BEHAVIORAL HEALTH

Every week a therapist position stays open, your waitlist gets longer.

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A behavioral health clinician or therapy office
behavioral health placements
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average time to fill for staff roles
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still in position at 90 days
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You own the caseloads and the program capacity. You own the waitlist that never seems to shrink. A psychiatry position that sits open six months or more has become normal in behavioral health, and while it sits, the clinicians who stay quietly burn toward the edge. Roughly 40% of Americans now live in a mental health professional shortage area, and burnout among behavioral health professionals is close to universal. This is the tightest labor market in healthcare, and you’re competing in it every day.
Demand for behavioral and mental health services has climbed since the pandemic and hasn’t let up. Organizations are short on Therapists, Licensed Clinicians, PMHNPs, Psychologists, Psychiatrists, and Psych RNs, and the shortage shows up as a waitlist of patients who can’t be seen because there aren’t enough providers to see them. Meanwhile a new all-telehealth company seems to launch every other week, pitching clinicians on a dream that often turns out too good to be true once they’re inside and expected to build their own caseload. The smart move a lot of programs make is leaning on PMHNPs to offset the Psychiatrist gap, and sourcing them well is one of the things we do best. We recruit Independently Licensed Clinicians the same way, and we talk candidates through the reimbursement realities that pull so many of them toward cash-pay private practice.
We’ve spent years recruiting on the behavioral health side, for privately owned organizations, nonprofits, and FQHC behavioral health programs. The range runs from a single local counselor all the way up to intensive outpatient, partial hospitalization, and psychiatric residential settings. Licensed clinicians are one of the roles we place most. For one organization, we filled 20 clinicians in a single year.
The work is passive-talent recruiting, and that’s the whole game here. Most clinicians are already employed. They might not be thrilled in their current job, but life is busy and they’re not applying anywhere. So we reach out, get them genuinely interested in the organization we’re representing, and walk them into an interview. A lot of them get hired and stay for years.
One search says it best. Last year a nonprofit in a rural part of Pennsylvania opened a new location and had been trying to fill an LPC role for about a year. They handed us the search, and we found the right clinician inside a month. Patients in that town used to drive more than an hour for behavioral and mental health care. Now they get it close to home. That’s the point of the work.

What we recruit for behavioral health

Therapists.
Independently Licensed Clinicians, including LCSWs, LMHCs, and LMFTs.
PMHNPs (Psychiatric Mental Health Nurse Practitioners).
Psychologists.
Psychiatrists and Chief Medical Officers.
Psych RNs and Chief Nursing Officers.
“Their expertise is unmatched, especially in the behavioral health field. They excel in finding the right placements for executive and senior-level management, aligning with long-term retention and productivity goals.”
Shawny Robey
President and CEO, Lightshare Behavioral Wellness and Recovery
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Behavioral Health FAQs

Why is behavioral health recruiting so challenging?
Demand for psychiatrists, PMHNPs, therapists, psychologists, and clinical leaders is high, and candidates can choose among community mental health, hospitals, private practice, telehealth, schools, and nonprofits. The best clinicians usually aren’t job-hunting. A posting won’t surface them. Direct outreach will.
Often because the posting leaves the hard questions unanswered. If caseload, productivity expectations, documentation load, and pay aren’t clear, strong clinicians self-select out before they ever apply. When we represent a role, we get those answers up front so candidates can say yes with confidence.
Direct outreach to the ones already employed and not looking. We get them on the phone, get them interested in your organization, and give them a clear picture of the patient population, the schedule, and the support they’ll have. That’s how we land passive talent in one of the tightest markets in healthcare.
That’s usually what a behavioral health search is really about. A waitlist is a provider gap. We fill the provider gap with clinicians who’ll stay, so your patients get seen instead of scheduled out for months.