Over 14,000 candidates engaged on a monthly basis.
PeopleProcessPerformance
expertise in
Behavioral Health
1.2k+ Happy Hires
Innovative recruitment practices
Our recruitment approach at Mental Health QOP is built around the realities of behavioral health work: stretched clinical teams, complex payer expectations, vulnerable patient populations, and heavy documentation and coordination demands. We prioritize leaders and operators who have already performed in comparable clinics, CCBHCs, IOP/PHP, or community programs, and who understand access, continuity, and compliance pressures. That focus on true contextual fit reduces churn, protects team stability, and cuts down on wasted interviews.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High-touch approach that drives results
Mental Health QOP’s “high-touch” approach means staying close to the realities of clinic and program life. It looks like digging into access bottlenecks, payer and documentation pressures, and how teams actually move patients through care. Communication stays frequent and plain-language, so roles are represented accurately to the market. Feedback loops are tight, reducing mismatches, interview churn, and early turnover while prioritizing candidates who bring stability and proven performance in comparable behavioral health settings.
Top Performers
Frequently filled functions
The choice of thousands
+8
years
of experience in the behavioral health industry
2.5
weeks
average time to hire, from intake call to top candidate accepting an offer.
Our Process
Proven results through a proactive outbound strategy.
01
Ideal candidate profile
Before we can find you the perfect candidate, we start by learning your Behavioral Health organization, the role requirements, and what you value most in a future employee. This includes your care setting (outpatient, inpatient, residential, crisis, or community-based), patient population, schedule needs, and any credentialing or compliance requirements. With a clear understanding of the position and your team’s expectations, we build a strong picture of your ideal candidate.
02
Candidate availability research
Using the information you provide, we conduct focused research on the Behavioral Health talent market and compile key data based on your targeting and candidate availability. We assess factors like local competition, shift preferences, compensation ranges, and licensure constraints when applicable. We then use these insights to shape a highly effective recruitment campaign that converts the right professionals—clinical and non-clinical—into applicants.
03
Outreach and screening
Once targeting is defined, we immediately reach out to potential candidates to create your ideal talent pool. Candidates are then put through our screening and vetting process, where we quickly determine who meets your standards and truly qualifies for the role. We confirm role fit, reliability, and environment fit. Through our proactive approach, we are able to source qualified candidates in just a matter of days.
04
Guidance and placement
Working closely with every qualified candidate, our team guides them through each interview round; this includes candidate management, scheduling, interview preparation, and keeping momentum high throughout the process. In the final phase, we assist in negotiations and help coordinate requirements such as background checks, credentialing, or onboarding steps. We ensure the candidate’s transition to your team is smooth and successful.
Frequently asked questions
How do we run searches for companies in the behavioral health space?
Mental Health QOP uses a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map talent across behavioral health, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
How do we decide which candidates to target and present?
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
How fast do we deliver candidates?
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
How does our pricing and guarantee work?
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Do we also handle executive and leadership roles in behavioral health?
Yes. Over the past eight years, we have built a strong network of operators, senior managers, and leadership professionals in behavioral health. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.
How do we handle confidentiality during the search?
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
How do we communicate with candidates throughout the process?
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success