Hire Behavior Technicians in North Dakota
North Dakota has 125 licensed behavior technicians — ranking #47 nationally. Median salary: $45k.
North Dakota ranks #47 of 51 states for behavior technicians with 125 providers. Average time-to-fill: ~49 days. Sign-on bonuses avg $15,000.
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Behavior Technicians Salary & Compensation in North Dakota
To recruit mid-career behavior technicians in North Dakota, target offers at $47,345+. Sign-on bonuses averaging $15,000 can help close competitive candidates. (Source: BLS OOH)
North Dakota Recruiting Market Overview
North Dakota ranks #47 of 51 states for behavior technicians with 125 providers.
With 18.2% annual turnover, North Dakota sees approximately 23 behavior technicians position changes per year. Top retention factors: work-life balance (85%), competitive salary (82%), and supportive management (78%).
Average time-to-fill is ~49 days. Recruiters should factor in 60-120 days for hospital credentialing and 90-180 days for insurance paneling.
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Frequently Asked Questions: Hiring Behavior Technicians in North Dakota
How many behavior technicians are in North Dakota?
North Dakota has 125 licensed behavior technicians, ranking #47 nationally. Source: CMS NPPES NPI Registry.
What is the salary for behavior technicians in North Dakota?
The national median is $45,090. Entry-level: $34,268, Senior: $56,363. Sign-on bonuses averaging $15,000 are common for hard-to-fill roles. Source: BLS 2024.
Is North Dakota a Nurse Licensure Compact state?
Check with the North Dakota Board of Nursing. The Nurse Licensure Compact includes 42 member states.
Which cities in North Dakota have the most behavior technicians?
The largest concentrations are in .
What is the turnover rate for behavior technicians in North Dakota?
Annual turnover averages 18.2%. Top exit reasons: burnout (35%), better pay (28%). Proactive retention programs reduce turnover 25-40%.
How long does recruiting behavior technicians take?
Average time-to-fill is ~49 days (moderate competition). Hospital credentialing adds 60-120 days. Start the process early to avoid staffing gaps.
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