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"Competitive pay" is one of the most common phrases in locum tenens and one of the least defined.

Every agency uses it. Not every agency means the same thing.

Here are 5 things that actually signal a strong rate from a vague promise:

1. The rate reflects your specialty, region, and experience.

2. You're not left guessing what's included (lodging, travel, malpractice, etc.).

3. There's consistent communication about any changes between the conversation and the contract.

4. Your recruiter brings you numbers proactively.

The phrase “competitive pay” should be treated like a conversation, not a name drop. And how an agency has that conversation tells you a lot about how they'll treat you throughout your assignment.

What's one thing you wish agencies were more upfront about?

Many locums believe that a good job has high pay rates, low caseload, or is located in a metropolitan area.

But strong assignments have these three elements in common:

Clarity upfront
You know the schedule, patient volume, and support structure before you accept the job.

Aligned expectations
A good locum job ensures both the physician and the facility understand their roles and how the locum agency will operate throughout the assignment.

Reliable communication
The physician recruiter and the facility answer questions clearly and can be reached when you need them. When changes are suggested, all parties are notified.