Recruiting support for BCBA, RBT, and clinical hiring.

The challenge: Before founding Catalyst, our founder recruited for a multi-state behavioral health provider in Massachusetts, one of the most competitive BCBA markets in the country. An in-home BCBA role in the Lowell area had been open for more than a year, and the center-based team on the North Shore also needed coverage.

The approach: Instead of relying on job boards, we built a targeted, multi-channel search: personalized outreach to certified BCBAs through the BACB registry, engagement in professional communities on Reddit and Facebook, direct marketing campaigns, and a geofenced digital campaign aimed at clinicians in the area.

The result: A part-time center-based BCBA and an in-home BCBA hired, including the role that had been open for over a year.

The challenge: Before founding Catalyst, our founder led high-volume recruiting for BHT and RBT roles across the Lehigh Valley, Broomall, and Reading areas of Pennsylvania, often managing 25 to 30 open requisitions at once. Turnover was high, and a four-week onboarding process meant candidates could lose interest before their first day.

The approach: Speed and alignment became the strategy. Every applicant and outreach response was scheduled within 48 hours, and hiring manager interviews happened within 48 hours after that. Virtual hiring events on Indeed widened the pipeline, and a fast-track process let strong candidates complete the full interview with our founder, receive hiring manager approval, and get an offer quickly. Close collaboration with hiring managers kept everyone aligned on what a great fit looked like.

The result: New hires moved steadily through onboarding and into the role, and turnover dropped.

The challenge: Before founding Catalyst, our founder recruited licensed mental health clinicians, family-centered clinicians, and behavioral management therapists across multiple states. Each role required state-specific licensure, including LSW, LCSW, LMFT, LPC, LMHC, and independent social work licenses. Most positions were in-home rather than center-based, and the organization was not the highest-paying employer in any of its markets.

The approach: Rather than selling a job, we built genuine relationships. Outreach focused on the work clinicians actually do in the field, and conversations centered on their career goals, what they wanted to change, and where they wanted to grow. That made it possible to show clinicians where the role truly fit their aspirations. Even when a candidate wasn't ready to move, the line of communication stayed open.

The result: Clinicians hired across multiple states despite pay and licensing hurdles, and a lasting network of candidates who often reached back out months later, coming to us first when they were ready for their next move.