with each recruiter about working with others — good recruiters expect this and will compete on the merits of their assignments rather than trying to lock you into exclusivity.

What should I do if my recruiter promises something that is not in the contract?

Do not accept verbal promises as binding agreements. Politely and directly ask: “Can we add that to the contract?” If the recruiter says it is not possible to put it in writing, treat the promise as unreliable. This applies to everything from scheduling preferences and floating policies to housing arrangements and bonus structures. The contract is the only enforceable document, and anything important enough to promise is important enough to document.

Key Takeaways

Always ask for a full pay breakdown including the bill rate — pay transparency is the baseline
Get specific details about the unit, ratios, charting system, and floating policies before signing
Understand the cancellation policy and guaranteed hours clause before you commit
If a recruiter cannot answer basic questions or pressures you to decide immediately, that is a red flag
Everything important should be in the written contract, not just a verbal agreement
A good recruiter is a genuine ally — invest in the relationship through honest communication

Affiliate Placement Notes

Pay comparison tool affiliate links in the compensation questions section.
Furnished Finder or housing platform affiliate links in the housing questions section.
Agency referral links in the section about working with multiple agencies.