LMHC / LPC Clinical Supervisor 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.
Hiring an LMHC or LPC clinical supervisor means finding a licensed counselor who can review clinical decisions, develop staff, and protect time for supervision.
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.
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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?
Healthcare Headhunters recruits for permanent clinical supervisor positions in counseling programs. We start with your service model: who receives care, who needs supervision, and whether the supervisor carries a caseload. Those details separate a workable leadership position from a counselor role with supervisory duties squeezed between appointments.
An experienced therapist is not automatically an effective supervisor. Ask how the candidate reviews a supervisee’s formulation, identifies missing information, and follows up after corrective feedback. A useful answer describes the conversation and the record of it, not simply an open-door approach. You need someone who can distinguish coaching from a performance concern that needs formal action.
Define the supervisor’s authority before recruiting. Can this person adjust assignments, review documentation, address missed supervision, or recommend disciplinary action? If you expect direct care alongside supervision, describe both schedules. Otherwise, candidates cannot judge whether they can meet client commitments while giving less experienced clinicians meaningful attention.
What do we check before you see anyone?
License and supervision eligibility: Which active LMHC or LPC license does the candidate hold? We screen license status and ask about restrictions. You verify the applicable board’s rules for supervising your clinicians, including any supervisor approval or training needed. Case review: Ask, “How would you review a case when the counselor’s notes do not support the stated treatment goals?”
- Look for specific questions, a documented feedback plan, and follow-up on the counselor’s reasoning.
- Risk escalation: Ask, “What would you do if a supervisee brought forward a client safety concern between scheduled supervision sessions?” A useful answer explains availability, escalation through program procedures, and documentation without assuming the supervisor is always reachable.
- Feedback and accountability: Ask, “How have you addressed repeated late notes after initial coaching?” Look for clear expectations, review dates, attention to contributing barriers, and an explanation of when management becomes involved.
- Supervision records: Ask, “How do you track individual and group supervision, attendance, and agreed actions?” Strong answers distinguish supervision records from client records and explain how the candidate checks outstanding items.
- Workload decisions: Ask, “If a client appointment overlaps with a supervisee’s urgent consultation, how would you handle both?” Look for a practical coverage plan and clear communication, rather than a promise to absorb every conflict personally.
Where do we find them, and why would they move?
We look at outpatient counseling practices, community mental health programs, integrated behavioral health services, and residential treatment programs. Each background offers different experience. A practice supervisor may know individual counseling oversight well; a program supervisor may have more exposure to team reviews, referral coordination, and administrative reporting.
Someone may consider moving for clearer decision-making authority, protected supervision time, or a different client population. We discuss those reasons against your position so that a move addresses the candidate’s concern without creating an unresolved mismatch.
Which mistakes stall the search?
A common mistake is treating the license title as proof of supervision eligibility. Check the state’s rules and the clinicians being supervised before describing the position as supporting licensure hours. Another is advertising supervision time without removing other duties. If the person also sees clients, identify which appointments or administrative tasks can move when consultation needs increase.
Hiring only for clinical knowledge. Include a feedback exercise that asks the candidate to address a missed documentation standard with a counselor who disagrees.
How would we run the search for this opening?
Tell us the license needed, client population, supervisee credentials, reporting line, and direct-care expectations. We review credentials, work history, and fit through concrete supervision questions. Use interviews to confirm consultation coverage, documentation expectations, and authority over staff performance. We also clarify whether you need licensure supervision, operational oversight, or both.
Define the assignment
These distinctions shape the search and candidate conversations.
Screen the evidence
We ask candidates to explain their role in case review and staff correction. Your team completes its own credentialing and clinical assessment before making a hiring decision.
Test the working arrangement
Discuss how supervision time appears on the schedule. We compare candidate expectations with your proposed duties before you move toward an offer.
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 21-1018, Substance Abuse, Behavioral Disorder, and Mental Health Counselors.
BLS reports Substance Abuse, Behavioral Disorder, and Mental Health Counselors as one occupation. It does not publish a separate estimate for LMHC / LPC Clinical Supervisor, 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.
Open roles
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Can either an LMHC or LPC supervise our counselors?
That depends on the jurisdiction and the credentials of the counselors being supervised. Verify the applicable board’s eligibility rules rather than treating the titles as interchangeable. We ask what the candidate actually supervised, rather than relying on the employer’s name or title.
Should this supervisor carry a therapy caseload?
A combined role can work when the schedule reflects both assignments. Ask candidates how they would handle consultation interruptions and which duties need backup.
How do we assess supervision without sharing client records?
Use a hypothetical case and a fictional documentation sample. Ask the candidate to explain their questions, feedback, and follow-up.
What separates supervision from program management?
Supervision examines clinical reasoning and practice. Program management may cover staffing, reporting, and performance actions; specify which responsibilities this hire owns.
How should we check a candidate’s feedback style?
Use a role-play involving a counselor who resists correction. Listen for clear expectations, respectful challenge, and a concrete review plan.
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.
Share your supervision structure and counseling services with Healthcare Headhunters. We can help define the permanent search around the decisions this supervisor will actually make.
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 other positions in this family should you consider?
LCSW Clinical Supervisor · Addiction Counselor Supervisor (LCADC / LADC)
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.