Behavioral Health Leadership & Licensed 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 leaders and licensed clinicians who can handle the decisions, documentation, supervision, and direct patient work in your program.
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?
This role family includes executives, clinical directors, supervisors, and licensed clinicians. Their daily work differs. A director may review charts, address safety events, coach supervisors, and respond to survey findings. A licensed clinician may assess patients, provide therapy, update treatment plans, document sessions, and coordinate referrals.
We define the setting, population, reporting line, on-call duties, payer work, and decision authority before we search.
What did they document? Who acted? Who needed to approve the decision? We listen for a clear sequence and limits of authority.
Separate hands-on care from supervision. We ask about assessments, sessions, treatment plans and referrals. For residential or inpatient work, we ask how they shared changes with the team and recorded them.
What do we check before you see anyone?
License and public standing. Where the role calls for a license, we review the applicable state clinical license, active standing with the relevant professional board, and public discipline or restrictions that may affect credentialing or privileges. Your team completes final credentialing and clinical assessment.
- Daily work and authority. We ask how the candidate divides time among direct care, chart review, supervision, program administration, and payer communication. We ask which decisions they made independently, which needed approval, and who handled unresolved concerns after hours.
- Documentation and survey work. We ask what records the candidate completed or reviewed during accreditation visits, state inspections, internal audits, or active site visits. We ask about a finding, the correction, the assigned owner, and how the candidate checked the record later.
- Safety concerns and staff conflict. We use a hypothetical missed handoff, escalating patient behavior, disagreement between staff members, or unclear crisis protocol. We ask what the candidate would document, whom they would notify, and what they would revisit on the next shift.
- Treatment model and supervision. We confirm experience relevant to your model, such as outpatient care, residential addiction treatment, or acute psychiatric inpatient services. We ask how the person reviews clinical work, gives corrective feedback, and responds when documentation problems continue.
- Payer and authorization duties. If the position handles concurrent reviews, clinical authorizations, denials, or reimbursement support, we ask what the candidate personally prepared and discussed. Knowing payer terminology differs from presenting a record to a reviewer or correcting a denied request.
Where do we find them, and why would they move?
We recruit from psychiatric departments in hospital systems, specialized private residential centers, mid-sized outpatient group practices, community behavioral health providers, and related care organizations. Hospital-based candidates may know formal reporting structures and survey preparation. Practice leaders may have handled scheduling, documentation review, and clinician coaching with fewer internal support roles.
People consider a move for specific reasons. A leader may seek clearer authority, a different treatment model, less payer work, or a defined supervisory role. We ask why each person is open to a conversation and what they want in their next position.
Which mistakes stall the search?
A common mistake is promoting a strong therapist into a director search without testing chart review, corrective coaching, staff accountability, and program-level decisions. Another is using the same interview questions for a clinician, supervisor, and executive when their authority and shift duties differ.
Waiting until the offer stage to explain on-call duties, payer tasks, safety-event authority, or the balance between direct care and administration.
How would we run the search for this opening?
Tell us who the hire supervises, where care occurs, which license fits, and which decisions belong to the role. Compare finalists against the same written scope. A clinician may want another patient population, more direct care, or a schedule that fits family needs.
Define the job
We turn those details into a candidate brief and practical interview questions.
Test judgment
During interviews, use a hypothetical chart finding, safety issue, staff conflict, or authorization question based on work your team performs.
Make the offer
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.
Every title in Behavioral Health Leadership & Licensed Clinicians
- Behavioral Health Medical Director
- Chief Clinical Officer (Behavioral Health)
- Executive Director, Treatment Center
- Clinical Director (Behavioral Health / Addiction)
- Program Director (Residential, PHP, IOP)
- Director of Behavioral Health Services (Hospital)
- Director of Psychiatric Nursing / Psych Unit Nurse Manager
- Licensed Clinical Psychologist
- LCSW Clinical Supervisor
- LMHC / LPC Clinical Supervisor
- Addiction Counselor Supervisor (LCADC / LADC)
- BCBA Clinical Director
- Utilization Review Director (Behavioral Health)
- Assistant Clinical Director, Behavioral Health
How do we decide whether we need a clinical leader or a licensed clinician?
Start with the work lacking an owner. If supervision, chart review, staff decisions, and program accountability are the gap, you may need a leader. If caseload coverage, assessments, therapy, and documentation are the gap, a licensed clinician may fit. Ask the leader about a chart problem, staff dispute or patient safety concern.
Does every candidate need experience in our exact treatment setting?
Not always: some skills transfer, but direct setting experience may matter for supervision structure, safety protocols, documentation expectations, and payer duties.
How should we respond if a finalist receives a counteroffer?
Ask why the person considered leaving before discussing the counteroffer. A concern about authority, schedule, advancement, treatment model, or payer work may remain after a pay increase. Explain the role’s actual scope, reporting line, and decision rights.
What do you review before presenting a candidate?
We screen work history, applicable state license status, public board information, and the candidate’s account of relevant duties. You conduct references, credentialing, clinical assessment, and final hiring review.
Can you help if we need coverage before a permanent hire starts?
We arrange locum tenens, travel and contract coverage 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 us which behavioral health role you need, what happens on a normal shift, and where accountability is unclear.
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.
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.