1. Pay and paid time
- What is base pay, in what unit, and when does it change? Is a sign-on bonus conditional or repayable?
- Which hours are guaranteed? What happened to new hires’ actual paid hours recently?
- How are cancellations, no-shows, unfilled cases, authorization gaps, training, documentation, and meetings paid?
- Is travel between locations on the clock? Are mileage, parking, and supplies reimbursed?
- When do insurance, PTO, retirement, and other benefits begin, and what paid-hours threshold applies?
For BCBAs, ask how productivity bonuses are calculated and whether nonbillable clinical obligations are included in the stated schedule. For hourly RBTs, ask for an example week with a cancellation. See the ABA salary guide for offer math and data limits.
2. Supervision, mentorship, and safety
- RBT candidates: Who is my responsible supervisor, how often will they observe my work, and when are those meetings scheduled and paid?
- RBT trainees: Who provides the current BACB-compliant 40-hour training, competency assessment, exam support, and professional development?
- BCBA candidates: How many active clients and RBTs will I oversee, and what does the organization consider a sustainable caseload?
- BCBA fieldwork candidates: Who is qualified to supervise fieldwork, what unrestricted activities are available, and when will the required contract be signed?
- Who responds to a difficult session, safety incident, ethical concern, or caregiver complaint? Is backup available in the actual work setting?
Get the supervision arrangement in writing before you count fieldwork hours. Ask how you will gain unrestricted experience, who will review your work, and what happens if your supervisor changes. Confirm the arrangement against the current BACB handbook.
3. Schedule, setting, and client load
- Which locations will I serve in a typical week—clinic, home, school, community, or telehealth where permitted?
- What are start/end times, evening or weekend requirements, and expected travel radius?
- How are cases matched to staff experience and client needs? Who updates programs when clinical needs change?
- For remote BCBA work, what must still be done in person and who supports local staff?
- How is the initial caseload built, and what changes after the first 30, 60, and 90 days?
4. Put two offers side by side
Copy these rows into your notes and fill them with written answers. If a field is unknown, mark it unknown rather than assuming the favorable case.
| Term | Offer A | Offer B |
|---|---|---|
| Base pay and unit | Write amount | Write amount |
| Guaranteed paid hours | Write hours | Write hours |
| Cancellation policy | Write policy | Write policy |
| Caseload / billable target | Write target | Write target |
| Paid admin / supervision | Write terms | Write terms |
| Travel / mileage | Write terms | Write terms |
| Benefits and start date | Write terms | Write terms |
| Clinical support / mentor | Write name or process | Write name or process |
5. Slow down when an answer is vague
“Unlimited earning potential,” “flexible hours,” and “supportive supervision” are not specific terms. Ask for an example schedule, written policy, and named supervisor. A recruiter who cannot answer immediately may still be able to follow up; the issue is accepting without the answer. Also verify the application domain and do not pay a recruiter or send sensitive identity information through an unexpected message.
Turn a promise into a term you can compare
| If you hear… | Ask for… |
|---|---|
| “Flexible schedule” | The required start/end times, evening obligations, on-call rules, and a sample first-month calendar. |
| “Generous bonus” | The written formula, payout dates, eligibility and repayment conditions, and an example using a realistic caseload. |
| “Strong mentorship” | A named mentor, meeting frequency, protected time, and who reviews your first work products. |
| “Competitive hourly pay” | Guaranteed paid hours and written cancellation, documentation, and travel policies. |
If a bonus, schedule exception, or mentorship promise affects your decision, ask for the relevant policy or offer term in writing. Compare the written terms—not your memory of the interview—before accepting.
Sources and review notes
- BACB RBT Handbook — training, competency, maintenance, and supervision.
- BACB BCBA Handbook — certification and fieldwork.
- BACB supervision and training resources.
We reviewed these sources on September 21, 2026. Requirements, fees, state rules, and testing details can change. See our editorial policy and confirm important decisions with the issuing organization.
Frequently asked questions
What should I ask before accepting an RBT offer?
Confirm paid training and supervision, expected paid hours, cancellation policy, travel and documentation pay, client setting, and who handles safety escalation.
What should I ask before accepting a BCBA offer?
Ask for the caseload, supervisee count, billable target and definition, nonbillable duties, cancellation handling, clinical support, and a realistic weekly schedule.
Should I rely on a verbal promise about hours?
Ask the employer to put material terms in the written offer or policy. If a range depends on client availability, treat it as variable until you understand how pay is protected.
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