School Psychologist 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 school psychologist who can move referrals from questions to well-supported IEP eligibility discussions.
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.
- School Psych
- Educational Psychologist
- NCSP
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?
Testing backlogs can delay reports, meetings, and classroom planning. You need a psychologist who can review a referral, gather useful information, complete psychoeducational evaluations, and explain the findings clearly to the team. The workday reaches beyond administering assessments. We ask how candidates decide what information already addresses the referral question and what further evaluation may be useful.
Good reports connect data to decisions staff can make. We ask how a candidate would explain uneven cognitive and academic results to a parent and teacher. Strong answers use plain language, describe limits in the data, and connect findings to the stated concern. Quick testing has limited value when the team cannot use the report.
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?
Confirm current state school psychologist certification. We ask which state issued it, whether it remains active, and whether the candidate can provide documentation for your review. Your district completes its own credentialing process before hiring. Review psychoeducational evaluation experience. We ask about referral review, cognitive and academic testing, observations, interviews, scoring, report writing, and IEP eligibility participation.
- We also clarify which parts of the evaluation the candidate completed independently.
- Ask about test-selection judgment. If a referral involves reading concerns, language factors, and inconsistent classroom performance, we ask what information the candidate would gather before choosing measures. The answer should show more than reliance on one score.
- Discuss report writing. We ask how candidates state findings, describe limits, and connect results to classroom strategies. If your process permits it, a redacted report sample can show whether recommendations address the referral rather than repeat general phrases.
- Explore difficult eligibility meetings. We ask how the candidate responds when a family member or staff member questions the findings. We look for accurate explanations, respectful documentation of concerns, and clear boundaries around the psychologist’s role in a team decision.
- Ask about NCSP when it matters to your district. NCSP is a plus, not a substitute for state certification where certification is needed. A candidate without NCSP may still bring substantial school-based evaluation experience.
Where do we find them, and why would they move?
We recruit from school districts and school psychology graduate and internship programs. District-based psychologists may explore a move for a different age group, fewer buildings, less travel, clearer supervision, or better access to assessment materials. We ask why they are considering a change instead of assuming the reason.
Graduate and internship sources can bring current training and supervised school experience. Some may need closer support with independent case management, local procedures, report review, or disputed eligibility meetings. We present that background clearly so you can judge the support your team can provide.
Which mistakes stall the search?
A common mistake is hiring on testing volume alone. Ask how the candidate manages referral intake, family contact, report deadlines, and the discussion that follows an eligibility decision. Another is assuming a new graduate can manage every case without support. Clarify who reviews reports, answers procedural questions, and attends difficult meetings when needed.
Waiting until final interviews to explain grade levels, buildings, travel, assessment tools, backlog, and meeting expectations. Those details shape whether the assignment fits.
How would we run the search for this opening?
Tell us the grades, buildings, travel, evaluation backlog, assessment tools, and meeting calendar. We screen state certification, evaluation history, IEP eligibility experience, and NCSP status when relevant. Use finalist interviews to discuss choices the person will face. State whether the role centers on evaluations, consultation, crisis response, or a mix.
Map the assignment
We use those facts when discussing comparable work with candidates.
Screen the evaluation work
We ask candidates to walk through a referral from the first concern through the report and team meeting. Your team makes the credentialing and clinical assessment decisions.
Interview for decisions
Ask what they would do if teacher data, parent concerns, and standardized results point in different directions. After references, present the reporting structure, assignment, and available support clearly.
Where this search connects
Behavioral Health & ABA Clinicians
SpecialtyLicensed Clinical Social Worker (LCSW, Therapist)
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Related roleNational median annual wage. SOC 19-3034, School Psychologists.
The published occupation matches School Psychologist. 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 you screen psychoeducational evaluation experience?
We ask about referral intake, test selection, observations, scoring, report writing, and IEP eligibility meetings. We also ask how candidates explain findings when test results, teacher reports, and family concerns do not fully agree. A school psychologist may review classroom data, observe a student, interview teachers and families, select measures, score results, write reports, and join IEP eligibility meetings.
What should we define before starting a school psychologist search?
Describe grade levels, sites, student groups, travel, evaluation duties, meeting schedules, and backlog. Identify assessment platforms, report formats, and available supervision. Those details separate a single-building role from an assignment covering several schools.
Is NCSP needed for every school psychologist hire?
No: state school psychologist certification is the credential supplied for verification. NCSP is a plus, and your district should confirm its own credentialing standards and preferences.
Can you help with interim coverage before a permanent hire?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
How does payment work for a permanent hire?
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 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 where the psychologist will work, what evaluations are waiting, and what support the role includes. Healthcare Headhunters will screen credentials, work history, and fit for your hiring decision.
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?
Registered Behavior Technician (RBT, ABA Therapist) · Behavioral Health Technician (Mental Health Tech, Psychiatric Technician)
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 if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
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.