When you’re applying for an RBT position, it’s easy to focus on answering questions “the right way,” but remember: the interview is also your chance to find out if the company deserves you.
Here are five often-overlooked questions that can help reveal a company’s true culture, values, and support for its RBTs:
How do you recognize and celebrate the contributions of your RBTs?
RBTs are on the front lines of client care, and your work deserves acknowledgment. This question uncovers whether the organization sees you as essential to client progress, or just as someone to “run programs.” Are there preference assessments conducted for your R+ or does the organization only focus on ensuring the clients are reinforced?
Each client is unique, and walking in blind to a first session isn’t fair to anyone involved; imagine loudly shouting with excitement when a client high fives you and they run from you, terrified because they’re overwhelmed by loud noises. Consider a client who loves playing “hair salon” and cut your hair without hesitation of you turn your back to them to chat with someone else. The best organizations provide thorough client-specific training, behavior plan reviews, and chances to role-play or observe before you’re solo.
What training or resources do you provide when a new client starts?
What does a typical pathway for growth look like for an RBT here?
Do you want to stay an RBT long-term? Move toward becoming a BCaBA or BCBA? Are you looking to go back to school? Either way, knowing what opportunities exist (and how the organization supports them) matters. This question signals that you’re invested in your career and want to align with a company that values development.
This tells you whether you’ll be seen as an active member of the clinical team or simply as a pair of hands running programs. Look for answers that highlight respect for your input, regular feedback, and opportunities to share what you’re noticing in sessions. How often does it happen, weekly, biweekly? In-vivo or telehealth? Group or individual?
What does collaboration between RBTs and BCBAs look like here?
What does success look like for RBTs in your organization?
Pay attention to their answer: is success defined only by data collection and compliance? Or do they also value professionalism, compassionate interactions, teamwork, and self-advocacy? Their response tells you what the culture really prioritizes. How do they collect this information? Is it from information collected from BCBAs, families, peers?
Asking these kinds of questions helps you go beyond the surface-level details of pay rates and schedules. You’ll gain insight into how an organization values its people, supports professional growth, and builds a culture of respect.
Remember, when you advocate for yourself in the interview, you’re also showing future employers that you’ll advocate for clients. That’s a strength, not a risk. If they don’t experience it like that, then they aren’t the right fit for you.