The search for a new RBT or BCBA job can be frustrating and exhausting. It's not because there's a shortage of opportunities. On the contrary, there are ample opportunities in the ABA field with a massive undersupply of BCBAs and RBTs. The difficult part isn't landing a position—it's finding an ethical provider that's dedicated to quality care and shares values similar to yours.

Whether you're new to the field or exploring your next opportunity, keep an eye out for the following signs of a quality ABA practice to guide your search. While these seven signs are strong indicators of a quality organization, it's important to remember that checking all the boxes doesn't always equal a healthy work environment—real quality is reflected in daily practice, leadership integrity, and long-term commitment to staff and clients.

They Follow Labor Laws

It might be surprising to see this on this list—following federal and state laws should be the bare minimum a company offers, right? While I don't disagree with that, it is common to hear of ABA employers skirting labor laws. Failure to abide by labor laws is a major red flag of a poor-quality organization.

Look for companies that:

• Properly classify their ABA staff

• Pay for all required hours, including non-billable time (e.g., writing session notes, programming, creating stimuli, meetings, phone calls, emails, training)

• Pay for drive time between clients

• Provide breaks, if required by state law

• Provide overtime pay for non-exempt hourly staff

They Invest in Professional Development

Quality ABA providers recognize the critical importance of investing in their team's professional development. Look for organizations that provide ongoing training or reimburse professional development expenses. Investing in RBT training is another positive sign. Also, look for a company that offers a robust initial training process. If onboarding and training are rushed or disorganized, this may signify greater troubles.

Related: Fostering a Culture of Learning: Why ABA Companies Should Invest in Opportunities for Growth and Development

They Provide Support Without Micromanagement

Micromanagement is aversive to most people. But even the most experienced clinicians need support, mentorship, and guidance. Top ABA organizations recognize how to strike this delicate balance of providing adequate support without micromanagement, thus empowering their team to deliver the best possible outcomes.

They Provide the Resources Needed to do Your Job Well

Great ABA employers don’t just expect high-quality work—they equip you to deliver it. That means giving clinicians the tools and materials they need to serve clients effectively and sustainably.

For RBTs, this could mean providing:

• Teaching materials and reinforcers

• A device for data collection

• Clearly written programs and behavior intervention plans (BIPs)

  
  

For BCBAs, this might include:

• A laptop and access to office materials

• Assessments, teaching stimuli, and reinforcers

• Administrative support for scheduling, authorizations, and parent communication

• A user-friendly practice management and data collection platform

  
  

If you've ever felt you were constantly piecing together workarounds or carrying the emotional labor of a broken system, you may have been working for a company that wasn't invested in your (or your client's) success.

They Provide a Competitive Compensation & Benefits Package

Money isn't everything, but it is an important factor when evaluating RBT or BCBA job opportunities. A quality ABA organization offers fair, competitive pay that reflects your experience, credentials, and the demands of the role.

Beyond base pay, they often include:

• Paid time off (vacation, sick leave, holidays)

• Health insurance options

• Retirement plans (e.g., 401k with matching)

• Reimbursement for mileage, materials, and continuing education

• Bonuses or incentives tied to ethical, not exploitative, performance metrics

  
  

Most importantly, compensation should be transparent—you should understand how you're paid and when.

Be wary of organizations offering significantly higher pay rates than others in your area. It may be tempting to assume every other organization is just low-balling you, but it’s more likely that the inflated rate comes with hidden trade-offs—like excessive billable hour requirements, heavy caseloads, a lack of benefits, low or inconsistent hours, or an improper independent contractor classification.

It has become common in the ABA field for organizations to provide two separate pay rates—a higher rate for billable time and a lower rate for non-billable tasks, such as training, meetings, programming, and creating stimuli. Some companies even pay a lower hourly rate for RBTs when their BCBA is supervising them. While this is quite common and may not be indicative of a low-quality organization, it does raise questions regarding the value the employer places on their team's work. I encourage organizations to recognize the value in all hours their staff work—regardless of whether they're billable—and budget accordingly to account for non-billable time with a single hourly rate.

They Scale Sustainably

Some companies prioritize rapid expansion over sustainability and quality care. While growth can be beneficial to serve more individuals in need, scaling too quickly often leads to unmanageable caseloads, added responsibilities on the current staff, poor communication, and ultimately, staff burnout. Quality organizations take a measured approach to growth, expanding only when they have the resources, leadership, and infrastructure to maintain high standards of care and support.

Signs of sustainable growth include:

• Hiring staff before onboarding new clients

• Only adding new clients when current teams are staffed and supported

• Maintaining reasonable caseloads as the company grows

• Investing in leadership development and clinical oversight

• Avoiding excessive productivity demands to “keep up” with expansion

• Providing additional administrative support as the company grows

They Seek Feedback

Bidirectional feedback is essential to a healthy and happy workplace. The best employers actively seek feedback and create systems to act on it.

Look for companies that:

• Regularly conduct employee satisfaction surveys & share the findings with the team

• Encourage open communication

• Offer a way to communicate feedback anonymously (e.g., an anonymous Google Form where staff can share concerns or offer recommendations)

• Are transparent in what's working well and what needs improvement, and what they're doing to make it happen

Search for a Quality ABA Employer

Finding the right ABA employer is about more than just securing a job—it’s about ensuring you're supported, valued, and equipped to provide the best care possible. Pay attention to these factors when evaluating current or potential employers to make an informed decision about the future of your ABA career.

Ready to explore opportunities with employers who prioritize their staff and clients? Check out our ABA Job Board for the latest openings. The right employer will empower you to thrive, so take the time to find the one that’s the best fit for you!

Related Blogs:

• 10 Questions to Ask in an RBT Interview

• Searching for a BCBA Position: 7 Key Considerations