Behavioral Health & ABA 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 behavioral health and ABA professionals whose license, scope, documentation, and daily decisions match the work you need done.
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.
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.
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?
Behavioral health and ABA searches cover different jobs. A therapist may assess referrals, lead sessions, document risk discussions, and coordinate follow-up. An ABA professional may collect behavior data, review plan delivery, coach staff or caregivers, and report results within authorized scope.
We separate those duties before approaching candidates.
A polished resume can hide a weak match. We ask what the clinician decided during a normal shift: whether to accept a referral, address a safety concern, lead a group, respond to missed visits, or coordinate discharge planning. You can compare those answers with your schedule, supervision structure, charting load, and patient mix.
Do not treat psychotherapy, psychiatry, addiction medicine, and ABA as interchangeable. For leaders, we ask about caseload assignment, overdue notes, staff coaching, and what they do when a clinician needs direction about scope or escalation.
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 LCSW license review. When independent LCSW practice is part of the role, we screen for an active state license and ask where the person practiced independently. Your organization completes credentialing and confirms practice authority for assigned duties. Population and setting match.
- We ask about work with adults, children, families, substance use programs, crisis services, outpatient care, residential programs, inpatient units, and telehealth. Candidates should describe usual referrals, handoffs, and daily decisions rather than list broad populations.
- Modality use. CBT, DBT, or EMDR may matter to your program, but a course on a resume does not prove routine use. We ask how recently the clinician used the modality, what documentation followed, and whether they worked alone or within a treatment team.
- Psychiatry and addiction credentials. If your opening calls for ABPN, ASAM, or ABPM certification, we screen for that credential and discuss its connection to the job. We also ask how the candidate communicated with counseling and medical colleagues around medication-management work.
- MAT familiarity. For substance use openings, we ask what the candidate handled around Medication-Assisted Treatment. Depending on license and scope, the answer may cover counseling, monitoring, documentation, care coordination, or program oversight.
- ABA work pattern. We ask how the candidate used behavior data, reviewed plan delivery, trained others, handled caregiver communication, and responded when recorded results did not match the plan. This separates direct-service experience from supervisory or program-level responsibility.
Where do we find them, and why would they move?
Our source pools include community mental health centers, outpatient practices, Federally Qualified Health Centers, hospital behavioral health departments, residential programs, specialty telehealth organizations, school-linked services, and ABA providers. These backgrounds create different habits around referrals, documentation, teamwork, supervision, and missed appointments.
People may consider a move for a different patient group, fewer evenings, more in-person work, more remote work, clearer supervision, or program leadership. A leader may want authority to revise staffing routines or documentation processes. We ask what change they seek and which tradeoff they will accept.
Which mistakes stall the search?
A common mistake is treating low-volume private-practice work as proof that someone can manage crisis intake, residential turnover, or inpatient coordination. Another is combining ABA, psychotherapy, psychiatry, and addiction duties in one job description without naming who owns each decision.
Choosing by years in practice while skipping questions about recent charting systems, telehealth work, supervision, and the actual caseload handled.
How would we run the search for this opening?
Tell us what happens in a normal week. We build questions around the job. We present candidates against the agreed search. Include patient ages, referral sources, care setting, schedule, charting load, supervision, and the decisions this hire owns. We may ask a therapist about group notes and crisis escalation.
Define the Work
State whether the person conducts therapy, manages medication, oversees a program, delivers ABA services, or supervises others.
Set the Screening Questions
We may ask an ABA candidate how data changed a plan, how they coached staff, or how they handled disagreement about plan delivery.
Review and Decide
You interview, complete clinical assessments and credentialing, and make the 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.
How do behavioral health and ABA searches differ?
Behavioral health searches may center on licensure, therapy modality, psychiatric practice, addiction treatment, or program leadership. ABA searches need a clear discussion of data collection, plan delivery, staff or caregiver coaching, and authorized duties. For ABA candidates, we ask who collects data, reviews progress, trains direct staff, and communicates with caregivers or schools.
How does licensure affect the search?
A role that needs an LCSW or another named license narrows the source pool. We screen the stated credential early, while you perform your own credentialing review and confirm authority for the position.
Can you screen for CBT, DBT, EMDR, or MAT experience?
Yes: we ask where, when, and how the clinician used the modality or worked around MAT services.
How do you assess whether someone can handle our caseload?
We ask about case types, documentation turnaround, referrals, missed visits, group work, and coordination duties. For leaders, we also ask how they assigned work, reviewed backlogs, and addressed staff performance concerns.
What if we need locum, travel, contract, or per diem coverage?
Those options are available on request. Credentialing, licensing and malpractice coverage are confirmed per engagement 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 Healthcare Headhunters what the person does on shift, which license or credential matters, and where prior hires fell short.
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 related pages help you prepare?
- Licensed Clinical Social Worker, FQHC Integrated Behavioral Health Recruiters
- Psychiatric Nurse, Behavioral Health Hospital Recruiters
- How to hire a Behavioral Health & ABA Clinicians team
- How to hire a Behavioral Health Leadership & Licensed Clinicians team
- Behavioral Health & Addiction Treatment Recruiters
- Behavioral health hiring: license, supervision and caseload
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
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.