Licensed Clinical Psychologist Recruiters
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This is what we do all day: recruit healthcare professionals.
Hire a licensed clinical psychologist who can perform the assessments, documentation, and team consultation your program needs.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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- Psychologist
- Neuropsychologist
- PsyD
- PhD
What does this hire really come down to?
A psychology hire can change how referrals move through your program. You may need testing reports completed before treatment planning, therapy alongside evaluations, or consultation for other clinicians. We define the actual week before presenting candidates: referral types, assessment batteries, report deadlines, therapy expectations, supervision duties, and payer credentialing steps.
That prevents a strong therapist from being hired into a testing-heavy position, or an assessment specialist from inheriting a therapy caseload they did not expect.
First decide whether this seat is assessment-led, therapy-led, or genuinely mixed. Ask who receives referrals, who scores tests, who writes integrated reports, and who explains findings to patients or families.
Then separate independent practice from your internal process. An active state license and EPPP history support independent practice, but payer enrollment, site credentialing, documentation review, and clinical assessment remain your decisions. We ask candidates how they organized a testing day, handled incomplete collateral records, revised an unclear referral question, and communicated conclusions to the rest of the care team.
What do we check before you see anyone?
Active state license and EPPP. We screen for a current license in the state where you need practice and confirm the candidate’s EPPP background. You complete final license verification, credentialing, and clinical review before hire. Assessment and testing. We ask which instruments the psychologist administered, scored, interpreted, and reported on directly.
- We also ask whether they selected batteries from the referral question or worked from a fixed protocol.
- Population focus. We identify the age groups and presenting concerns the person has worked with. A candidate experienced with adults may not have comparable preparation for pediatric, geriatric, forensic, rehabilitation, or neuropsychology referrals.
- Report writing and records. We ask how the clinician turns interviews, test data, collateral information, and observations into a usable report. Discuss expected turnaround, templates, corrections, and who reviews reports before release.
- Therapy and consultation scope. If therapy is part of the job, we ask about caseload structure, session type, and consultation with psychiatrists, therapists, physicians, schools, or case managers. This avoids assuming testing experience equals therapy interest.
- Supervision and delegation. If the role supervises postdocs, trainees, psychometrists, or master’s-level staff, we ask what the candidate reviewed, what they signed, and how they gave feedback. Clarify authority before interviews begin.
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 recruit from postdoctoral training pools and psychology departments within federal and hospital settings. These clinicians may be considering a move when their current role offers limited testing variety, little control over scheduling, a research-heavy workload, or a different patient mix than they want long term.
Some candidates want a private outpatient or multispecialty setting after academic or federal work. Your opportunity is clearer when you state the referral volume, available test materials, report support, therapy split, supervision scope, and who makes final clinical decisions.
Which mistakes stall the search?
A common mistake is interviewing only for therapy skill when the open work is diagnostic testing, scoring, interpretation, and report writing. Another is leaving the testing-to-therapy split vague, then discovering late that the finalist wants a different workweek. A neuropsychology focus may call for a different background than general outpatient diagnostic work.
Assuming a license settles payer enrollment, internal credentialing, supervision authority, or the scope of work you will assign.
How would we run the search for this opening?
List the expected evaluations, report types, therapy sessions, consultation meetings, and administrative tasks. Name the referral populations, instruments, software, scoring support, and report format. Give finalists realistic hypothetical situations, such as an incomplete referral packet or conflicting test results. Others want hospital-based consultation after a narrower practice.
Map the workweek
Identify which work has a firm deadline and who covers referrals when the psychologist is out.
Set the assessment scope
Decide whether the psychologist may choose a battery or must follow an established process.
Interview against the role
Ask what information they would seek, how they would document limits, and whom they would consult.
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.
Where this search connects
Behavioral Health Leadership & Licensed Clinicians
SpecialtyBehavioral Health & Addiction Treatment
SettingPE-Backed Healthcare Platforms
SettingBehavioral Health Medical Director
Related roleExecutive Director, Treatment Center
Related roleClinical Director (Behavioral Health / Addiction)
Related roleProgram Director (Residential, PHP, IOP)
Related roleNational median annual wage. SOC 19-3033, Clinical and Counseling Psychologists.
BLS reports Clinical and Counseling Psychologists as one occupation. It does not publish a separate estimate for Licensed Clinical Psychologist, its setting or its engagement terms.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
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Can you recruit a neuropsychologist instead of a general psychologist?
Yes: a neuropsychologist is a more specific search focus and should be defined by your referral population and expected assessment work. We will ask about training, testing history, report experience, and the state license needed for your location. A PhD, PsyD, psychologist, or neuropsychologist title alone does not answer that question.
Do you recruit psychologists for testing-only positions?
Yes: we can focus the search on assessment-led work, including diagnostic evaluations, psychometric testing, interpretation, and report writing. Tell us whether therapy, consultation, or supervision is also part of the role.
What should we decide before interviews start?
Decide the patient population, testing and therapy split, supervision duties, documentation expectations, schedule, and payer credentialing process. Candidates can judge the role more accurately when those points are clear.
Can a licensed psychologist bill immediately after hire?
Independent state licensure does not replace your payer enrollment or internal credentialing process. You should confirm with each payer and your credentialing team when the clinician may bill under your arrangements.
How does your permanent placement fee work?
No upfront fee. 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 what referrals are waiting, what testing work must be done, and how the psychologist will spend a normal week. We will screen for that work, credentials, history, and fit.
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.
Which other positions in this family should you consider?
Director of Psychiatric Nursing / Psych Unit Nurse Manager · LCSW Clinical Supervisor
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
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.