Senior Behavior Analyst (BCBA) Recruiters

What do we check before you see anyone?

Certification and license: Is BCBA certification current, and does the candidate hold the applicable state license where required? We screen credential status and work history. You complete your own credentialing and clinical assessment before assigning responsibilities. Assessment reasoning: “Describe a case where initial findings did not explain the observed behavior.”

• Listen for how the candidate checked records, gathered further observations, considered limitations, and explained the basis for changing the assessment approach.
• Plan review: “What would you examine before approving another analyst’s behavior plan?” Useful answers address measurable goals, assessment support, practical implementation, data collection, and how staff would recognize that a review is needed.
• Supervision: “How do you respond when a technician describes one procedure but demonstrates another?” Look for direct observation, specific feedback, practice, follow-up checks, and documentation rather than a reminder to read the plan.
• Caregiver collaboration: “What do you do when a caregiver cannot carry out the proposed routine?” Strong answers explore practical barriers, clarify shared goals, and explain how proposed changes would be reviewed rather than assigning blame.
• Clinical workload: “How do you keep case reviews current while supervising staff?” Ask for a concrete scheduling method, overdue-review checks, and an example of escalating a workload conflict before documentation or supervision falls behind.

Which mistakes stall the search?

A common mistake is treating years certified as proof of leadership. Ask what decisions the candidate owned, whose work they reviewed, and how they responded when clinical opinions differed. Another is advertising a reduced caseload without defining the remaining duties. State whether supervision, plan review, caregiver meetings, and direct observations count toward the expected workload.