BCBA Job Description Template to Attract Candidates
Hiring a Board Certified Behavior Analyst in today’s market feels like searching for a needle in a haystack. You post your job, wait, and watch qualified candidates apply to your competitors instead. The problem often starts with the job description itself.
This guide is for clinic owners, clinical directors, and HR leaders who need a ready-to-use BCBA job description template. You’ll find clipboard-ready templates you can copy and paste today, along with clear guidance on writing job titles, responsibilities, qualifications, compensation language, and compliance statements that work.
We’ll cover two main templates first: a short job-board ad and a full career-page posting. Then we’ll walk through each component so you can customize these templates for your organization. Every section includes practical examples and flags items that need validation from your HR or legal team before publishing.
Quick Clipboard-Ready Templates
These templates are designed for immediate use. Copy them, replace the bracketed placeholders with your organization’s details, and flag the items marked for HR or legal review.
Template Structure
Each template follows a clear structure: job title with location, a one-line hook, top responsibilities as bullets, required and preferred qualifications, caseload and supervision summary, compensation and benefits, and how to apply. This format is ATS-friendly and scans well on mobile devices.
Use This: Short Ad
Board Certified Behavior Analyst (BCBA) — [City/Remote]
Join a clinician-led team delivering ethical, evidence-based ABA. Provide functional behavior assessments, design individualized treatment plans, and supervise RBTs. We offer a competitive salary [VALIDATE RANGE], CEU stipend, paid supervision time, and flexible scheduling. BCBA certification required. Apply: [link] or email [hiring@yourorg.org].
Use This: Full Posting
Job Title: Board Certified Behavior Analyst (BCBA) — [Location / Remote / Hybrid]
About Us
[Insert one short paragraph about your mission, team, and why clinicians enjoy working here. Example: We are a clinician-led ABA agency focused on ethical, family-centered care. We support staff with protected supervision time, CEU stipends, and clear career pathways.]
The Role
Provide high-quality ABA services to [children/adolescents/adults] with developmental disabilities. You will conduct assessments, design data-driven treatment plans, supervise RBTs, and collaborate with families and interdisciplinary teams.
Key Responsibilities
Conduct Functional Behavior Assessments and skill-based assessments such as the VB-MAPP or ABLLS-R. Develop and implement individualized Behavior Intervention Plans and treatment goals. Provide direct and indirect supervision to RBTs and BCaBAs while delivering training and performance feedback. Use data to monitor progress, adjust programs, and produce timely clinical documentation. Coordinate care with families, schools, and other providers.
Required Qualifications
Active BCBA certification in good standing with the Behavior Analyst Certification Board. Master’s degree in Applied Behavior Analysis, Psychology, Special Education, or related field. Experience working with [population]. Ability to meet state licensure or registration requirements where applicable [VALIDATE STATE RULES]. Reliable transportation if travel to client homes or schools is required.
Preferred Qualifications
Prior supervisory experience with RBTs and trainees. Experience with electronic health record and documentation systems. Training in trauma-informed or culturally responsive practices. Strong caregiver coaching and team collaboration skills.
Caseload and Supervision Expectations
We expect BCBAs to maintain balanced caseloads for sustainable practice. Typical billable target: [example: 25–28 billable hours per week] [VALIDATE PER PROGRAM MODEL]. Protected time for supervision and documentation is provided: [example: 6–8 hours per week] [VALIDATE].
Compensation and Benefits
Salary range: $[min]–$[max] [VALIDATE]. Benefits may include medical, dental, vision, 401(k) match, CEU stipend, paid supervision time, paid time off, signing bonus where applicable, and flexible scheduling.
Professional Development and Career Path
We fund CEUs, provide mentorship, and offer a clear path to Senior BCBA or Clinical Director roles based on performance and organizational needs.
How to Apply
Apply via [link] or email resume and cover letter to [hiring@yourorg.org]. Typical hiring timeline: initial screen within 2 weeks, first interviews in week 3, final interviews and offer by weeks 4–6.
Legal and Compliance
This role requires background checks and verification of professional credentials. [Insert your EEO statement here—see compliance section below for sample language.] [VALIDATE ALL LEGAL LANGUAGE WITH HR/LEGAL.]
Copy these templates, validate the salary and licensure language with your HR and legal teams, and post with confidence.
Headline and Job Title Variants
Your job title is the first thing candidates see. It determines whether they click or scroll past. The right title improves search visibility on job boards and helps your posting match ATS keyword filters.
Channel Suggestions
Different platforms call for different approaches.
On LinkedIn, slightly longer titles that highlight benefits perform well because professionals browse more intentionally. Something like “BCBA — Hybrid Role, CEU Stipend, Protected Supervision Time — [City]” catches attention from passive candidates.
On Indeed and ZipRecruiter, keyword-first titles work better. These platforms rely heavily on search matching, so “Board Certified Behavior Analyst (BCBA) — Supervise RBTs — [City]” ensures your posting appears in relevant searches.
For school district or public sector postings, include the age group and setting. “BCBA — K–12 School-Based Services” immediately tells candidates what population they’d serve.
Here are three A/B title sets to test:
- Plain vs. benefit-led: “Board Certified Behavior Analyst (BCBA) — [City]” versus “BCBA — Lead Clinical Role, CEU Stipend and Flexible Schedule — [City]”
- Setting-focused: “BCBA — In-Home Services” versus “BCBA — Clinic-Based and Telehealth Hybrid”
- Experience level: “BCBA — New BCBAs Welcome (0–3 Years)” versus “Senior BCBA — Team Lead and Mentor (5+ Years)”
Include these keywords in your title where space allows: BCBA, Board Certified Behavior Analyst, supervise RBTs, work arrangement (telehealth, in-home, clinic-based), and location.
Test these titles by running one variant for two weeks, then switching to another and comparing application rates.
One-Line Summary and Elevator Pitch
After the title, candidates scan for a quick hook that tells them whether this role is worth exploring. Your one-line summary should be 12 to 18 words and communicate the role, your mission, and one clear benefit.
Example One-Liners to Adapt
- Mission-first: “Help families and kids thrive through ethical, data-driven ABA and meaningful caregiver partnership.”
- Benefit-first: “Use evidence-based ABA to help children build independence—protected supervision and CEU support included.”
- Community-first: “Lead clinical teams using modern ABA practices—mentor staff, shape systems, grow clinically.”
Avoid vague language like “great culture” or “competitive benefits.” Be specific about what makes your organization different. If you offer protected supervision time, say so. If you have a clear path to Clinical Director, mention it.
Pick a one-line hook that reflects your organization’s genuine strengths and use it consistently across all your postings.
Top 5 Responsibilities
Candidates want to know what they’ll actually do every day. A clear, realistic list helps qualified applicants self-select and reduces mismatched expectations that lead to early turnover.
Sample Responsibility Bullets
Use present-tense, action-oriented language:
- Conduct assessments and design individualized behavior plans
- Provide direct therapy and model interventions for staff and families
- Supervise and mentor RBTs and BCBA trainees following state and BACB rules
- Maintain clinical documentation and progress notes per agency standards
- Attend interdisciplinary meetings and communicate with caregivers
Avoid vague phrases like “other duties as assigned.” Be specific about frequency and context. If BCBAs at your organization conduct parent training sessions weekly, say that. If they attend monthly team meetings, include it.
This transparency builds trust from the first touchpoint.
Required Qualifications
Clear must-haves help unqualified applicants self-filter and signal to compliant applicants that you take credentialing seriously.
Legal and Verification Flags
Start by defining the credential: “Board Certified Behavior Analyst (BCBA)” on first mention. Then state that active BCBA certification in good standing with the BACB is required.
Add your state licensure language as a placeholder and flag it for HR or legal review, since requirements vary by state and change over time.
Include basic verification items:
- Background checks as allowed by law
- Valid driver’s license if travel is required
- Any TB or vaccine checks your organization requires
Note that as of 2026, BACB requires coursework verification from the applicant’s university, and supervised fieldwork requirements differ by certification pathway. Applicants should have documentation of supervised hours and exam completion ready.
Mark any state licensure or reciprocal license language for legal review. Flag background checks and mandated reporter obligations where relevant.
Preferred Qualifications and Skills
Preferred qualifications signal what kind of growth and fit you’re looking for without blocking good candidates who may not check every box.
Sample Preferred Skills Phrasing
Frame these as nice-to-haves:
- Prior supervisory experience with RBTs and BCaBAs
- Familiarity with electronic health record and documentation systems
- Training in trauma-informed or culturally responsive practices
- Strong caregiver coaching and written communication skills
- Leadership experience or interest in clinical quality improvement
List preferred experience that matches your client population—early intervention, school-aged children, adolescents, or adults with intellectual and developmental disabilities.
Mention software categories rather than specific vendor names, since candidates may have used different systems that taught them the same skills.
Caseload, Supervision Expectations, and Clinical Scope
Caseload clarity is one of the most important factors BCBAs consider when evaluating job offers. Vague or missing caseload information raises red flags and drives candidates to competitors who are more transparent.
Why Candidates Care
When candidates know upfront what to expect, they can make informed decisions about fit. Clear supervision expectations attract candidates who value mentorship and career growth. Transparency about billable versus non-billable time shows you respect their professional judgment.
State the client ages and settings your BCBAs typically serve—clinic, home, school, or a combination. Describe travel expectations clearly. Give caseload guidance but mark specific numbers for validation with your HR and lead clinician, since these depend on your funding model and payor rules.
Clarify the supervision load: how many supervisees, expected supervision hours, and whether supervision time is paid and protected from billable expectations.
A sample paragraph: “Typical caseload structure: 8–12 direct therapy clients with 25–28 billable hours per week [VALIDATE]. Travel expectations: up to 30% local travel. BCBAs provide direct and indirect supervision to RBTs and BCaBA trainees with 6–8 hours per week protected for supervision, documentation, and team development [VALIDATE].”
Compensation and Benefits
Salary transparency dramatically impacts application rates. Postings that include salary ranges consistently outperform those that hide compensation until later in the hiring process.
How to Present Salary and Benefits
Use a range rather than a single number to give your hiring team flexibility while still being transparent. “Salary range: $85,000–$100,000 plus benefits” provides enough information for candidates to self-select. Mark exact numbers for HR validation, since market rates vary by region.
Highlight the benefits that matter most to BCBAs: CEU stipends, paid supervision time, flexible scheduling, health insurance, and retirement match. Mention non-monetary retention signals like clear workload systems and mentorship.
If you offer a signing bonus, relocation assistance, or performance bonuses, include those details with eligibility criteria.
Sample benefits line: “We provide a CEU stipend, paid supervision hours, and reimbursement for BACB and state licensure fees. Medical, dental, vision, and 401(k) match included.”
Professional Development and Career Pathway
Career development language helps you attract candidates who want to grow, not just collect a paycheck. It also signals that your organization invests in its people.
Sample Career-Path Blurb
Be specific: “We fund CEUs, provide mentorship, and publish transparent criteria for advancement to Senior BCBA and Clinical Director roles.”
Describe career path examples: “BCBA advances to Senior BCBA as a clinical lead, with opportunities to move into Clinical Director roles overseeing operations and clinical oversight. Promotions are based on performance, leadership, and caseload outcomes.”
Avoid promising promotions. Instead, frame opportunities as clear pathways candidates can pursue. “Opportunities to lead clinical programs and help design training” is honest and appealing without overpromising.
How to Apply and Screening Steps
A clear application process improves candidate experience and conversion. When applicants know what to expect, they’re more likely to follow through.
Short Ad CTA Versus Full Posting CTA
For short job-board ads, keep the call to action simple: “Apply with resume” or “Send resume to [hiring@yourorg.org].” Avoid posting direct email addresses if your privacy policy forbids it.
For full postings, describe the hiring process step by step:
- Required items: resume or CV, cover letter (optional or required), proof of BCBA credential, references if required upfront
- Screening steps: phone screen with recruiter, clinical interview with hiring manager, teaching demo or work sample if applicable, reference check
- Timeline: “We aim to respond within two weeks. Typical hiring process takes four to six weeks from application to offer.”
A recommended screening flow:
- Resume review for keyword match to required qualifications
- 15–30 minute recruiter phone screen to verify licensure and salary expectations
- Clinical interview with case-based questions
- Work sample (10–15 minute coaching demo or BIP summary)
- Reference checks and credential verification
- Offer with background check
Legal, Compliance, and EEO Statement
Every job posting needs legal and compliance language. This protects your organization and sets appropriate expectations for applicants.
Suggested Compliance Copy
Include an EEO statement using your HR-approved wording. Sample: “We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.”
Add a background check notice: “Employment is contingent on satisfactory background checks and verification of credentials, including BACB certification and any state licensure.”
Include an applicant privacy note if applicable: “We collect and store applicant data per applicable privacy laws. If this role involves access to protected health information, specific privacy notices and requirements apply.”
Mark this language for validation with your legal and compliance team. Note mandated reporter obligations where relevant. All legal and license statements should be reviewed by HR and legal before posting.
ATS and SEO Optimization Checklist
A well-optimized posting gets found. These tweaks increase visibility on job boards and help your posting pass through applicant tracking systems.
Keywords and Formatting Tips
Use a keyword-first job title and repeat key terms naturally in the summary and responsibilities sections.
Recommended keywords: BCBA, Board Certified Behavior Analyst, supervision, behavior analysis, RBT supervision, parent training, ABA therapy, functional behavior assessment, behavior intervention plan.
Keep formatting clean: short bullets, plain text, single-column layout that works on mobile. Avoid images, unusual fonts, or special characters that ATS systems may not parse correctly.
Include location and remote flags so the posting appears in geographic searches. Add JobPosting schema markup to your career page so Google for Jobs can index your posting.
Sample A/B Job Postings and Channel Variants
Testing different versions helps you learn what resonates with candidates in your market.
A/B Testing Plan
Run variant A for two weeks on a single channel, then switch to variant B for two weeks on the same channel. Track impressions, clicks, and application rate. Iterate based on early signals.
LinkedIn sample (longer, benefit-led):
BCBA — Hybrid Role, $85K–$100K, CEU Stipend and Protected Supervision
Join [Company], a clinician-led agency committed to ethical, family-centered ABA. As a BCBA you will conduct functional behavior assessments, lead treatment planning, and supervise RBTs. We provide transparent compensation, manageable caseloads (example: 25–28 billable hours per week [VALIDATE]), a CEU stipend, and career pathways to Senior BCBA. Requirements: active BCBA certification, master’s degree, experience with [population]. Apply: [link].
Indeed sample (shorter, keyword-dense):
BCBA (Board Certified Behavior Analyst) — [City/Remote]
Conduct FBAs, supervise RBTs, document in EHR. BCBA certification required. Salary: $90,000–$130,000. Benefits: medical, CEU stipend, 401(k). Apply: [link].
Choose A/B variants to test and track which versions attract more qualified applicants.
Quick Optimization Checklist
Before you publish, run through these six items:
- Title includes BCBA or Board Certified Behavior Analyst
- One-line hook ready—mission-focused or highlighting a single benefit
- Salary range added with numbers flagged for HR validation
- Caseload phrasing added with numbers marked for clinical leadership confirmation
- Application steps clear with expected timeline
- Legal and ethics copy sent to HR for review
Run this checklist before publishing every posting.
Ethics and Human Oversight
Every BCBA job description should reflect your commitment to ethical practice. This signals to candidates that you take professional standards seriously.
Copy Lines to Include
Include at least one ethics-forward line: “We require adherence to the BACB Ethics Code for Behavior Analysts in all professional activities.”
You might also add: “All clinical decisions must prioritize human dignity and be guided by clinician judgment.”
If your organization uses technology tools, be clear about their role: “AI tools may support documentation and analysis but do not replace clinical judgment. Do not include identifying client information in non-approved tools. Human review is required before adding anything to client records.”
These statements set expectations and attract candidates who share your values.
Bringing It All Together
Writing a BCBA job description that attracts qualified candidates requires more than listing duties and requirements. It requires transparency about caseload and compensation, clear communication about your clinical culture, and attention to the details that help applicants decide whether your organization is the right fit.
Start with the clipboard-ready templates in this guide. Customize them with your organization’s specific details, settings, and values. Flag every item that needs validation—salary ranges, licensure requirements, caseload numbers, and legal language—and send those to your HR and legal teams before publishing.
Test different job titles and hooks to learn what resonates. Track your application rates and iterate. The organizations that hire successfully aren’t necessarily the ones with the highest salaries. They’re the ones that communicate clearly, treat candidates with respect, and offer sustainable, ethical work environments.
Copy the clipboard-ready templates, validate your salary and licensure language with HR, and run title A/B tests on your next posting. Your next great BCBA is out there looking—make sure they can find you.
