What BCBAs Actually Want in a Job (According to the Data)

Hiring BCBAs Doesn’t Have to Be a Mystery 

Recruiting a Board Certified Behavior Analyst (BCBA) can feel like solving a puzzle with missing pieces. You post the job, get a few applicants, maybe conduct a screening and then silence. Or the candidate declines the offer. 

But after years of helping ABA therapy providers nationwide fill BCBA positions, we’ve learned this: BCBA hiring isn’t a mystery. It’s a clarity issue. 

This post breaks down what certified behavior analysts actually look for in a job, and what makes them walk away. 

What Matters Most to Board Certified Behavior Analysts (BCBAs) 

1. A Clear View of the Role 

   BCBAs want to understand: 

   • Their expected caseload (clients per week, age groups) 

   • Supervision expectations for RBTs 

   • Whether the role is clinical, supervisory, or hybrid 

   • The systems in place for documentation and support 

   
   

2. Quality Supervision Structure 

   When ABA companies clearly communicate session requirements, documentation standards, and oversight processes, they send a message: we value clinical integrity. That builds trust before Day One. 

   
   

3. Access to Leadership and Team 

   Many clinical behavior analysts leave roles due to isolation. Jobs that offer mentorship, case collaboration, or even weekly team meetings stand out. 

What to Avoid When Hiring for Applied Behavior Analysis Roles 

1. Vague or Buzzword-Heavy Job Titles 

   Skip titles like “Clinical Superstar” or “ABA Ninja.” While catchy, they erode professionalism and don’t clarify expectations. Use titles like: 

   • Board Certified Behavior Analyst 

   • Lead Behavior Analyst 

   • Clinical Supervisor, ABA Programs 

   
   

2. Pay Confusion 

   Avoid posting inflated pay ranges if they’re not reflective of the typical offer. If stipends or bonuses vary by client or region, explain that. Transparency builds confidence. 

   
   

3. Interview Disconnects 

   After screening for availability, allow BCBA candidates to speak with someone clinical. They need to ask about treatment philosophies, autonomy, and team structure. 

Improve Communication, Improve Conversion 

If your BCBA job openings aren’t getting accepted, visibility might not be the issue, messaging could be. 

Today’s behavior analysts are selective. They’re looking for meaning, structure, and clarity. 

Ready to Spot What’s Slowing You Down? 

That’s why we created the Hiring Health Score Quiz: a quick way to audit your ABA hiring process and see where your best-fit candidates may be dropping off. 

🎯 https://forms.office.com/r/M6cDeJ3FQe

Or explore more recruiting insights and resources at www.pts-aba.com