Addiction Counselor Supervisor (LCADC / LADC)
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- Addiction counseling supervisor reviewing difficult cases, correcting treatment documentation, supervising counselors, and addressing missed deadlines
Position directory
Behavioral Health Leadership & Licensed 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 program leadership, clinical supervision, assessment, and therapy work before a broad behavioral health title attracts the wrong people.
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 Leadership & Licensed Clinicians
14 positions
14 matching positions
Assistant Clinical Director, Behavioral Health
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- Behavioral health leadership assistant reviewing documentation, coaching clinicians, coordinating case discussions, and covering delegated director duties
BCBA Clinical Director
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- Behavior analysis clinical director reviewing treatment plans, supervising RBTs, addressing family escalations, and overseeing authorization handoffs
Behavioral Health Medical Director
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- Behavioral health physician leader reviewing admissions, advising prescribers, directing medical policy, and responding to clinical escalations
Chief Clinical Officer (Behavioral Health)
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- Behavioral health clinical executive overseeing program standards, supervision, incident review, and service changes across care settings
Clinical Director (Behavioral Health / Addiction)
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- Behavioral health and addiction clinical leader conducting case consultation, chart review, staff supervision, and incident follow-up
Director of Behavioral Health Services (Hospital)
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- Hospital behavioral health department leader coordinating unit leadership, medical staff, finance, staffing decisions, and incident reviews
Director of Psychiatric Nursing / Psych Unit Nurse Manager
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- Psychiatric nursing department director or unit manager overseeing nursing assignments, admissions, medication administration, emergencies, and handoffs
Executive Director, Treatment Center
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- Treatment center executive directing referrals, admissions, staffing expenditure, survey responses, documentation oversight, and owner reporting
LCSW Clinical Supervisor
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- Clinical social work supervisor reviewing cases, documenting supervision, correcting unsafe practice, and coordinating with scheduling managers
Licensed Clinical Psychologist
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- Licensed psychology clinician administering assessments, interpreting testing, preparing reports, providing therapy, and consulting with other clinicians
LMHC / LPC Clinical Supervisor
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- Counseling program clinical supervisor reviewing counselor cases, evaluating treatment goals, documenting feedback, and monitoring clinical reasoning
Program Director (Residential, PHP, IOP)
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- Residential, PHP, and IOP program leader coordinating admissions, staffing assignments, overdue records, discharges, and payer requests
Utilization Review Director (Behavioral Health)
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- Behavioral health review director overseeing care authorization reviews and clinical documentation supporting treatment coverage decisions
Start with the work
What should you settle before you hire?
Behavioral health openings can share license language while assigning very different work. A program leader may review records, address staff issues, and coordinate with medical or operational colleagues. A direct-care clinician may assess referrals, provide therapy, lead groups, manage transitions, and speak with families.
Healthcare Headhunters defines the daily assignment before outreach starts.
Start with the setting and the decisions assigned to the hire. Inpatient work may involve admissions, safety events, discharge planning, and consultation with nursing. Outpatient work may involve intake review, referral matching, note review, and clinician coaching. Community roles can add partner communication, travel, field safety, and agency handoffs.
Separate clinical authority from administrative ownership. An independently licensed clinician may assess and treat patients without managing staff performance. A clinical supervisor may review cases and records while keeping a caseload. We ask what happens during a typical week, not only what title appears on the posting.
Ask for evidence
What should you check before an offer?
License and assigned work. We ask which license is active, where it is active, and which services the person has delivered under it. We also ask how they respond to medication questions, court requests, or referrals outside their role. Your organization verifies licensure, credentials, and privileges before hire.
- Assessment judgment. We ask for a de-identified intake where new information changed the initial plan. A useful answer describes risk questions, collateral information, documentation, consultation, and the resulting care decision. This separates substantive assessment work from routine intake exposure.
- Records and caseload decisions. We ask how the clinician manages sessions, treatment plans, progress notes, missed appointments, and overdue records during the same week. Useful answers name a practical method and explain what happens when documentation competes with patient contact.
- Crisis response. We ask what the candidate does when a patient reports immediate safety concerns, arrives impaired, or declines during a session or group. Useful answers cover assessment, consultation, documentation, handoff, and use of the site's escalation process.
- Supervision and staff action. For leadership searches, we ask how candidates review work without taking over each case. We seek examples involving note review, case consultation, corrective coaching, staff conflict, coverage decisions, and communication with operational leaders.
- Population and format fit. We ask about work with adults, adolescents, families, substance use services, groups, crisis services, or integrated care when relevant. We also ask what the candidate has not done and how they would handle that gap.
Different backgrounds, different fit
Where does relevant experience come from?
We recruit behavioral health leaders and licensed clinicians from outpatient practices, hospitals, residential programs, community mental health organizations, substance use programs, schools, and integrated care settings. Backgrounds may include direct treatment, supervision, program oversight, intake, group work, or care transitions.
People may seek a different population, narrower caseload, clearer supervision, a defined referral process, or added leadership responsibility. Others may return to direct practice after management work. We discuss their reasons to check whether the opening fits their next move.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is combining every operational problem into one clinical opening. A candidate cannot assess the role when it includes supervision, a full caseload, billing disputes, recruiting, and every absence. State which work remains with administration or revenue-cycle staff.
Treating licenses as interchangeable. License type, jurisdiction, independent-practice status, and supervision authority affect assigned duties. Specify the license needed, services delivered, and whether supervision belongs in the role.
Interviewing only for rapport. Ask about a late note, missed risk signal, overloaded group, unsuitable referral, or difficult supervision concern. The sequence of actions offers better evidence than a general conversation about communication.
Put it to work
What are the next steps?
We map the setting, population, direct-care duties, supervision duties, reporting line, schedule, license expectations, and decisions owned by the hire. We review work history, credentials, and fit through questions about assessment, records, crisis response, caseload choices, and leadership work. Your interview team can use realistic situations involving a late note, unsafe transition plan, group disruption, supervision concern, or unsuitable referral.
Define the work
When you have several openings, we separate their scopes.
Screen for evidence
You see backgrounds connected to the assignment.
Test local judgment
Your clinical leaders complete the final clinical assessment and credentialing review.
How do we distinguish a behavioral health leader from a senior clinician?
A senior clinician may manage difficult cases and mentor peers without owning staff performance or program operations. A leader commonly carries supervision, clinical review, staffing decisions, workflow choices, and communication across departments. A program leader may own staffing discussions, clinical standards, reporting, and cross-department decisions.
Can one leader keep a caseload while supervising clinicians?
It can work when the caseload, number of supervisees, administrative work, and coverage expectations are clear. It becomes difficult when the leader must absorb every intake, crisis, absence, and documentation issue.
Which license details should we share before outreach starts?
Share the jurisdiction, license type, independent-practice status, and whether the person will supervise others. Identify the services assigned to the role and any preferred certificate.
How can we assess crisis experience without asking for patient details?
Use a de-identified situation and ask for the order of decisions. Ask what risk information the clinician sought, who they consulted, what they documented, and how they arranged the handoff.
What changes when the work centers on groups, substance use care, or family work?
The license review remains important, but the daily work changes. Group roles involve participation, boundaries, and records for several patients.
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.
Tell Healthcare Headhunters what care your program delivers, which decisions belong to the hire, and where the current team needs support.
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 Leadership & Licensed Clinicians hub
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