The nurse practitioner's locum tenens guide: Finding the right locums recruiter and contract
March 10, 2026
This is part four in a six-part series on everything nurse practitioners need to know about working locum tenens. If you missed parts one, two, and three, you can read them here: Part 1: Getting started with locums, Part 2: Pay, benefits, and flexibility, and Part 3: How to choose a locums agency
At this stage of considering locum tenens, many nurse practitioners are asking a critical question: Who should I work with, and what should I agree to?
For many NPs, this is the point where locums work becomes real. You may have a general sense of what locums involves, but now you’re engaging directly with people and paperwork that will shape your day-to-day experience. The choices you make here can influence not only your first assignment, but how sustainable and enjoyable locums feels over time.
This article breaks down what to look for in a recruiter, how to evaluate a locum contract, and which terms are typically negotiable—giving you the clarity you need to make informed decisions.
What makes a good locums recruiter
A strong recruiter is your primary point of contact, advocate, and resource throughout each assignment. Finding someone you trust can make all the difference.
While agencies provide the infrastructure, your recruiter is the person you’ll interact with most. They are the ones translating your preferences into real opportunities and advocating for your interests with facilities. In many ways, the recruiter relationship is as important as the contract itself.
Key traits to look for in a recruiter include:
Responsiveness: They answer questions promptly and provide regular updates.
Transparency: They explain assignment details, compensation, and expectations clearly.
Respect and professionalism: They treat you as a partner, not just a temporary worker.
Alignment with your goals: They understand your specialty, experience, and career priorities.
A strong recruiter should also be willing to say no on your behalf. If an assignment doesn’t truly fit your skills or goals, a good recruiter won’t pressure you to accept it just to fill a role. Instead, they’ll help you wait for the right opportunity.
This level of honesty builds trust and prevents mismatches that can lead to dissatisfaction or burnout.
“I just felt like I could trust him. He wasn’t pushy; he wanted me to succeed.” — Michelle Freiberger, NP
They were very respectful and very nice—that goes a long way. We have a good camaraderie and respect for each other, and that matters.
Beyond personality, a good recruiter keeps communication open throughout your assignment. They should be available to answer questions, reassess your preferences, and help you troubleshoot challenges.
“I could say, ‘What do you have available? Where can I go? What can I do?’ That ongoing communication mattered. It’s good to be able to work closely with your contact person and reassess as things change.” — Patricia Maybee, NP
Understanding and evaluating locum contracts
A locum tenens contract is more than a legal formality; it defines your pay, schedule, responsibilities, and protections while on assignment. Reviewing it carefully ensures that your expectations align with the realities of the role.
Key areas to focus on include:
Compensation and reimbursements: Confirm your hourly or daily rate, travel, housing, and per diem reimbursements.
Schedule and hours: Make sure the work schedule is clearly defined, including call expectations.
Licensing and credentialing support: Understand which state licenses and facility credentials are covered.
Liability coverage: Check that malpractice insurance is included and sufficient.
Termination and cancellation clauses: Know your rights if the assignment ends early or the facility cancels.
Benefits and W-2 status: Confirm whether you’re a W-2 employee or independent contractor and which benefits apply.
Negotiable vs. non-negotiable terms
Not all contract terms are set in stone. Many NPs successfully negotiate assignments to fit their needs, but it helps to know what is typically flexible.
Negotiable terms in a locum tenens contract often include your hourly or daily rate, travel and housing stipends, the start and end dates of the assignment—including fair contract termination terms, and call schedules or shift preferences. Discussing these items with your recruiter can help ensure the assignment aligns with both your professional and personal needs.
Other terms are generally non-negotiable. These usually include state or facility-required licensing procedures, minimum malpractice coverage, and legal requirements related to your scope of practice. Understanding which elements are flexible and which are fixed can help you approach negotiations with confidence.
When evaluating terms, remember: You always have options. If an assignment doesn’t accommodate what you need, it’s okay to look for another role that does. Negotiation isn’t about being combative; it’s about ensuring clarity and alignment between you, your recruiter, and the facility.
If they don’t accommodate what you need, you find another assignment that will.
Hear from a veteran NP: How to negotiate locums contracts
Tips for entering locums with confidence
With the right approach, entering locum tenens doesn’t have to feel overwhelming. A few practical steps can help you navigate assignments.
Ask questions early and often: Don’t wait until the start date to clarify expectations.
Document agreements: Keep a copy of your contract and any negotiated changes.
Keep communication open: Regularly chat with your recruiter about your needs and preferences.
Trust your instincts: The right recruiter and assignment should feel professional, transparent, and supportive.
Know your limits: Understand what’s non-negotiable versus flexible so you can make informed choices quickly.
By taking the time to choose the right recruiter and thoroughly review your contract, you set yourself up for a smoother, more enjoyable locum experience—one where you can focus on patient care and professional growth rather than administrative uncertainty.
Go back to part three: How to choose a locums agency