How to Recruit BTs and RBTs: 5 Strategies for Building a Stronger Hiring Pipeline
Recruiting Behavior Technicians (BTs) and Registered Behavior Technicians (RBTs) isn’t simply a numbers game. Although these positions are technically considered entry-level, not just anyone will do. ABA providers need technicians who are prepared for the realities of the role and connect with the organization’s mission and values.
General job sites can be an important part of a recruiting strategy, but posting an opening and waiting for applications is rarely enough to build a dependable workforce. Providers must reach experienced RBTs while also creating pathways for promising candidates who are new to the field. Below are five practical strategies for building a stronger BT and RBT hiring pipeline.
1. Make The Position Worth Applying For
Before spending more time and money on recruiting, take an honest look at the position itself. Even the strongest sourcing strategy will struggle if candidates cannot quickly understand what the job involves, or why they should choose your organization.
Your job posting should clearly share:
Compensation or the expected pay range
Benefits and professional-development opportunities
Available hours and scheduling expectations
Service setting (e.g., home, clinic, school, or community)
Travel expectations, service area, and applicable mileage or drive-time policies
What distinguishes the organization or position from similar roles
Avoid vague claims about having a “great culture.” Give candidates reasons to apply. If your organization offers guaranteed hours, paid training, supervised fieldwork opportunities, tuition assistance, or other sought-after benefits, highlight those.
2. Build a BT-to-RBT Training Pipeline
Requiring every applicant to already hold an RBT credential can significantly narrow your candidate pool. Many promising applicants may be new to ABA but have qualities that translate well to the role.
Instead of competing exclusively for experienced RBTs, consider creating a structured pathway for promising BTs to work toward certification. The AppleTree Connection Employer Partnership Program is one way employers can develop a strong RBT pipeline. The program offers employer partners discounted RBT training, professional development opportunities, and recruiting support.
3. Post on Both ABA-Specific and General Job Boards
General employment websites can help you reach a broad audience, including candidates who may be exploring ABA for the first time. However, they also place BT and RBT openings alongside countless unrelated positions, making it harder to reach applicants who are intentionally pursuing work in the field.
ABA-specific job boards offer a more targeted channel. The ABA Job Board features RBT, BCBA, clinical leadership, and administrative positions within ABA. Employers can submit open positions for placement on the job board.
An ABA-specific job board should complement, but may not necessarily replace, general employment platforms. Using both allows you to reach active RBT job seekers while maintaining broader visibility.
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4. Build Relationships With Local Colleges
Colleges and universities can be valuable sources of future BTs and RBTs, particularly when employers establish an ongoing presence.
Connect with career centers, faculty members, internship coordinators, and student organizations serving students in areas such as:
Psychology
Education
Special education
Social work
Communication sciences and disorders
Child development
Human services
Occupational therapy, speech therapy, or other related fields
Look for opportunities to attend career fairs, share openings through student email lists, speak to classes or student organizations, and host informational sessions about careers in ABA. You might also offer internships or entry-level positions with schedules that accommodate college classes.
5. Develop an Employee-Referral Program
Your current employees may know people who would thrive in the RBT role. They understand the day-to-day work and can give potential applicants a realistic picture of your organization before they apply. Employers often find that referred candidates are more likely to be hired and stay longer than candidates recruited through other channels.
Create a simple employee referral process:
Give employees a ready-to-share description of open positions
Make referrals quick and easy to submit
Offer a meaningful incentive with clearly defined terms
Consider dividing the incentive between hiring and a retention milestone
Keep employees informed about the status of their referrals
What About The BACB's Email Blast?
The BACB® offers a mass email service that organizations can use to promote certain employment opportunities. However, they prohibit using the service to advertise RBT employment. It can be an option for sourcing BCBAs and BCaBAs, but it can't be used to recruit RBTs.
Build a Continuous Recruiting System for RBTs
No single recruiting channel will meet every staffing need. A stronger hiring pipeline combines a position worth accepting, opportunities for new candidates to enter the field, targeted job promotion, local partnerships, and employee referrals.
Ready to feature your openings and reach professionals across the ABA field? Add your open positions to the ABA Job Board.
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