7 Smart Questions SLPs Should Ask a Potential Employer During an Interview
When you interview for a speech-language pathologist (SLP) position, it’s just as important for you to ask questions as it is to answer them. After all, you’re also interviewing a school or district to understand what your day-to-day work might look like and whether the support you need is truly in place.
The right questions can give a clearer picture of the caseload, expectations, and the overall environment you’d be stepping into—all important factors when considering a new role. In this Soliant guide, learn seven strong questions every school SLP should ask during an interview, and what you can learn from the answers.
7 Must-Ask Questions for SLPs During an Interview
1. What is the current caseload size, and how is the caseload determined?
Caseload is one of the biggest indicators of long-term workload satisfaction, and it can have a direct impact on your work life balance. Asking this helps you understand workload expectations, whether the district follows recommended caseload guidelines, and how balanced your responsibilities will be.
If the interviewer gives a clear caseload number and explains how students are assigned, that’s a good sign the district has systems in place. Very high caseloads or vague answers may signal that staffing is stretched thin or that SLPs often take on more than their share.
2. Do you use a caseload or workload model for service delivery?
This is another great caseload-related question to follow up with, giving you a clearer picture of what the role might look like day-to-day. If the school follows a workload model, it often means they recognize the full scope of an SLP’s responsibilities beyond minutes on an IEP. Caseload models aren’t necessarily bad, it just means they rely heavily on direct minutes without factoring in paperwork, meetings, and collaboration time.
3. What types of assessments and materials are available? Are there funds for additional tools if needed?
If the employer can list the assessments they use and explain how new materials are approved, it shows that the district invests in current, evidence-based tools. If they say can’t, or if they encourage SLPs to bring their own materials, that could mean limited funding or outdated resources. This question helps you gauge how equipped you’ll be to do your job effectively.
4. What is the district’s approach to professional development for SLPs?
For the interviewee, this question shows your long-term commitment to growth and staying up-to-date with new best practices. A strong answer from the interviewer might include district-sponsored continuing education, training days, or mentorship options. If professional development is broad and not SLP-specific, you might not get support tailored to your field.
5. What technology platforms or documentation systems does the district use?
SLPs often juggle multiple digital tools for IEPs, progress notes, and more, so the interviewer’s answer is crucial. From this, you will be able to understand how efficiently you’ll be able to manage your time. If they name specific programs and talk about how SLPs are trained, your workflow will likely be smoother.
6. How does the district handle coverage when SLPs are out or caseloads increase during the year?
It’s not unusual for schools to face staffing changes or emergencies, but asking this question helps you gauge whether the school prepares in advance, or whether burnout could become a concern. Strong answers involve backup support, contracted help, or plans for redistributing students without overwhelming staff.
7. What does success look like for an SLP here in the first 90 days and the first school year?
This question is crucial for understanding your future work performance expectations, ideally giving you some insight into metrics, culture, and how you can make the biggest impact. Listen for realistic goals, onboarding support, and progress over perfection, as there will always be a learning curve for new staff. Every district should understand this and offer some initial flexibility. If they jump straight to compliance metrics or expect you to immediately manage a full caseload, that could be a red flag.
Choosing a School SLP Role That Supports You
Asking thoughtful questions helps you find a workplace that values your expertise, supports your growth, and sets you up for meaningful work with students. Keep in mind that the “Do you have any questions for us?” portion of the interview is the perfect time to pick apart the intricacies of the role to find the right fit.
If you’re searching for school-based SLP opportunities, Soliant connects speech-language pathologists with supportive districts nationwide. Explore open roles for SLPs, SLPAs, teletherapists, and SLP clinical fellowships to find the position where you and your students can thrive today!
