Interview Like a Pro: The Essential Questions for Virtual SLPs
When you’re interviewing for a virtual speech therapy position, it’s easy to get caught up in the excitement — and forget to ask the questions that truly protect your time, energy, and sanity.
Not every position is the right fit, and asking the right questions up front helps you find a role that supports you, not just the students you serve.
Today, I’m sharing The Essential Interview Questions every SLP should ask before accepting a virtual speech therapy job. (And yes — there’s a free downloadable checklist at the end so you can print it out or keep it handy for your next interview!)
Why It's Important to Ask the Right Questions
In virtual therapy, there’s more to consider than just caseload size or pay rate.
You’re managing technology, communication with schools and families, billing requirements, and sometimes even your own scheduling — all from a distance.
A strong fit goes beyond salary. It’s about clear expectations, strong support, and setting yourself up for long-term success. You may be interviewing with a contracting company for a specific position, or you may be interviewing with the district, or you may be interviewing for a contracting company that doesn’t have a position for you yet…
Here’s what to ask before you say "yes" to any virtual position:
Essential Interview Questions for Virtual SLPs
Caseload & Workload
What is the expected caseload size?
Are there caseload growth expectations throughout the year?
How are service minutes and student numbers balanced?
Are there opportunities to cap or manage my caseload?
Facilitator & Student Support
Will there be a dedicated on-site facilitator to help students log in and troubleshoot tech?
If there isn’t, this doesn’t have to be a deal breaker - just be clear on what the setup is and how things will work without one.
Who handles contacting families or schools if a student doesn’t show up?
Scheduling & Service Delivery
How is the therapy schedule created and maintained?
Will I have flexibility in how I group students?
I feel strongly about virtual groups no larger than 2
When are the progress reporting periods?
Will this position require evaluations, case management, and/or therapy?
Pay Structure
Is the position W-2 (employee) or 1099 (independent contractor)?
What is the pay rate for direct therapy services?
Is there pay for indirect services (documentation, meetings, paperwork)?
How is time for evaluations, progress reports, and IEP meetings compensated?
Technology & Materials
What platform is used for therapy sessions (Zoom, Google Meet, or another)?
Is a teletherapy platform provided, or am I responsible for my own?
Are therapy materials supplied or reimbursed?
Is tech support available if I run into issues during sessions?
Will I be provided a district email address?
(Highly recommended for communication and security!)
Expectations & Communication
What documentation is required (session notes, billing logs, IEP updates)?
What are the expectations for turnaround time on evaluations and progress reports?
Who is my point of contact for clinical questions or scheduling concerns?
Who is my point person if I have a problem with payroll, invoicing, or district communication?
How quickly should I expect responses to questions or issues?
Other Important Details
What is the cancellation policy for student absences? Will I still be paid if a student is absent?
Are there minimum hour requirements or session quotas?
Are professional development or mentorship opportunities available?
Are there growth opportunities for leadership or supervisory roles?
A Final Thought
You deserve a position that fits your expertise, your schedule, and your goals.
Asking the right questions shows confidence, professionalism, and self-advocacy — qualities that great employers appreciate.
The right job won't just fill your calendar — it will support your career.
Ready to feel confident in your next interview?
[Download your FREE Essential Interview Checklist here!]
