Occupational therapy staffing connects qualified occupational therapists and certified occupational therapy assistants with healthcare or educational facilities that need therapy professionals. For OT and COTA candidates, a staffing agency may help identify suitable roles, coordinate communication, and support the placement process. Flagstar Rehab recruits and places therapy professionals, while the hiring facility defines the role, oversees clinical services, and manages the workplace where the clinician practices.
The exact process depends on the agency, facility, position, state, and employment arrangement. Candidates should understand their credentials, preferred setting, job model, and written terms before accepting an occupational therapy job.
For candidates, occupational therapy staffing means working with a recruiter or staffing agency that connects therapy professionals with possible openings at healthcare or educational facilities. The agency supports recruitment and placement, while the facility defines the position, evaluates candidates, and oversees the work performed at its location.
Several parties may take part in the process:
| Party | General role in occupational therapy staffing |
| Candidate | Provides accurate qualifications, work history, preferences, and requested documents |
| Staffing agency | Recruits candidates, discusses possible opportunities, and coordinates placement-related communication |
| Hiring facility | Defines the role, reviews candidates, conducts interviews, and makes hiring decisions |
| Licensing or certification body | Establishes or administers applicable professional requirements |
A staffing agency may discuss a candidate’s career goals, preferred work settings, location, schedule, and experience. It may then identify occupational therapist jobs, COTA positions, or other OT jobs that appear to match the candidate’s credentials, experience, preferred setting, schedule, and location.
The facility remains responsible for defining the position and deciding whether a candidate meets its requirements. It also manages scheduling, workplace policies, supervision, and clinical operations.
Licensed OTs and COTAs provide occupational therapy services. Flagstar Rehab recruits or places those professionals, while the facility oversees care delivery according to its policies and applicable professional standards.
OTs and COTAs work within the occupational therapy profession, but they follow different education, certification, licensure, and supervision requirements. A staffing agency and hiring facility must therefore review each candidate according to the specific role, setting, and state.
Entry into occupational therapist practice generally requires completing an accredited entry-level program. Current pathways may include a master’s degree or professional doctoral degree in occupational therapy. AOTA’s guidance on becoming an occupational therapy practitioner explains that candidates should complete an ACOTE-accredited program before moving through the applicable certification and state licensure process.
Candidates may also need to:
Candidates who complete the required occupational therapy education and pass the national certification examination may earn the OTR or COTA credential. NBCOT’s explanation of OTR and COTA certification clarifies the distinction between these two professional credentials.
A valid license does not automatically qualify an occupational therapist for every position. Medical facilities and educational employers, including hospitals, skilled nursing facilities, rehabilitation centers, outpatient clinics, private practices, and schools, may require specific experience, availability, credentials, or role-related skills.
Occupational therapy assistant candidates follow a separate education and credentialing pathway. Depending on the accredited program, the education pathway may include an associate or bachelor’s degree. Candidates should verify the program’s current ACOTE accreditation status and the requirements for certification and licensure in the state where they plan to work.
A COTA candidate may need:
NBCOT uses the COTA credential for occupational therapy assistants who meet and maintain its certification requirements.
COTA supervision requirements vary by state, facility, work setting, and applicable payer rules. Candidates should verify the rules through the relevant state licensing board rather than assuming one supervision model applies nationwide.
For a closer look at how supervision may be structured and what candidates should verify before accepting a role, read Flagstar Rehab’s guide to COTA supervision requirements.
| Placement factor | OT candidate | COTA candidate |
| Education category | Entry-level OT master’s or doctoral program | Entry-level OTA associate or bachelor’s program |
| NBCOT credential | OTR when current certification requirements are met | COTA when current certification requirements are met |
| State authorization | State-specific license or other lawful authorization | State-specific license or other lawful authorization |
| Supervision consideration | Depends on the role and facility structure | Must align with state and facility supervision requirements |
| Placement review | License, experience, setting fit, and facility requirements | License, experience, supervision plan, setting fit, and facility requirements |
The credentials required for an OT or COTA position depend on the profession, state, facility, setting, and role. Candidates should verify their certification and license status before pursuing a placement, but current credentials do not guarantee eligibility for every job.
Important credential categories include:
AOTA’s overview of the steps to occupational therapy state licensure includes graduating from an ACOTE-accredited program, completing fieldwork, and passing the NBCOT certification examination. Candidates must still apply through the licensing authority for the state where they plan to practice.
ACOTE maintains an official directory of accredited OT and OTA programs, including each program’s degree level, institution type, accreditation status, and review information. Program status can change, so candidates and employers should use the current directory rather than an older school list.
Before discussing a position, candidates may want to gather:
Certification does not replace state licensure. Candidates should check the applicable licensing board for current rules about initial licenses, renewals, continuing education, supervision, and other practice requirements.
Candidates managing an upcoming credential deadline can also review Flagstar Rehab’s guide to renewing an NBCOT credential. Time-sensitive details should always be confirmed through NBCOT.
The Occupational Therapy Licensure Compact may help eligible OTs and OTAs practice in participating states through a compact privilege. However, membership in the compact does not mean a clinician can automatically begin working in every member state. Candidates must meet current eligibility requirements and obtain the required privilege before relying on the compact.
Occupational therapy staffing may involve several job or placement models. The main differences concern who employs the clinician, how long the position lasts, how the schedule is structured, and whether the role may lead to permanent employment.
Staffing terminology is not always used consistently. Candidates should ask how the agency and facility define the arrangement and request the important terms in writing.
| Staffing model | General arrangement | Why a candidate may consider it | Details to verify |
| Temporary | A position intended to meet a time-limited staffing need | Short-term work or experience in a different setting | Employer, duration, expected hours, cancellation terms, and benefits |
| Contract | Work performed under a defined assignment or employment arrangement | Experience with a particular facility, setting, or schedule | Employer, classification, dates, hours, compensation, and renewal terms |
| Per diem or PRN | Work offered according to facility need | Greater schedule flexibility in some arrangements | Minimum hours, shift availability, cancellation policy, and benefit eligibility |
| Temp-to-perm | A temporary or contract stage that may lead to permanent employment | Time to evaluate mutual fit before a possible conversion | Conversion conditions, timeline, employer, and whether conversion is optional |
| Direct hire | Recruitment for a permanent position with the facility | Long-term employment with one organization | Schedule, compensation, benefits, probation, and start conditions |
A temporary or contract label does not tell the candidate everything about the position. For example, two contract roles may have different employers, schedules, cancellation terms, benefit structures, and assignment lengths.
PRN and per diem positions may provide schedule flexibility, but they may also offer less predictable hours. Candidates should confirm whether any hours are guaranteed and what happens when a facility cancels a shift. Flagstar Rehab’s guide to how PRN therapy jobs work provides additional context for candidates evaluating this job model.
A temp-to-perm position may create a possible path to permanent employment, but conversion should never be treated as guaranteed. The facility, candidate, and staffing agency may need to meet specific conditions before a permanent offer is made.
OT and COTA placement generally moves through preparation, recruiter discussion, opportunity review, facility evaluation, written-term review, and onboarding. The exact sequence varies by staffing agency, facility, position, and employment model.
The steps below describe a general placement process. They should not be treated as Flagstar Rehab’s exact workflow unless confirmed by the company.
Before contacting an occupational therapy staffing agency, candidates should understand what they can offer and what they want from a position.
Useful information includes:
Being specific helps the recruiter avoid discussing roles that clearly do not fit the candidate’s qualifications or needs.
The candidate may contact a recruiter, submit a resume, complete an online form, or apply for a particular position.
The agency may request preliminary information about education, licenses, experience, location, and availability. The documents requested may differ based on the role and stage of the process.
Candidates should provide accurate and current information. Missing or outdated credential details can delay review or create confusion later.
A recruiter may speak with the candidate about:
This discussion helps identify whether a possible opportunity fits the candidate’s background and preferences.
A recruiter does not replace a licensing board, facility hiring manager, or clinical supervisor. The recruiter may discuss experience and job fit, but the facility determines whether the candidate meets its hiring and clinical-role requirements.
When a possible role is identified, the candidate should receive enough information to decide whether to continue.
Useful information may include:
Some details may not be available at the first conversation. Candidates should note what still needs confirmation before agreeing to an interview or submission.
In a common staffing process, the agency shares the candidate’s relevant information with the hiring facility after the candidate agrees to move forward.
The facility then reviews the candidate against its requirements. It may decide to schedule an interview, request more information, or decline the submission.
The staffing agency can coordinate communication, but it does not control the facility’s decision.
The facility may ask about:
The interview also allows the candidate to evaluate the facility. Candidates should ask about the team, schedule, supervision, work expectations, and onboarding process.
Candidates should not rely only on a job title, verbal description, or hourly rate.
Before accepting, review:
Ask for clarification when a term is incomplete or unclear. Candidates with legal questions about a contract should consult an appropriate professional rather than relying on a general article.
Onboarding requirements depend on the employer, facility, profession, state, and setting.
Possible requirements may include:
This list describes possible requirements, not Flagstar Rehab’s confirmed procedure.
A start date may depend on completed documentation, facility approval, credential status, and other position requirements.
Contacting a staffing agency does not guarantee an interview, job offer, assignment, or start date. Availability and eligibility depend on the candidate, facility, location, timing, and role.
A productive recruiter conversation depends on more than sending a resume. Candidates should be ready to explain their credentials, experience, work-setting preferences, schedule, location limits, and the terms that would make a position suitable or unsuitable.
Prepare:
Think about:
Candidates considering work in educational settings can review Flagstar Rehab’s guide to school-based occupational therapy jobs to learn more about common school environments, role expectations, schedule considerations, and qualifications to verify before applying.
Identify your priorities before the call:
This information can improve the discussion, but it does not guarantee that a matching opportunity is currently available.
Before accepting an OT or COTA position, review more than the job title and pay rate. Confirm the employment model, facility setting, schedule, supervision, location, onboarding conditions, and written assignment or employment terms.
Ask what type of facility is hiring and what the role involves.
Relevant factors may include:
The facility defines the role and oversees its clinical services. The staffing agency does not create the patient treatment plan or supervise care unless a verified legal and contractual arrangement says otherwise.
Confirm:
Avoid assuming that a full-time title guarantees a particular schedule or number of hours. Ask which terms will appear in writing.
COTA candidates should understand the supervision structure before accepting a position.
Questions may include:
Supervision standards vary. Candidates and facilities should verify current state requirements through the applicable occupational therapy board.
Review:
A staffing agency may help explain the information it provides, but candidates should not assume that verbal statements override written terms.
Before moving forward, consider asking:
The main occupational therapy staffing models are temporary, contract, PRN or per diem, temp-to-perm, and direct hire. Candidates should compare these models by employer, schedule, duration, guaranteed hours, benefits, cancellation terms, and conversion options.
Candidates who are still deciding whether to work with an agency can also review Flagstar Rehab’s guide to compare OT staffing agencies.
Flagstar Rehab is a therapy staffing and recruiting agency that connects therapy professionals with healthcare and educational facilities. OT and COTA candidates may contact the company to discuss their qualifications, career goals, preferred settings, and possible placement support.
Flagstar Rehab recruits and connects clinicians with job opportunities. It does not deliver occupational therapy or manage patient treatment. The licensed professional provides services within the hiring facility’s policies, supervision structure, and applicable professional requirements.
The availability of a position depends on current facility needs, location, timing, candidate qualifications, and other job requirements. Candidates should not assume that contacting Flagstar Rehab guarantees an interview or placement.
Occupational therapy staffing can help OTs and COTAs explore positions that align with their credentials, experience, location, and career preferences. Before accepting a role, candidates should confirm the staffing model, facility setting, schedule, supervision, credential requirements, onboarding steps, and written employment or assignment terms.
Flagstar Rehab recruits and connects therapy professionals with healthcare and educational facilities. Candidates can explore current therapy job opportunities and review roles that may align with their qualifications and preferences. Job availability and placement depend on current facility needs, position requirements, and candidate eligibility.
Fee arrangements depend on the staffing agency and employment model. Candidates should ask whether they will pay any fee before submitting information or accepting placement services.
A new graduate may be able to work with a staffing agency, but eligibility depends on education, examination or certification status, state licensure, supervision, facility requirements, and current opportunities. Working with an agency does not guarantee that a new graduate will qualify for a particular job.
An agency may identify opportunities in another state, but the clinician must hold the license or other legal authorization required for that state. Eligible clinicians may be able to use an OT Compact privilege in an operational member state after meeting current requirements and receiving approval.
No. A possible placement depends on qualifications, credential status, location, facility needs, interview results, current openings, and the candidate’s acceptance of the terms. A staffing agency can support recruitment and communication but cannot guarantee a facility’s hiring decision.
COTA supervision is arranged according to applicable state requirements, the facility’s structure, and the role. A qualified occupational therapist commonly provides the required clinical supervision. The staffing agency does not replace the facility’s clinical supervision responsibilities.