Licensed Professional Counselor (LPC, LMHC, LPCC, Mental Health Counselor) Recruiters
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.
Hire a state-licensed counselor whose real caseload work matches your patients, supervision model, and note expectations.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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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.
- LPC
- LMHC
- LPCC
- Mental Health Counselor
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
An LPC, LMHC, LPCC, or Mental Health Counselor can hold the right license and still suit a different practice. We recruit permanent counselors by asking about the work between intake, therapy sessions, notes, referrals, and follow-up. Start with the gap this opening must cover.
No upfront fee. You pay only if you hire.
A counselor working with adolescents may need to build rapport with reluctant patients, document family contact under your policies, and discuss missed sessions. A counselor serving people with serious mental illness may spend more time on intake assessments, outside referrals, and coordination with other providers.
Tell us who reviews treatment plans, which notes need signoff, how quickly notes must be closed, and what happens when safety concerns arise. We use those facts to screen candidates, while you retain credentialing and clinical assessment decisions.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What do we check before you see anyone?
State license and practice status. We screen for an active license in your state or a realistic route to licensure there. We ask about restrictions, public disciplinary history, issuance date, independent status, and pending board matters. Your organization completes its own license verification and credentialing review.
- Population experience. We ask candidates to describe their adolescent, trauma, or serious mental illness caseload without disclosing protected information. We ask who they treated, what made engagement difficult, when they sought consultation, and which referrals or care transitions occurred most often.
- Modality used in sessions. CBT, DBT, and trauma-informed approaches can look different from one practice to another. We ask how the counselor structured sessions, taught skills, tracked treatment goals, and responded when a patient did not engage with the planned approach.
- Documentation habits. We ask when notes were completed, what supported the diagnosis and treatment plan, and how late documentation was addressed. EHR familiarity matters, but clear records, accurate session details, and consistent follow-through matter more when your team reviews notes or submits claims.
- Supervision and scope. Some counselors need board-approved supervision while others practice independently. We ask who supervised prior work, which tasks required signoff, and whether the candidate’s current status matches your available supervisors, internal review process, and billing approach.
- Professional development. NCC is a plus, not a universal legal condition. We ask about consultation, continuing education, and lessons from difficult cases. This separates a list of certificates from a counselor who can explain how they make decisions in practice.
Where do we find them, and why would they move?
We speak with counselors from outpatient practices, treatment centers, and community mental health organizations. A move may reflect interest in a narrower population, a different schedule, independent practice, or another supervision structure. We ask about the reason directly before presenting a candidate.
Counseling graduate programs are another source for emerging clinicians with relevant practicum work. We present those limits clearly.
Which mistakes stall the search?
A common mistake is hiring from a license title alone. A licensed counselor may have worked mainly with adults when your opening centers on adolescents, family contact, and school-related stressors. Another is waiting until the final interview to discuss notes. Ask when records are closed, what follows a missed appointment, and who reviews incomplete treatment plans.
Assuming every supervisor can oversee every counselor. Confirm license status, board rules, available supervision, and internal signoff duties before extending an offer.
How would we run the search for this opening?
Tell us the main population, intake volume, session mix, schedule, supervision structure, documentation deadlines, and therapy approaches used by your team. We screen credentials, work history, reasons for moving, population exposure, and work fit. We coordinate interviews and offer discussions for permanent contingency placement.
Describe the opening
We also ask which work is currently falling to other counselors or managers.
Review screened counselors
You select interviews and conduct your own clinical assessment, references, credentialing, and final license review.
Complete a permanent 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.
Where this search connects
National median annual wage. SOC 21-1018, Substance Abuse, Behavioral Disorder, and Mental Health Counselors.
The published occupation matches Licensed Professional Counselor (LPC, LMHC, LPCC, Mental Health Counselor). BLS wages are not a specific employer offer.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
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How do LPC, LMHC, LPCC, and Mental Health Counselor titles differ?
Titles and permitted practice vary by state, so we begin with the license needed for your opening. We then compare independent status, supervision history, and patient work rather than treating titles as interchangeable. Define independent-practice status before interviews begin. For these searches, we discuss supervision, license progression, documentation habits, and the difference between classroom preparation and carrying an outpatient caseload.
Can you find counselors with adolescent, trauma, or SMI experience?
Yes, when you define the population and duties behind the opening. We ask about caseload mix, intake work, family contact, safety discussions, referrals, and the approaches used during therapy.
How do you assess whether a counteroffer resolves caseload and supervision concerns?
We discuss reasons for moving before interviews and revisit them before an offer. If a counteroffer appears, we ask whether it addresses the schedule, caseload, supervision, compensation, or growth concern behind the search.
Is there an upfront recruiting fee?
No: no upfront fee. You pay only if you hire. The written agreement documents the fee and replacement terms for the search.
Can you help with contract or per diem coverage?
Yes, on request. For locum, travel, or contract work, terms, licensing, credentialing, and malpractice arrangements are confirmed before anyone starts.
What should you send us about this role?
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 us what your counselor handles during a normal week. We will build the search around the state license, population, supervision, and documentation work your practice needs.
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.
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.
Which other positions in this family should you consider?
Licensed Clinical Social Worker (LCSW, Therapist) · Licensed Marriage & Family Therapist (LMFT)
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What are the replacement terms?
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. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.