Associate / Pre-Licensed Therapist (LMSW, LPC-A, AMFT, Registered Intern)
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- Associate clinical practitioner providing supervised therapy, documenting patient care, reviewing cases, and seeking supervisory guidance
Position directory
Behavioral Health & ABA Clinicians: positions we recruit
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Separate clinical therapy, behavioral health, and ABA duties before you recruit, so your hire has authority for each weekly decision.
No upfront fee. You pay only if you hire.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Positions we recruit
Behavioral Health & ABA Clinicians
15 positions
15 matching positions
Behavioral Health Technician (Mental Health Tech, Psychiatric Technician)
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- Behavioral health support worker performing assigned observations, daily living assistance, safety checks, documentation, and clinician communication
Bilingual Licensed Clinical Social Worker
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- Clinical social work practitioner conducting assessments, providing psychotherapy, discussing safety concerns, and coordinating referrals in two languages
Board Certified Assistant Behavior Analyst (BCaBA)
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- Assistant behavior analyst supporting assessment, treatment implementation, data review, and technician coaching under BCBA supervision
Board Certified Behavior Analyst (BCBA)
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- Behavior analyst observing clients, supervising RBTs, reviewing data, updating treatment plans, communicating with caregivers, and documenting services
Licensed Addiction Counselor (LADC, LCADC, CADC, Substance Use Counselor)
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- Substance use counseling practitioner assessing clients, leading groups, documenting care, and discussing level-of-care findings with treatment teams
Licensed Clinical Social Worker (LCSW, Therapist)
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- Licensed clinical social work practitioner conducting intakes, providing therapy, coordinating care, updating treatment goals, and documenting services
Licensed Marriage & Family Therapist (LMFT)
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- Licensed family therapy practitioner conducting couples, family, and youth sessions, documenting care, and addressing guardian concerns
Licensed Professional Counselor (LPC, LMHC, LPCC, Mental Health Counselor)
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- Mental health counseling practitioner conducting intakes, providing therapy, documenting sessions, arranging referrals, and following up with clients
Medical Social Worker (MSW, Hospital, Dialysis, Home Health or Hospice Social Worker)
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- Hospital, dialysis, home health, or hospice practitioner providing psychosocial support, discharge planning, and patient resource coordination
Mobile Crisis Clinician (Crisis Counselor)
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- Community crisis clinician responding to dispatched calls, assessing presenting concerns, gathering collateral information, and documenting findings
Peer Recovery Specialist (Peer Support Specialist)
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- Peer support worker providing recovery support, discussing recovery experiences, and helping people connect with recovery resources
Registered Behavior Technician (RBT, ABA Therapist)
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- Direct service technician implementing supervising clinicians’ behavioral programs, recording observations, completing session notes, and reporting questions
School Psychologist
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- School evaluation specialist reviewing referrals, conducting psychoeducational testing, writing reports, and explaining findings during eligibility discussions
Senior Behavior Analyst (BCBA)
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- Senior behavior analyst assessing complex cases, supervising staff, coaching colleagues, and reviewing other analysts’ treatment plans
Start with the work
What should you settle before you hire?
Behavioral health and ABA titles can cover different work. One opening may involve assessment, therapy, behavior-plan design, direct sessions, caregiver coaching, data review, or supervision. The position template lists titles and counts. This guide helps you distinguish the work behind them before interviews begin.
An independently licensed behavioral health clinician may assess, diagnose within license scope, create treatment plans, provide therapy, and supervise when your model permits. A supervised clinician may deliver assigned services with review. Define which decisions need review, who records it, and who signs the final clinical documentation.
ABA roles also separate by task. One professional may design programs, review data, train staff, and approve documented changes. Another may run sessions from a written plan. Direct work includes preparing materials, teaching activities, recording responses, reporting barriers, and speaking with caregivers. Clarify travel, home sessions, school schedules, and late-day appointments.
Ask for evidence
What should you check before an offer?
Independent practice authority. Ask which active state license the candidate holds and which duties they completed without another clinician’s sign-off. A useful answer separates independent work from supervised work and names the records they signed. Behavior-plan changes. Ask for a de-identified example of data reviewed, an objective changed, and the reason for the change.
- Listen for who approved it, how staff received instruction, and when later data were reviewed.
- Direct-session work. Ask how the candidate prepares materials, follows prompting or teaching procedures, records responses, and handles a refusal or changed family routine. Look for adherence to the plan and a clear route for reporting concerns.
- Documentation. Ask which assessments, progress notes, treatment plans, reassessments, or behavior records the candidate completed. Ask what they did when a note did not support the service delivered. Useful evidence includes correction, communication, and review.
- Supervision. Ask how the candidate observes sessions, documents contact, gives feedback, and responds when staff depart from a written plan. Approving timecards or building schedules is not the same as clinical or behavior-program supervision.
- Week-to-week fit. Ask about client ages, communication needs, caregiver participation, travel, individual or group sessions, cancellations, and documentation timing. Strong answers describe what changed during a real workweek and how the candidate responded.
Different backgrounds, different fit
Where does relevant experience come from?
We speak with clinicians from outpatient practices, community programs, school-linked services, residential programs, autism service providers, integrated care settings, and private practices. People may consider a move after a supervision change, a different case mix, or a schedule that no longer fits personal obligations.
For ABA searches, source pools include center-based, home-based, school-based, and adult-service programs. Each background can fit your opening. It changes the interview discussion around caregiver access, travel, materials, cancellations, staff oversight, and control of the daily calendar.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is treating related credentials as permission for identical work. Match assigned duties to the active license or certification, supervision status, and your internal policies. Another is leaving supervision vague. State who reviews work, which decisions need review, how contact is documented, and whether the hire may supervise others.
Discussing caseload volume without the session pattern. Cover evening appointments, school-day availability, travel, caregiver presence, cancellations, records, and team meetings.
Put it to work
What are the next steps?
Tell us what the hire decides alone, what another clinician reviews, and whether the role includes therapy, assessment, program design, direct sessions, or supervision. We screen credentials, work history, and fit through questions about sessions, records, data, plans, supervision, and communication.
Define the work boundary
Include setting, population, schedule, records, and caregiver contact.
Review work evidence
Your team completes its own credentialing and clinical assessment before making a hiring decision.
Compare finalists against the week
Use the actual work pattern in final interviews. Discuss locations, family contact, record or data review, meetings, and documentation timing. This exposes scope and schedule differences before an offer.
How can we test caregiver-coaching experience in an interview?
Ask for a de-identified example of a caregiver goal, what the clinician taught, and how they checked whether it could be used at home. Useful evidence includes a change after the family described a practical barrier. A general statement about family communication is not enough.
How do we decide whether this opening needs independent licensure?
Start with the decisions the person must make without another clinician’s review. If the role includes assessment, diagnosis where license scope permits, treatment-plan approval, or clinical supervision, confirm the license your model needs.
What should we define before opening an ABA search?
State whether the hire designs programs, reviews data, supervises implementation, trains caregivers, or delivers sessions from another person’s plan. Describe service locations and how travel, cancellations, notes, and family attendance shape the day.
Can one opening combine therapy and ABA duties?
It can, when you separate duties tied to clinical licensure from duties tied to ABA certification, training, or supervision. Review whether the schedule leaves time for sessions, notes, data review, team communication, and oversight. State who may approve clinical and behavior-plan changes.
What shows that a candidate has supervised staff rather than managed schedules?
Ask whether they observed direct sessions, reviewed clinical or behavior data, documented supervision, and gave feedback tied to a written plan. Ask who could change the plan and how they addressed repeated departures from it.
How can Healthcare Headhunters help with this hire?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
If you are adding behavioral health or ABA staff, tell us what the person must do during a normal week. We will frame the search around license scope, certification, setting, supervision, and daily work.
Healthcare Headhunters recruits permanent hires on a contingency basis. No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Keep the hiring brief connected
Behavioral Health & ABA Clinicians hub
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