The field of Applied Behavior Analysis is experiencing significant growth, with demand for BCBAs jumping 58% from 2023 to 2024. This surge means incredible opportunities for new certificants, but it’s not without challenges. As you look for a practice that’s your perfect fit, it’s important to be strategic about building a sustainable, fulfilling career. We’ve compiled three tips unique to today’s job market for new BCBAs. Here are some of the things we wish we knew when we were getting started:

Start your certification maintenance plan immediately

Many newly certified BCBAs get caught up in the excitement of their new role—building relationships with behavior technicians, celebrating client progress, and mastering the daily responsibilities that make this work so rewarding. Before they know it, their recertification deadline is approaching and they’re scrambling to complete CEUs while juggling their caseload.

One of your first priorities as a newly certified BCBA is to create a plan for maintaining your certification. You must complete 32 CEUs within each two-year recertification cycle, including four CEUs in ethics and three CEUs in supervision if applicable. The Behavior Analyst Certification Board (BACB) tells new certificants that there’s no such thing as starting too early when it comes to certification maintenance. Rather than waiting until the final months before renewal, create a structured plan now. Consider mapping out your CEU goals throughout your two-year certification cycle on a calendar or planning app.

It’s important to note, many CEU providers charge per credit, which can add up over your certification cycle. As you evaluate potential employers, ask if they offer CEU stipends, free training opportunities, or paid conference attendance. The best employers recognize that investing in their team’s ongoing education benefits everyone and shouldn’t create financial barriers for team members.

What to ask potential employers about CEU support:

• Do you provide an annual CEU stipend?
• Are there free training opportunities available?
• Do you cover conference attendance costs?

Verify state licensure requirements before you begin practicing

Before you begin practicing, check if you need state licensure in addition to your BACB certification. For example, Oregon requires both the national credential through the BACB and a state license.

Licensure requirements and fees vary from state-to-state. Understanding these requirements early will help you avoid delays in starting your practice. Check the interactive map on the BACB website to see the specific requirements for your state, and don’t hesitate to contact the relevant state board if you have questions about the application process or timeline.

Be selective about employers who prioritize mentorship and professional development

On top of the nerves that come without starting a new career in any field, the rapid growth in ABA adds to the pressure new BCBAs feel. It’s not uncommon for a BCBA certified in January to find themselves supervising multiple BCBA trainees by April. The demand for services has created a system where less experienced practitioners are mentoring other less experienced practitioners, all while serving children and families with complex needs.

Being selective about employers who truly support professional growth will benefit your entire career. Many ABA practices response to increased demand is to assign large caseloads and supervision responsibilities to new hires without adequate support systems. However, some of the most successful practices recognize that professional development doesn’t end when you earn your certification.

Recent research shows that ABA providers with under $5 million in annual revenue, like clinician-owned, clinician-operated practices, experienced a remarkable 70.4% decrease in overall turnover compared to other providers in their category. Studying industry reports on hiring trends can help you match the type of practice that best fits your career goals.

What sets top-performing practices apart:

• Comprehensive onboarding programs
• Best-in-class supervision workflows
• Competitive compensation
• Fulfillment of requested hours

When interviewing with potential employers, don’t be afraid to ask specific questions.

What to ask potential employers about professional development support:

• What mentorship opportunities are available beyond basic supervision?
• How do you support BCBAs in developing specialized expertise?
• What role does the practice play in advancing the field of ABA?
• How do you help team members stay current with research and best practices?

How Behavioral Learning Network supports BCBAs

At Behavioral Learning Network, we understand that earning your BCBA certification is just the beginning of your professional journey. Our clinician-owned, clinician-operated practice, founded by Greg Elsky, BCBA-D (CEO and Chief Clinical Operator), is built on the foundation that ongoing mentorship and professional development make all the difference for career success and exceptional client outcomes.

As Clinical Director Jodie Deming explains, “I think one of the great things about Behavioral Learning Network is that we don’t say, ‘Oh we’ve hired you, you’ve got your BCBA—great go.’ We really set it up that even the most experienced BCBA who comes in has a regular opportunity for mentorship and consultation from someone with more experience. We can hire someone who’s been a BCBA for 10 years and they’re still going to meet regularly with me and have opportunities for peer mentorship so they can continue learning and growing.”

Our comprehensive mentorship and supervision structure includes:

• Individual supervision from regional directors, including on-site client work
• Twice-monthly group supervision from PhD-level BCBAs
• Peer mentorship within small cohorts
• Quarterly clinical collaboration meetings with CEU opportunities
• Monthly performance management for ongoing feedback and growth
• “Longitudinal practicum” opportunities for cross-case learning

Additional career development benefits:

• Free CEUs plus annual CEU stipend: Reducing financial barriers to certification maintenance
• Paid conference attendance: Supporting connection with the broader ABA community
• Mentorship from renowned ABA leaders and researchers: Access to expertise within our practice

We believe that investing in our team creates better outcomes for everyone—our BCBAs, their clients, and the field of ABA as a whole. You’re joining a community of professionals dedicated to using evidence-based practices to improve the lives of children with autism and create positive change

Ready to start your career with a practice that’s advancing the field of ABA? Explore career opportunities for newly certified BCBAs in Southern California, New Hampshire, and Oregon at Behavioral Learning Network.