How to Hire and Retain ABA Professionals

Hiring ABA professionals—whether BCBAs, RBTs, or clinical supervisors—has never been more competitive. With demand soaring and burnout on the rise, schools and clinics alike are struggling to find (and keep) top-tier talent.

But there’s good news: with the right approach and support, your organization can stand out. Here are strategies we’ve seen work across the country, and how partnering with a niche recruiter can give you the edge.

1. Get Clear on Role Expectations

Before you post a job or contact a recruiter, take time to clarify:

• What are the core responsibilities of this role?
• What certifications or experience are required (vs. preferred)?
• Is this role clinic-based, community-based, or hybrid?
• What support systems are in place (e.g., onboarding, mentorship)?

When expectations are clear up front, you’ll attract better-fit candidates—and avoid costly mismatches.

2. Move Quickly—But Don’t Skip Steps

Top ABA professionals are in high demand. The longer your hiring process takes, the more likely your candidate is to accept another offer.

Here’s how to streamline without sacrificing quality:

• Respond to resumes within 48 hours
• Keep interviews timely and focused—2 rounds max
• Clarify next steps at the end of each conversation

Recruiters like us can help pre-screen and prep candidates so your time is spent only on those who meet your standards.

3. Sell the Role Like You Mean It

ABA professionals want more than a paycheck—they want to know their work will be valued. Your job postings (and interviews) should communicate:

• Your organization’s mission
• Caseload expectations and support structure
• Opportunities for growth or training
• How you prioritize ethical practice

If you’re a school, talk about how your team collaborates across IEP planning. If you’re a clinic, highlight your clinical model and supervisory support.

4. Prioritize Retention from Day One

Retention starts before the offer letter is signed. The onboarding experience—and how well it aligns with what was promised—sets the tone.

Tips for reducing turnover:

• Assign a mentor or “onboarding buddy” for new hires
• Provide clinical support and reasonable caseloads
• Offer ongoing CEU or supervision opportunities
• Check in regularly—not just at performance reviews

And most importantly, listen. When staff feel heard, they stay.

5. Partner With a Specialized Recruiter

General staffing firms don’t understand ABA. That’s why working with a specialized recruiting partner makes all the difference.

At Career Connections, we live in this space. We know the credentials, the burnout patterns, the urgency—and the mission. Our team:

• Sources qualified, licensed ABA professionals across the U.S.
• Screens for long-term fit and alignment
• Moves quickly without sacrificing quality
• Supports onboarding and candidate communication

We don’t just fill seats. We help you build a team that stays.

Hiring in ABA doesn’t have to be a constant fire drill. With the right systems—and the right recruiting partner—you can fill key roles faster, retain your best people, and get back to focusing on what really matters: the individuals you serve.

📩 Ready to get started?