Licensed Marriage & Family Therapist (LMFT) Recruiters
When family sessions stall around parental conflict, you need an LMFT who can work with the whole system and document that work clearly.
No upfront fee. You pay only if you hire.
Need someone now? Call 954-738-4689.
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- LMFT
- Marriage and Family Therapist
What does this hire really come down to?
An LMFT may handle couples, family, and youth cases in one day. We ask what happens between intake, sessions, notes, consultation, and a guardian concern so you can judge the real match.
A strong interview separates family-systems practice from individual therapy delivered with relatives in the room. Ask how the clinician maps alliances, recurring arguments, and differing goals. Then ask how that view changes the next session when one parent disengages or a teenager refuses to participate.
The work also involves decisions outside the session. An LMFT may need to complete notes, coordinate with psychiatry or social work, and respond to a concern raised by a guardian. Your clinical leaders should assess judgment in those moments, while you assess schedule, caseload, and communication fit.
What do we ask candidates about?
- State LMFT license. We screen for a current state-issued LMFT license and ask where the clinician has practiced. Your team completes its own credentialing and confirms that the license matches the duties of the opening.
- Family systems and couples work. We ask for a specific example of a family or couples case, including who attended, what patterns emerged, and how the therapist kept one voice from taking over the session.
- Child and adolescent caseload. We ask how much of the clinician’s recent work involved children or adolescents. We also discuss guardian participation, school-related concerns, and how they adapted communication for the youth’s age.
- High-conflict parental dynamics. We ask what the clinician does when parents dispute the purpose of therapy, challenge each other in session, or seek separate contact. Their answer should show boundaries and clear documentation.
- Crisis and policy awareness. We ask how the therapist recognized a concerning change in an adolescent or a volatile guardian interaction, who they contacted, and how they followed the organization’s established process.
- Documentation and team communication. We ask about HIPAA-compliant electronic health records, note completion, and consultations with psychiatry, nursing, case management, or administrative staff. This reveals whether the clinician can turn a session into usable information for colleagues.
We discuss experience and qualifications. Your team assesses clinical ability and completes the credential checks before hiring.
Where do we look, and why would they move?
We recruit from outpatient practices, adolescent programs, and treatment centers. An outpatient clinician may consider a move when they want more family or couples work than an individual-heavy caseload provides. An adolescent-program therapist may seek a role with a different mix of youth, parents, and scheduled sessions.
Private-practice experience can also translate well when the clinician wants steadier referrals, peer consultation, or a defined team structure. We do not assume why someone is open to a move. We ask about caseload mix, pay structure, schedule, supervision history, and the work they want next.
Which mistakes stall the search?
Hiring from a résumé that lists family therapy without asking who attended sessions, how conflict was handled, and what the clinician documented afterward.
Treating youth experience as interchangeable with adult couples work, then discovering the therapist has limited practice involving guardians or adolescent engagement.
Waiting until the final interview to explain note expectations, referral sources, consultation routines, and the split between family, couples, and individual appointments.
How does your search work?
Tell us who you need
We ask about the job, your team, the requirements and what you can offer.
We find and contact people
We research suitable backgrounds and speak with candidates about their experience and interest.
You meet the strongest candidates
We explain why we recommend each person and arrange introductions for your interviews.
We help you complete the hire
We help with feedback, the offer, notice and practical questions before the start.
Tell us the job, setting and location. We will discuss your requirements and the terms before a search begins.
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 & ABA Clinicians
SpecialtyLicensed Clinical Social Worker (LCSW, Therapist)
Related roleLicensed Professional Counselor (LPC, LMHC, LPCC, Mental Health Counselor)
Related roleLicensed Addiction Counselor (LADC, LCADC, CADC, Substance Use Counselor)
Related roleBoard Certified Behavior Analyst (BCBA)
Related roleNational median annual wage. SOC 21-1013, Marriage and Family Therapists.
The published occupation matches Licensed Marriage & Family Therapist (LMFT). 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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What do employers ask us?
How long does an LMFT search take?
Timing depends on your location, compensation, schedule, caseload mix, and interview availability. A role that combines adolescent cases with frequent family sessions may draw a narrower pool than a general outpatient opening. Quick feedback helps keep candidates informed without rushing your clinical review.
Should we ask about counteroffers?
Yes: we ask what is prompting the search and whether a current employer may respond with more pay, a schedule change, or a revised caseload. A candidate may still move if the new role better matches their family-systems focus, team structure, or long-term work preferences.
Can you recruit an LMFT who would relocate?
Yes, when relocation is realistic for the candidate. We discuss licensing timing, household considerations, compensation, and the practical details of the location early. You should describe the schedule and local referral mix accurately before an offer.
When do we pay a recruiting fee?
No upfront fee. You pay only if you hire. Before final selection, the written agreement sets the fee and replacement terms for the standard search.
How do you reduce the risk of a late withdrawal?
We ask about current notice obligations, interview timing, other active processes, relocation, and the reasons behind a possible move. We also restate the actual work: family sessions, youth cases, notes, team communication, and schedule. Your direct interview and credentialing review remain essential before an offer.
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.
If you need an LMFT for a defined outpatient, adolescent, or treatment-center role, share the caseload and interview plan. We will begin a permanent contingency search around the work you need done.
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?
Licensed Professional Counselor (LPC, LMHC, LPCC, Mental Health Counselor) · Associate / Pre-Licensed Therapist (LMSW, LPC-A, AMFT, Registered Intern)