Describe the clinical reality
Document the setting, population served, schedule, travel, and location requirements. Explain how the team accounts for assessments, documentation, caregiver work, and supervision alongside billable expectations. Candidates need to understand how the pieces fit together.
Separate requirements from preferences
Identify the credentials and experience needed for this specific position. Distinguish them from experience your team can help someone develop. That makes screening more consistent and gives interviewers a shared basis for discussion.
Show the support behind the expectations
Name the clinical leadership available, how onboarding works, and the opportunities for collaboration. If support is still being developed, be clear about what exists today and what is planned. A precise description is more useful than a long list of culture adjectives.
Agree on the decision process
Decide who interviews, what each conversation evaluates, and who owns the final decision. Share feedback promptly and explain changes to the role as they arise. A clear process helps candidates make an informed choice and keeps your team aligned.
A hiring brief your interview team can use.
A good brief gives everyone the same starting point. Complete it with the clinical leader who understands the position, then review it with the people involved in interviews and offers.
| Part of the brief | What to clarify |
|---|---|
| Setting & schedule | Where services take place, the population served, expected availability, and any travel requirements. |
| Clinical responsibilities | Caseload considerations, assessment work, documentation, caregiver collaboration, and RBT supervision. |
| Support & resources | Reporting relationship, consultation access, onboarding, peer collaboration, and professional development. |
| Experience & credentials | Requirements for this particular role, preferences, and the experience the team can help someone develop. |
| Compensation & process | The approved compensation range, benefits, interview stages, feedback ownership, and offer decision maker. |
Resolve the questions your candidates will ask.
If “flexible” means different things to your clinical director and operations team, settle that before presenting the role. If an onboarding plan is still being developed, distinguish the current arrangement from the planned one. Clear answers make it easier for candidates to assess the opportunity.
Ask two people on your interview team to describe the role independently. Where their answers differ, your hiring brief needs more detail.
For leadership positions, use a separate ABA leadership search brief to clarify authority, stakeholders, and the decisions the new leader will own.
Put your hiring priorities into a search.
Tell us about the role, location, and decisions your team needs to make. We’ll discuss the recruiting support that fits.