Board Certified Behavior Analysts
BCBA staffing and recruitment
Board Certified Behavior Analysts and BCaBAs for clinics, schools, in-home programs and clinical leadership. We screen on caseload realism, supervision load and state licensure, because those decide whether a hire lasts.
Roles we fill
Clinical BCBAs carrying a caseload. Senior and lead analysts. Clinical supervisors and clinical directors. Regional and multi-site clinical leadership. BCaBAs working under a supervising analyst. Assistant and associate roles for candidates completing fieldwork.
Across center-based clinics, in-home and community programs, school districts and charter networks, early intervention, and telehealth or hybrid models.
What actually decides whether a BCBA takes your role
Salary matters and is rarely the deciding factor, because most candidates in this market have competing offers at comparable pay. What separates offers is whether the job is doable.
For current Georgia figures and why published sources disagree, see what to pay RBTs and BCBAs in Georgia.
Caseload
The first question a serious candidate asks. A caseload that leaves no time for proper supervision, parent training and program revision is the clearest signal that a role will not last, and experienced analysts recognize it immediately. We ask you for the real number, including whether it flexes with authorizations, before we go to market.
Supervision load
How many RBTs the analyst is responsible for, and whether the 5 percent monthly supervision requirement per technician is achievable inside their scheduled hours. Where it is not, the analyst absorbs it as unpaid time and leaves.
Billable expectations
Whether a billable target exists, what it is, and what counts toward it. Analysts have learned to ask whether supervision, documentation and parent training are billable in your model, because if they are not, the target is higher than it appears.
Administrative burden
Which practice management system, how authorizations are handled, and whether the analyst chases them personally. Providers with dedicated intake and authorization staff hire more easily, and it is worth saying so in the posting.
Licensure, which sets your start date
BCBA certification is issued nationally by the BACB. The authority to practice frequently is not.
Georgia requires behavior analysts to be licensed through the Georgia Behavior Analyst Licensing Board in addition to holding BACB certification. Many other states have their own licensure boards with their own timelines, application requirements and fees.
The practical consequence is that a nationally certified candidate may still be weeks from being able to bill in your state. We establish licensure status upfront, including whether an application is already in progress and what that board is currently taking, rather than presenting a start date that will slip.
Telehealth and hybrid models
With more than half of US counties lacking a practicing BCBA, remote and hybrid supervision has become a genuine part of how coverage is extended rather than a pandemic-era workaround. What varies is what your funders will actually reimburse and what your state permits for supervision delivered remotely.
Where a hybrid model is viable it widens your candidate pool considerably, and it is often the difference between filling a role outside a metro area and not filling it. We will tell you honestly whether the model you are proposing is likely to attract candidates or to read as understaffing dressed up as flexibility.
For behavior analysts
If you are the candidate rather than the employer, the questions worth asking are the mirror image of the above. Ask for the caseload number and whether it flexes. Ask how many technicians you would supervise and whether the supervision hours are inside your scheduled time. Ask what is billable. Ask who handles authorizations. Ask what happened to the person who held the role before you.
We will give you those answers before you interview rather than after you accept, and we will tell you when a role is not worth your time.
Related: RBT staffing and the wider ABA staffing picture.
Questions
Common questions
How do you find BCBAs in a shortage market?
By competing on the things that actually decide offers rather than on salary alone. We establish your real caseload, supervision load and billable expectations first, because candidates in this market have options and screen roles on whether the job is achievable.
Do BCBAs need a state license?
In many states yes, separately from BACB certification. Georgia requires licensure through the Georgia Behavior Analyst Licensing Board. Because licensure sets the earliest possible start date, we confirm status and realistic board timelines before submitting anyone.
What caseload should we advertise?
The real one. Experienced analysts recognize an undoable caseload immediately, and advertising an optimistic number gets you either no applicants or a resignation within a year. If your caseload is high for a defensible reason, say why and say what support offsets it.
Can you place BCBAs for telehealth or hybrid roles?
Yes, and it widens the candidate pool substantially outside metro areas. The constraints are what your funders reimburse and what your state permits for remote supervision, so we scope those before recruiting against the model.
Do you place BCaBAs and candidates still in fieldwork?
Yes. BCaBAs working under a supervising analyst, and candidates completing supervised fieldwork where you have the supervision capacity to support them. For many providers, growing your own is a more reliable strategy than competing for certified analysts in a market with five times more demand than supply.
Contract or direct hire?
Both, plus contract to hire. Clinical leadership is usually direct hire; coverage for leave, a new site opening or an authorization surge often suits contract better.