Behavioral Health & ABA Clinicians
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 Behavioral Health and ABA clinicians whose daily work fits your caseload, records, and team decisions.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
What does this hire really come down to?
Behavioral Health and ABA clinicians may serve related populations, but their work differs. A licensed behavioral health clinician may assess symptoms, provide therapy, write progress notes, and coordinate with prescribers or case managers. An ABA clinician may observe behavior, collect data, review trends, support caregivers or staff, and work from an established behavior plan within scope.
We recruit for permanent contingency hires. No upfront fee. You pay only if you hire.
A license or credential does not show what happens after the first appointment. We ask about patient ages, service location, treatment model, behavior data, escalation procedures, note deadlines, and supervision. Those answers show whether prior work resembles the decisions in your opening.
Your team completes credentialing and makes the clinical assessment. We screen credentials, work history, and fit before introduction. We also ask why a clinician may move. Schedule, supervision, patient population, travel, compensation, or changed duties may shape that choice.
What do we check before you see anyone?
License, credential, and scope. For roles needing a state license, we verify current status and ask which services the clinician personally delivered. For ABA roles, we confirm the credential you request and whether the candidate provided direct service, programming, or supervision.
- Therapy model or ABA process. We ask behavioral health candidates how they used your primary approach, such as Cognitive Behavioral Therapy. For ABA candidates, we ask how they collected data, reviewed patterns, updated records, and communicated observations within the behavior plan.
- Caseload and escalation history. We compare appointment volume, patient needs, missed-visit follow-up, and escalation experience with your opening. Stable outpatient work may not prepare someone for crisis stabilization or residential duties.
- Documentation and reporting. We ask what belonged in a session note, when notes were due, who reviewed them, and how corrections were handled. This matters when Medicaid, commercial insurance, or government contract reporting shapes the record.
- Team communication. We ask for a specific handoff involving therapists, psychiatrists, direct-care staff, case managers, school personnel, technicians, or caregivers. We want to know what the clinician observed, reported, documented, and changed after feedback.
- Reason for change. We discuss practical reasons without treating one answer as a warning sign. If relocation is involved, we ask about timing, housing, transportation, and local support. You decide whether those details support the hire.
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
We source candidates with backgrounds that reflect the work you need, including community behavioral health programs, outpatient therapy practices, intensive outpatient services, crisis programs, residential treatment, schools, autism service providers, and home-based ABA programs. The right pool depends on your population and where services occur.
Clinicians may explore a move for a different schedule, closer supervision, a new patient group, less travel, or more direct therapy or program work.
Which mistakes stall the search?
A common mistake is using one generic profile for all clinicians. Therapy, assessment, and care-coordination experience differs from ABA data review, program oversight, or technician coaching. Another is waiting until late interviews to explain note deadlines, payer documentation, travel, caregiver contact, after-hours escalation, or who reviews clinical work.
Treating a competing offer or relocation as proof that a candidate will decline. Ask what will shape the decision, then present your actual offer and work structure.
How would we run the search for this opening?
Tell us the discipline, state license or credential sought, patient ages, service location, care model, schedule, note deadlines, and reporting line. We screen credentials, work history, and relevant duties. Use interviews to test choices your team faces. We ask candidates to describe a typical day, a note correction, a team handoff, and an escalation within scope.
Describe the work week
Identify duties that belong to the clinician, technicians, direct-care staff, and supervisors.
Review comparable work
You receive backgrounds that can be compared with your opening.
Interview against real decisions
Ask how a candidate would address missing note details, conflicting behavior data, or a risk concern raised by a colleague. Your clinical leaders make the final clinical assessment.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
Every title in Behavioral Health & ABA Clinicians
- Licensed Clinical Social Worker (LCSW, Therapist)
- Licensed Professional Counselor (LPC, LMHC, LPCC, Mental Health Counselor)
- Licensed Marriage & Family Therapist (LMFT)
- Associate / Pre-Licensed Therapist (LMSW, LPC-A, AMFT, Registered Intern)
- Licensed Addiction Counselor (LADC, LCADC, CADC, Substance Use Counselor)
- Peer Recovery Specialist (Peer Support Specialist)
- Mobile Crisis Clinician (Crisis Counselor)
- Medical Social Worker (MSW, Hospital, Dialysis, Home Health or Hospice Social Worker)
- Board Certified Behavior Analyst (BCBA)
- Board Certified Assistant Behavior Analyst (BCaBA)
- Registered Behavior Technician (RBT, ABA Therapist)
- School Psychologist
- Behavioral Health Technician (Mental Health Tech, Psychiatric Technician)
- Senior Behavior Analyst (BCBA)
- Bilingual Licensed Clinical Social Worker
How should we handle a candidate using a current offer in salary discussions?
Ask what the other offer changes, such as pay, schedule, commute, supervision, caseload, or scope. If you continue, describe your actual offer and work week instead of guessing what will change the decision. We ask whether your role offers the actual duties they want, rather than assuming a new title changes their experience.
How does clinical screening affect the search timeline?
The timeline depends on the license, discipline, schedule, patient population, and service model you need. Clear details remove mismatched interviews early, especially when the role involves a narrow treatment model or location.
What interview questions reveal team communication skills?
Ask for a recent handoff with a prescriber, therapist, case manager, technician, teacher, or caregiver. Follow up on what the candidate observed, communicated, documented, and learned from the other person.
How do we assess a clinician relocating to our area?
Ask about the planned move date, housing, transportation, and local support. Those details help you assess start-date confidence and whether the candidate has considered the practical side of the move.
What is the payment structure for permanent placement?
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. For temporary or other needs, describe the arrangement so we can discuss whether we can help. Licensing, credentialing, malpractice arrangements, and terms 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 which Behavioral Health or ABA role you need to fill. We will begin with the work that clinician must perform.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · Compare recruiting models
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.