Psychiatrist, Community Mental Health Center (CCBHC)
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 a CCBHC psychiatrist who can make prescribing decisions, guide other prescribers, and document care that fits your service model.
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?
This combined role often moves from psychiatric evaluations to medication follow-ups, addiction-treatment questions, case consultation, telepsychiatry, and chart review. Before we recruit, we need to know which decisions belong to the psychiatrist, advanced practice providers, therapists, nurses, and program leadership.
A CCBHC psychiatrist may assess a patient whose mood symptoms, psychosis, substance use, trauma history, missed appointments, and unstable housing affect the treatment plan.
The interview should also clarify authority. Define who handles refills, laboratory results, prescription monitoring review, urgent calls, medication exceptions, and psychiatric consultation. A physician leaving hospital employment or private practice may want clearer supervision duties, a different call pattern, or more time for team decisions.
What do we check before you see anyone?
Confirm an active physician license in the state of practice. For telepsychiatry across state lines, ask where the candidate is licensed and whether Interstate Medical Licensure Compact participation applies. We screen the history; you complete credentialing and licensing decisions. Review American Board of Psychiatry and Neurology certification or board eligibility under your hiring policy.
- Then ask about a diagnostic reassessment that changed a medication plan. The answer should show what new facts mattered and how the physician documented the change.
- Ask about American Society of Addiction Medicine criteria if your CCBHC assesses substance use treatment needs. For example, ask what information the physician would gather when outpatient care appears unsafe or insufficient. Listen for an orderly assessment, not a memorized phrase.
- Discuss medication-assisted treatment and controlled-substance duties when they are part of your program. Ask who reviewed toxicology findings, prescription monitoring data, refill requests, and exceptions. DEA registration and state rules must match the work you assign.
- Test team consultation with a realistic handoff. Ask what the psychiatrist does when a therapist reports worsening symptoms, a nurse notes missed doses, and a case manager cannot reach the patient. Look for a defined next question and respect for each role.
- Clarify direct visits, telepsychiatry, case review, and advanced practice provider supervision. Ask how the candidate separates consultation from direct prescribing responsibility. This avoids confusion when another clinician follows the patient between psychiatrist visits.
Where do we find them, and why would they move?
We recruit from state psychiatric hospitals, community behavioral health networks, outpatient addiction programs, and public-service clinics. These physicians may have experience with medication follow-up, care coordination, public-funding documentation, and consultation with social-service teams. We also speak with community psychiatry trainees and experienced psychiatrists considering a change from hospital systems or private practice.
A candidate may seek a more defined leadership role, less call, stronger administrative support, or a different patient mix. We ask whether your actual schedule supports that reason for moving.
Which mistakes stall the search?
A common mistake is using publications or fellowship training as a substitute for questions about refills, chart review, supervision, and same-day consultation. Another is waiting until late interviews to disclose panel expectations, direct-visit time, call coverage, and who signs orders or reviews charts.
Asking only whether the physician works well with others instead of testing a disagreement about a requested medication change.
How would we run the search for this opening?
Tell us how the physician’s time divides among evaluations, medication visits, telepsychiatry, meetings, supervision, documentation review, and after-hours coverage. We review credentials, work history, practice setting, and stated interest. You choose the psychiatrist and complete your reference process, credentialing, and clinical assessment.
Describe the weekly work
We use that detail to present the role accurately and screen for relevant experience.
Test the decisions
Your clinical leaders then assess judgment with cases that reflect your services, such as an incomplete history, a missed follow-up, or a consultation request from another prescriber.
Select the physician
Healthcare Headhunters provides permanent contingency placement with 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.
The role and the setting
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Can telepsychiatry be part of this position?
Yes, if the physician holds suitable licensure where patients receive care and your organization approves the arrangement. We ask about remote-care experience and practice locations; you confirm licensing, credentialing, malpractice arrangements, and operating terms before work begins. Ask how the physician gathers missing history, revises a diagnosis, explains a medication decision, and records the basis for that decision.
Must this psychiatrist hold ABPN certification?
Your hiring policy, payer arrangements, and medical-staff rules determine that decision. We can screen for American Board of Psychiatry and Neurology certification, board eligibility, training, and relevant practice history.
How should we assess addiction-treatment experience?
Ask about the services you provide, not just whether the physician has treated substance use disorders. Discuss ASAM criteria, medication-assisted treatment, controlled-substance documentation, counseling consultation, and referral decisions.
What supervision details should we disclose?
State which advanced practice providers the psychiatrist supervises, how chart review works, and when consultation is available. Explain whether the psychiatrist changes treatment plans directly or advises another prescriber.
What if we also need short-term coverage?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem placement adds a clinician to your own pool, rather than covering separate shifts.
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 who makes medication, supervision, addiction-treatment, and after-hours decisions in your CCBHC. We will recruit psychiatrists whose background and stated interests match that work.
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 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.