Redefining the RBT Career Path: Putting the Power Back in Your Hands
For too long, RBTs have been treated as interchangeable. You apply, wait weeks for a call back, and when you finally land an interview, you’re often locked into rigid schedules, high turnover teams, and little to no mentorship. It’s no wonder so many RBTs feel stuck.
But here’s the truth: RBTs have more power than they realize. And at Headstart, we want to empower RBTs to use that power. That’s why we’re sharing the questions we think every RBT should ask in an interview.
When you know the right questions to ask, you can flip the tables around and learn to spot the right opportunities, avoid the wrong ones, and step into roles that support your growth and your life
What RBTs Should Be Asking in Interviews
Instead of saying “yes” to the first offer, go in prepared with questions that put you in control. (And here is a secret… there isn’t a long line of people behind you. You hold the cards.):
“What does supervision look like here?” When you ask this question, you’re looking for an authentic answer from clinicians about how often supervision occurs, in what format, and for how long. If you’re interviewing onsite at a clinic, take a moment to observe — are the BCBAs buried in laptops, hard to find, or are they visible and actively engaged with staff and clients? If the interview is virtual for an in-home role, listen for specific commitments like: “You can expect supervision at least once per week, per client, for a minimum of X hours.” Bonus points if you follow up by asking what supervision actually looks like in practice — group meetings, side-by-side modeling, feedback sessions, or a mix. And if your interviewer says something like, “I’m not a BCBA, I don’t know,” treat that as a signal to ask to speak with a clinical leader before moving forward — because how supervision is structured should never be a mystery in a quality ABA program.
“How many clients will I be assigned at one time?” → A thoughtful caseload helps you give quality care (and avoid burnout). Your caseload matters because it impacts how well you can get to know each client, prepare for sessions, and receive meaningful supervision. Strong programs keep caseloads consistent instead of constantly shuffling RBTs around.
A good answer might sound like: “RBTs usually work with 2–5 clients, and we keep those assignments steady so you can build relationships, prepare for sessions, and meet regularly with your supervising BCBA.”
Be cautious if the response is vague—like “It depends” or “We just move RBTs as needed.” Inconsistent caseloads make it harder to learn your clients, track progress, and benefit from consistent supervision. And if no BCBA can explain the structure, that’s a sign to push for clarity before moving forward.
“What growth opportunities exist for RBTs in your company?” → Look for a clear path: RBT → Lead RBT → BCBA. A strong employer should be able to describe concrete next steps, like becoming a Lead RBT, helping train new staff, or transitioning into a BCBA intern role while earning supervision hours.
They should also mention how they invest in your development through ongoing coaching, feedback, and structured training. If a company struggles to describe what advancement looks like, it may be a signal that upward mobility isn’t a real priority.
“Do you support additional certifications or training?” → The right company invests in your future, not just your present. Ongoing training matters because it keeps both you and your clients safe. Quality programs will highlight opportunities beyond the basics, such as crisis management training, safety protocols, or continuing education (CEUs). They may also show clear pathways toward becoming a Lead RBT or preparing for a BCBA internship.
If the only answer you hear is “just enough to keep your credential active,” that’s a red flag. A company that truly values you will emphasize continued learning so you can feel confident in the field and deliver the safest, most effective care.
“How consistent are the hours??” →Your career should fit your life—not the other way around. Predictability matters because it gives you a stable job you can count on. An employer should explain how they provide steady hours week to week, instead of making promises that never materialize.
If their answer feels uncertain or overpromises without specifics, take note. Inconsistent scheduling not only impacts your paycheck but also your ability to plan your life outside of work. A company that truly values its RBTs will highlight stable, reliable scheduling as part of their culture.
These questions don’t just get you answers—they spotlight what really matters in your career.
What RBTs Actually Value
When RBTs ask those questions, the answers reveal whether a company is aligned with what RBTs value most:
Flexibility to balance work, school, or family [Predictability or consistency- so they have Predictable, consistent hours they can count on — not promises that never come to fruition.
Flexibility to balance work, school, or family responsibilities.
Immediate placement so they’re not left waiting weeks for cases to start.
Mentorship from BCBAs who know their names, show up, and invest in their growth.
A real career ladder — from RBT, to Lead RBT, to BCBA — instead of a role that feels like a dead end.
In other words: the things that make an RBT role sustainable aren’t “extras” or perks. They’re the backbone of the job — stable caseloads, mentorship, consistent hours, and growth opportunities. Without them, burnout is inevitable. With them, RBTs don’t just survive in this field — they thrive.
Why BCBA-Led Companies Make the Difference
The problem with most large ABA companies? They’re not led by clinicians. That’s why RBTs end up with rigid schedules, no guidance, and no path forward.
Headstart flips the script. Because we’re BCBA-led, we know what actually makes the difference:
Same-Day Interviews + 24-Hour Response → No more waiting weeks.
Thoughtful Pairing with BCBAs → Mentorship, not random assignments.
Flexible Hours → Start part-time, grow to full-time if it fits your life.
Support for Certifications → We help you prepare for the next step in your career.
Ongoing Mentorship → Regular 1:1 guidance so you’re never left figuring it out alone.
When RBTs are supported, clients thrive, families see progress, and the whole ABA field is stronger.
Moving Beyond “Just a Job”
Being an RBT should never feel like a dead end. With the right support and the right company, it’s the start of a real career—one with growth, mentorship, and impact.
At Headstart, we put the power back in your hands. You ask the right questions. We give you the right answers—and the tools to build a career you’re proud of.