2025 Demand for Behavior Analysts: A Workforce Call to Action

Unsurprisingly, demand for BCBAs shows no signs of slowing. The BACB just released its latest US Employment Demand for Behavior Analysts report, which highlights the ever-increasing rise in demand over the last several years.

When comparing this data to the current number of certified BCBAs, the picture is clear: the field is growing far faster than the supply of qualified professionals. Organizations are struggling to hire, not necessarily because of a lack of interest, but because there simply aren’t enough certified BCBAs to meet the demand. Let's take a look at what this means for the field, and what can be done to address it.

2025 Demand for BCBAs

Demand for BCBAs and BCBA-Ds has risen steadily every year since 2010. From 2024 to 2025, demand grew by 28%, with an incredible 132,307 BCBA jobs posted nationwide. (Duplicate job postings were excluded from the database.)

The states with the highest number of job postings in 2025 were:

• California: 20,258 jobs posted (+3%)

• New Jersey: 8,139 jobs posted (+58%)

• Texas: 7,792 jobs posted (+32%)

• Massachusetts: 7,315 jobs posted (+19%)

• North Carolina: 6,874 jobs posted (+63%)

• Georgia: 6,471 jobs posted (+50%)

• Florida: 5,537 jobs posted (+18%)

• Pennsylvania: 5,012 jobs posted (+31%)

• New York: 4,902 jobs posted (+62%)

• Illinois: 4,835 jobs posted (+3%)

Some states, though lower on the list of total jobs posted, experienced significant growth in demand that's worth highlighting. These include:

• Demand in South Carolina increased by 102%

• Demand in Utah increased by 94%

• Demand in Nebraska increased by 81%

• Demand in Missouri increased by 76%

Number of BCBAs: A Growing Disparity

By the end of 2025, there were only 81,566 board certified behavior analysts, an increase of only 10% from the year prior. With roughly 50,000 fewer BCBAs than job openings, the gap between supply and demand is striking.

This shortage makes it difficult for organizations to fill roles, limiting access to care and extending already long waitlists. Additionally, open positions translate to lost revenue and increased workloads for current BCBAs, creating operational strain and contributing to burnout.

2025 Demand for BCaBAs

While still on an overall increasing trend, demand for board certified assistant behavior analysts (BCaBAs) took a dip in 2025. There were 10,717 job postings for BCaBAs. Most states saw a decrease overall. However, New Hampshire had a 294% increase in demand with 71 total jobs posted.

What Can We Do to Meet Growing Demand

With demand outpacing the supply of certified BCBAs, organizations and the field as a whole face a pressing challenge. We need to bridge the gap to ensure high-quality care can continue to reach those who need and benefit from it. The following strategies can help organizations support their workforce while addressing the growing demand for skilled behavior analysts.

Reevaluate and Revamp Career Progression Plans

Now is the time to review the advancement opportunities you offer within your organization. Not everyone ultimately wants to be a BCBA, and that's okay. But providing clear and meaningful pathways toward new roles can support not only internal retention but also the broader ABA workforce, reinforcing long-term career growth.

Create a Structured BCBA Supervision Program

Invest in the growth of future analysts by establishing a formal supervision program. This ensures staff have a clear roadmap to develop the skills they need to advance, if they choose. For many RBTs, supervised fieldwork is heavily focused on direct care hours, leaving limited opportunities to grow clinical skills. A structured program addresses this gap.

Take the guesswork out of developing future BCBAs.

Our BCBA® Fieldwork Supervision Curriculum provides guidance and structure, ensuring effetive and meaningful supervision.

Create Midlevel Supervisor or "Student Intern" Roles

Midlevel supervisor or student intern positions give aspiring behavior analysts the chance to accrue hours doing BCBA-level tasks, with graduated guidance. While many payors don't reimburse a higher rate for these roles, the long-term benefits are significant: you’re cultivating a skilled workforce from within, strengthening your team, and setting up future BCBAs for success.

Establish Partnerships with Universities & Offer Tuition Reimbursement

The fieldwork experience isn't the only barrier to certification. For many aspiring BCBAs and BCaBAs, the cost of coursework and certification exams can be a major hurdle. Consider seeking out partnerships with colleges and universities that may provide a tuition discount to your employees. Additionally, offer tuition reimbursement or other benefits that can make going back to school less financially daunting.

Bridging the Gap: Building Future ABA Clinicians

Meeting the growing demand for BCBAs requires both strategic planning and investment in your most valuable asset: your people. Organizations that prioritize career development, structured supervision, and supportive pathways for aspiring behavior analysts play a critical role in building a stronger, more resilient workforce.