Landing your first BCBA position is such an exciting milestone and you should be proud of yourself. As you explore opportunities, it can be tempting to focus on the biggest offer, but there is so much more that goes into finding the right fit. After working with many new BCBAs, I have seen how long-term success comes from joining an ABA organization that truly supports your growth, balance, and passion for the field. Let’s talk about what really matters when choosing your first role.
The reality is stark: burnout rates among BCBAs exceed 70%, and it's not just because the work is challenging. It's often because new BCBAs get lured into unsustainable situations by companies that promise the moon but deliver chaos instead.
The High Salary Red Flag: Why More Money Often Means More Problems
Let's talk about that tempting offer that's $15,000-20,000 above market rate. Before you sign on the dotted line, ask yourself: why are they willing to pay so much more than everyone else?
Here's what we've learned from working with hundreds of BCBAs over the years: companies offering significantly above-market salaries are often compensating for something they can't fix, typically unmanageable caseload sizes that lead straight to burnout city.
Think about it logically. If a company can afford to pay you 20% more than their competitors, they're expecting 20% more from you. That usually translates to:
- Caseloads of 20-30+ clients
- Pressure to bill 30+ hours per week consistently
- Minimal administrative time for treatment planning and family communication
- Limited support when challenging cases arise
We've seen this pattern repeatedly: a new BCBA takes the highest offer, gets overwhelmed by an impossible caseload, and returns to us six months later looking for "consistency and work-life balance" instead of the biggest paycheck.
Be Aware of the Hourly vs Salaried Difference: BCBA hourly rates are typically higher than the equivalent hourly breakdown of a salaried position because they account for variability, lack of benefits, and non-billable time. Here’s a breakdown of why:
- No guaranteed hours or benefits – Hourly BCBAs are only paid for direct billable work, so their rate must be higher to compensate for the lack of paid time off, holidays, training time, or benefits like health insurance and 401(k) matching that salaried roles include.
- Billable-hour structure – In ABA, revenue is tied to client sessions (billable hours). Hourly BCBAs are paid directly for those billable units, while salaried BCBAs are compensated for a broader range of duties—admin work, meetings, and supervision—that aren’t billable. The higher hourly rate offsets the risk of cancellations, client no-shows, or fluctuating caseloads.
- Flexibility vs. stability tradeoff – Hourly roles offer greater flexibility and potentially higher short-term earnings, but without the consistency of guaranteed income. Salaried positions offer stability, predictable pay, and often leadership or developmental opportunities—so the base rate is lower but more secure.
- Employer costs and predictability – For employers, salaried roles are an investment in long-term stability and retention, while hourly roles are structured more like contractors or variable staff. The hourly rate reflects that added cost of unpredictability and the lack of employer-provided benefits.
While an hourly BCBA’s rate looks higher on paper, their annual earnings can be similar—or even less once you factor in cancellations and unpaid time. A salaried BCBA’s stability, benefits, and guaranteed hours create a more predictable and often higher total compensation over the course of the year. For example:
Hourly:
- Rate: $55/hour
- Average billable hours: 30 hours/week (typical in ABA due to cancellations, meetings, etc.)
- 30 hrs/week × $55/hr × 50 weeks = $82,500/year (assuming 2 unpaid weeks off)
- No paid holidays, PTO, or benefits, and pay varies week-to-week based on client attendance.
Salaried:
- Salary: $85,000/year
- Guaranteed pay, regardless of cancellations or client attendance.
- Includes paid holidays, PTO, admin time, health insurance, 401(k) match, CEU stipends, etc.
- Actual “effective” value with benefits often equals $95,000–$100,000+ total compensation.
What Sustainable Companies Actually Look Like
The best ABA companies focus on long-term success, both for their clients and their clinicians. Here's what to look for:
Reasonable Caseload Expectations
A quality company will start new BCBAs with no more than 10-15 cases and gradually build to a maximum of 18-20. Some organizations cap caseload sizes around 8-10 clients which is ideal to maintain quality of care and ensure each child is receiving the support needed. These organizations understand that effective ABA requires time for treatment planning, data analysis, family collaboration, and ongoing assessment.
Supportive Billable Hour Policies
Look for companies that:
- Set realistic billable hour expectations (25-27 hours max)
- Credit your average during PTO so you're not penalized for taking breaks
- Focus on quality outcomes rather than just quantity of hours
- Provide adequate administrative time for documentation and planning
Strong Leadership Infrastructure
The companies that retain BCBAs long-term invest heavily in support systems. They have regionalized management structures where Area Directors or Clinical Supervisors are actually available when you need them, not buried under their own impossible caseloads.
Red Flags That Should Make You Run
Beyond the too-good-to-be-true salary offers, watch for these warning signs:
The "Hit the Ground Running" Approach
Any company that expects you to take on a full caseload immediately without proper onboarding is setting you up for failure. Quality organizations provide structured ramp-up periods and mentorship programs.
Vague Answers About Support
If you ask about clinical support and get responses like "we have an open-door policy" or "you can always call if you need help," that's not a support system, that's just basic availability. Look for companies with structured supervision, regular check-ins, and proactive case management.
High Staff Turnover
Don't be afraid to ask directly: "What's your retention rate?" If they hem and haw or mention that "this is a challenging field," that's your answer. The best companies proudly share retention statistics because they've invested in creating sustainable work environments for all team members.
Micromanagement Disguised as Support
Some companies claim to provide extensive support but what they really offer is micromanagement. Quality companies provide guidance and mentorship while trusting your clinical judgment. They separate clinical supervision from operational management so your Clinical Director can focus on helping you grow professionally.
Essential Questions to Ask During Interviews
Come prepared with these critical questions:
About Workload:
- What's the typical caseload for new BCBAs, and how quickly do you ramp up?
- What are your billable hour expectations, and how do you handle weeks when clients cancel?
- How much administrative time is built into the schedule?
About Support:
- Who would be my direct supervisor, and how often would we meet?
- How do you handle challenging cases or family conflicts?
- What's your process for clinical escalations?
About Work-Life Balance:
- How do you support BCBAs in maintaining sustainable practices?
- What's your policy on after-hours communication?
- How do you handle PTO and continuing education requirements?
About Growth:
- What professional development opportunities do you offer?
- How do you support BCBAs working toward additional certifications?
- What does career advancement look like here?
The Real Value of Work-Life Balance
Here's what we've learned from BCBAs who've found their perfect fit: it's not about the highest salary or the most prestigious company name. It's about finding an organization that values your wellbeing as much as your clinical skills.
The companies that truly invest in their BCBAs create environments where you can:
- Provide quality services without rushing through sessions
- Build meaningful relationships with families and clients
- Continue learning and growing professionally
- Maintain your passion for the work long-term
These companies might not offer the flashiest signing bonuses, but they offer something far more valuable: sustainability.
Making Your Decision
When evaluating offers, create a simple scoring system. Rate each company (1-10) on:
- Caseload sustainability
- Leadership support quality
- Professional development opportunities
- Work-life balance policies
- Company culture fit
- Compensation (yes, it matters, but it shouldn't be the only factor)
The company with the highest total score: not necessarily the highest salary: is likely your best bet for long-term success and satisfaction.
Your Career, Your Choice
Remember, this decision shapes not just your first job but your entire career trajectory in ABA. The skills you develop, the clinical approaches you learn, and the professional relationships you build in your first position will influence every role that follows.
Take time to thoroughly evaluate your options. Talk to current and former employees if possible. Trust your instincts about company culture and leadership quality. And remember: the best opportunity isn't always the highest-paying one.
At Mindcolor Autism, we've built our entire approach around sustainable practice and comprehensive support because we've seen firsthand what happens when BCBAs are set up for success versus when they're set up to burn out.
Your career in ABA should energize you, not exhaust you. Choose wisely, and you'll find yourself among the BCBAs who are still passionate about this work years into their careers: making a real difference in the lives of the individuals and families they serve.