ABA recruiter — Build stronger clinical teams

It usually comes down to three things. First, the role itself isn't always clearly defined. One organization might use "ABA therapist" to mean an RBT, while another uses it for a Behavior Technician or another direct-care position. When those expectations aren't clear from the start, it's easy to attract the wrong candidates.

The second challenge is team structure. Most successful ABA programs hire BCBAs first, then build their RBT team around the supervision capacity they already have. When that happens in reverse, supervision can quickly become a bottleneck. BACB requirements call for supervision equal to 5% of each RBT's monthly service hours, so every new RBT adds to a BCBA's workload.

Finally, many of the strongest candidates are already employed. Experienced BCBAs are busy leading programs, and RBTs with a solid supervision history are often recruited before they ever start looking for a new job. That's why direct outreach tends to be much more effective than relying on job postings alone.

This is one of the most common questions we get. "ABA therapist" isn't an official BACB credential. Different employers use it to describe different roles.

An RBT holds an active BACB certification, has completed 40 hours of training, passed a competency assessment, and works under the supervision of a BCBA.

A Behavior Technician (BT) is also a direct-care role, but BACB certification isn't required. The requirements depend on the employer and the state.

That's why we always clarify the role before we start recruiting. Otherwise, it's easy to attract the wrong candidates and run into credentialing issues later.

We do. In our experience, hiring BCBAs and RBTs through different agencies usually creates more work than it saves. Timelines drift apart, candidates are evaluated differently, and supervision plans become harder to coordinate.

Recruiting the full clinical team together keeps everyone moving in the same direction and helps the program come together the way it was intended.

We run both searches at the same time. Running them together makes it much easier to onboard supervisory staff and direct-care staff in the right order. Before we begin, we map out the hiring timeline with you so every role supports the next one.

Of course! We've worked with organizations opening their first clinic, school districts launching behavioral support programs, and PE-backed platforms expanding into new markets.

The biggest thing is getting the hiring order right. We usually recommend putting the supervisory structure in place first, then building out the direct-care team. That gives new hires the support they need from day one.

Hiring RBTs before there's enough BCBA supervision. It seems like a small decision at first, but it quickly creates capacity problems. Sessions get delayed, intake slows down, and hiring often has to pause until the supervision ratios catch up. We also see organizations split BCBA and RBT hiring across different agencies. When those searches aren't coordinated, timelines slip and the hiring plan becomes much harder to execute.

Yes, we can. Scaling across multiple markets is about more than filling open positions. BCBAs, RBTs, and clinical leaders all need to be hired in the right sequence so every location has the supervision it needs.

We've recruited across a wide range of ABA organizations, including PE-backed platforms with aggressive expansion plans. Our focus is making sure the hiring plan works as a whole, not just filling individual openings.

Most firms are hired to fill one position. We look at the whole clinical team. That means thinking about supervision ratios, hiring order, and the credential requirements for every role, not just the opening in front of us.

We also spend far less time waiting for applications. Most of the BCBAs and RBTs we place are already working. We reach out directly because that's where the strongest candidates usually are.