Across the United States, Applied Behavior Analysis (ABA) providers are facing a familiar, and increasingly urgent, question: Where are all the BCBAs?
As demand for quality behavioral services rises, so does the strain on companies trying to hire and retain Board Certified Behavior Analysts. There simply aren’t enough hands on deck.
What’s truly behind this shortage?
In my view, it comes down to two transformative shifts—both rooted in growth, progress, and a deeper understanding of the communities we serve.
First, the increased acceptance and understanding of autism.
Despite headlines warning of an “epidemic,” what we’re really seeing is the powerful impact of advocacy. Autistic individuals and their allies have worked tirelessly to create a world where masking isn’t necessary, where being different doesn’t mean being less. And because of that, autism diagnoses are rising—not because more people are suddenly autistic, but because more people are finally being seen and supported.
Second, the shift within ABA itself.
The field is evolving. We’ve seen a conscious move away from rigid compliance models and toward compassionate, neurodiversity-affirming care. More clinicians are focused on helping neurodivergent kids thrive as themselves, not molding them to fit into a world that wasn’t built for them. Families see this shift. They feel it. And they’re seeking out providers who approach therapy with empathy and respect.
These are victories. They’re worth celebrating.
But they’ve also revealed a major challenge: we need more skilled, compassionate clinicians.
Companies are feeling the pinch. Everyone’s on the hunt for qualified BCBAs who align with this new vision of care. My own husband, a BCBA for nearly seven years, has an inbox flooded with recruiter emails like never before.
Because the truth is—we all want to make a difference.
So where do we go from here?
1. Clinicians must choose values-driven workplaces.
It’s time to support companies that prioritize people over profits. The “billing mills” either need to change or phase out. Clinicians deserve to work in environments that support ethical, compassionate care—and so do our clients.
2. We need to spark interest earlier.
Let’s talk to undergrads. How many current BCBAs actually entered college knowing about ABA as a career path? I’ve yet to meet one. If we want to build a stronger future, we need to start planting seeds now—through mentorship, education, and outreach.
At the end of the day, we’re all here for the same reason: our clients.
We want to create real, lasting impact. And we can do that—but only if we do it together.
3. We Need to Talk About Retention, Not Just Recruitment
It’s not enough to hire great people—we need to keep them. That means supporting continuing education, promoting mental health, offering mentorship, and creating pathways for professional growth. Let’s make staying in the field just as exciting as entering it.
At the end of the day, we all got into this work for a reason: To help our clients. To make a difference. To be part of something meaningful.
The future of ABA depends on us holding tight to that “why”—and building systems that reflect it.
So here’s your challenge:
If you’re a clinician—evaluate the company you’re with. Does it align with your needs and values?
If you’re in a leadership role—listen to your staff. Invest in growth mentorship and values. Give them a reason to stay.
If you’re just starting out as an RBT—ask questions. Find mentors. Seek out workplaces that honor your vision of ethical, effective care.
If you’re in the field—start the conversation. Talk to students. Share your story.
Because the future of ABA depends on all of us—and it’s time we rise to meet it.
Written by Carrissa Ringger– Talent Acquisition Assistant at Behaven Kids
