Selling An ABA Organization- #Talent
Understanding the Levels of Caregivers in ABA—and Why Labor Markets Shape Business Value
If you’ve owned a home care agency or ABA therapy business for years, you already know: people make the business. Caregivers, therapists, and staff are the beating heart of your company. When it comes time to think about selling, it’s not just the contracts or brand that buyers look at. They want to know who is delivering the care, how hard it is to recruit, and how stable that workforce will be.
Let's break down the different levels of caregivers in the ABA (Applied Behavior Analysis) space, show how labor markets affect each role, and explain why this directly impacts the appeal—and ultimately the value—of your business in a transaction.
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The Levels of Caregivers in ABA Therapy
1. Behavior Technicians (BTs) / Registered Behavior Technicians (RBTs)
These are the frontline staff. They work directly with children or clients, implementing treatment plans designed by supervisors. BTs and RBTs are often entry-level roles, though RBTs have certification.
Labor Market Reality: High turnover. Many BTs view the role as a stepping stone. Recruiting is always active.
Buyer Perspective: A buyer will ask: How strong is your recruiting pipeline? Do you have systems in place to retain staff? If the answer is yes, it makes your business more appealing.
2. Board Certified Assistant Behavior Analysts (BCaBAs)
This is a mid-level credential. BCaBAs provide supervision to BTs/RBTs and help manage client cases.
Labor Market Reality: Fewer in number, harder to find than RBTs. Their salaries are higher, and turnover is lower, but they’re still in demand.
Buyer Perspective: Having BCaBAs in-house reduces pressure on senior staff and gives buyers confidence that the business won’t crumble if one supervisor leaves.
3. Board Certified Behavior Analysts (BCBAs)
These are the architects of ABA care. They design treatment plans, oversee staff, and often act as the clinical backbone of an agency.
Labor Market Reality: There is a shortage of BCBAs nationwide. Recruiting and retaining them is a constant challenge, and their salaries have climbed steeply in recent years.
Buyer Perspective: If your company has stable, long-tenured BCBAs, that’s a huge selling point. Buyers understand this reduces risk and ensures continuity of care.
4. Clinical Directors / Senior Supervisors
These are the leaders who keep everything moving—responsible for quality, compliance, and mentoring staff.
Labor Market Reality: Even rarer than BCBAs. Many smaller agencies struggle to fill these roles and instead lean heavily on one or two people.
Buyer Perspective: If your business has strong leadership in place, it’s a sign of stability and scalability—two things buyers pay extra for.
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Why Labor Markets Matter in a Sale
Labor shortages aren’t new. But in healthcare and ABA therapy, the labor market directly defines your company’s value. Buyers look at staff stability and availability as much as they look at revenue.
Here’s why:
Revenue without staff is an empty promise. You can have a waiting list a mile long, but if you don’t have RBTs or BCBAs to deliver the service, revenue won’t grow.
Turnover eats profits. Constantly recruiting, training, and onboarding drains resources. Buyers want to see a business where staff stick around.
Specialized talent drives multiples. Agencies with strong mid- and senior-level staff often get higher valuations, because buyers know they’re rare.
Put simply: the labor market shapes how appealing your company is to a buyer. And appeal translates directly to transaction value.
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What Sellers Should Ask Themselves
If you’re thinking about selling, here are some questions worth reflecting on:
1. Do you have a reliable pipeline for new BTs/RBTs?
2. Are your BCBAs happy, stable, and well-supported?
3. Does your leadership team reduce dependency on you as the owner?
4. Can you show buyers that your workforce model is sustainable in today’s labor market?
The better your answers to these questions, the more leverage you’ll have when a buyer comes to the table.
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Where We Come In
At Acquire.Care, we work with retiring owners like you every single day. We know what buyers are looking for, and we know how to position your company’s workforce story in the best possible light.
If you’re considering a sale, reach out at jake@acquire.care. It’s what we do.
We don’t just find you any buyer—we already have buyers lined up who understand the challenges of the healthcare labor market and value your company for what you’ve built.
When it’s time to sell, don’t leave money on the table. Contact jake@acquire.care to make sure your years of hard work pay off in the transaction.
At the end of the day, whether you built your business in home care or ABA therapy, you’ve invested a lifetime into people. Now it’s time to make sure the next chapter works for you. That’s what we do.
Selling your company is about more than numbers—it’s about people, and how well you’ve built systems to manage the toughest labor market healthcare has ever seen. Buyers know it. You know it. And now you also know how caregiver levels play into your company’s value.
If you’re ready to explore your options, the next step is simple: email jake@acquire.care today.
