How to Interview Candidates for a New Optometry Practice

Hiring your first optometrist or staff member is a critical step for a new practice. A bad hire can cost you $30,000 to $150,000 in lost revenue and training time. This guide gives you a concrete interview process that works for optometry practices, from screening to offer.

Step 1: Define the Role and Must-Have Skills

Before you post a job, write a one-page job description. List the top 5 responsibilities and the top 5 qualifications. For an optometrist, include clinical skills (e.g., contact lens fitting, glaucoma management) and soft skills (e.g., patient communication, teamwork). For a tech or front desk role, focus on customer service and basic optometric software knowledge.

Set a salary range based on your region. As of 2026, associate optometrists earn $110,000 to $160,000 per year, plus production bonuses. Opticians earn $35,000 to $50,000. Front desk staff earn $15 to $20 per hour. Use this to filter candidates early.

Step 2: Screen Resumes and Phone Interviews

Spend 10 to 15 minutes on a phone screen to verify basics: license status, experience, and availability. Ask three questions:

• “Why are you interested in this practice?”
• “Describe your experience with [key skill, e.g., pediatric exams].”
• “What are your salary expectations?”

If they pass, send a skills test. For optometrists, give a clinical scenario (e.g., a patient with sudden vision loss) and ask how they would handle it. For staff, test their ability to use your practice management software (e.g., a mock patient check-in). This filters out unqualified candidates before the in-person interview.

Step 3: Prepare Structured Interview Questions

Use the same questions for all candidates to compare fairly. Create a scoring rubric with 1 to 5 for each answer. Focus on behavioral questions that reveal past behavior, not hypotheticals.

Sample questions for optometrists:

• “Tell me about a time you diagnosed a rare condition. What steps did you take?”
• “How do you handle a patient who refuses a recommended treatment?”
• “Describe your experience with [specific equipment, e.g., OCT or visual field testing].”

For staff:

• “Give an example of a difficult patient interaction and how you resolved it.”
• “How do you prioritize tasks when the office is busy?”
• “What do you know about our practice’s services?”

Avoid illegal questions about age, marital status, religion, or disability. Stick to job-related topics.

Step 4: Conduct a Working Interview

A working interview is the most effective way to assess skills. Invite the top 2 or 3 candidates to spend 2 to 4 hours in your practice. Have them perform real tasks under supervision. For an optometrist, let them do a routine eye exam on a staff member or a mannequin. For a tech, have them do a refraction or take a patient history.

Pay them for this time, even if it’s a trial. Rates are $50 to $100 per hour for optometrists, and $15 to $20 for staff. This cost is worth the insight.

During the working interview, observe:

• How they interact with patients and staff.
• Their efficiency and accuracy.
• Their attitude toward feedback.

Take notes immediately after.

Step 5: Check References and Credentials

Always verify licensure with your state board. In 2026, most states have online license lookup tools. Also check for any disciplinary actions.

Call at least two references. Ask specific questions:

• “What were their strengths and weaknesses?”
• “Would you rehire them? Why or why not?”
• “How did they handle pressure or conflict?”

If a reference is vague, ask for a concrete example.

Step 6: Make a Decision and Offer

Compare your scoring rubrics. Consider both clinical skills and cultural fit. A candidate who is technically excellent but rude to staff will hurt your practice.

Make the offer in writing. Include salary, benefits, start date, and any contingencies (e.g., passing a background check). For optometrists, consider a production bonus of 15% to 20% of collections. For staff, offer paid time off and health insurance if you can afford it.

Give the candidate 3 to 5 business days to decide. If they negotiate, know your limits. For example, you might increase salary by $5,000 but not offer a sign-on bonus.

FAQ

How many candidates should I interview?

Aim to interview 3 to 5 candidates per position. This gives you enough variety without overwhelming your schedule. If none are suitable, reopen the search rather than settling.

What if I don’t have time to do working interviews?

Working interviews are essential for clinical roles. If you’re short on time, at least do a skills test and a panel interview with your senior staff. Skip the working interview only if you’re desperate, but know the risk.

How do I avoid discrimination claims?

Use a structured interview with the same questions for all candidates. Document your reasons for hiring or rejecting. Never ask about protected characteristics. Train any staff who interview to follow the same rules.

Should I use a hiring agency?

Agencies can save time but cost 15% to 25% of the first year’s salary. For a new practice, it’s often better to post on job boards like Indeed or iHireOptometry, which cost $100 to $400 per post. Use an agency only for hard-to-fill roles.

Related guides

• 7 Mistakes New Optometry Practices Make in Their First Year
• 7 Questions to Ask Before Buying a New Optometry Practice
• 7 Things to Know Before You Start a New Optometry Practice

The bottom line

Interviewing for a new optometry practice is a process, not a single event. Define the role, screen carefully, use structured questions, and conduct working interviews. Always check references and credentials. By following these steps, you’ll make a confident hire that supports your practice’s growth. Start with the phone screens this week, and you’ll have a great team member in a month.