Hire Behavior Technicians in Rhode Island
Rhode Island has 180 licensed behavior technicians — ranking #44 nationally. Median salary: $45k.
Rhode Island ranks #44 of 51 states for behavior technicians with 180 providers. Average time-to-fill: ~49 days. Sign-on bonuses avg $15,000.
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Behavior Technicians Salary & Compensation in Rhode Island
To recruit mid-career behavior technicians in Rhode Island, target offers at $47,345+. Sign-on bonuses averaging $15,000 can help close competitive candidates. (Source: BLS OOH)
Rhode Island Recruiting Market Overview
Rhode Island ranks #44 of 51 states for behavior technicians with 180 providers.
With 18.2% annual turnover, Rhode Island sees approximately 33 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 Rhode Island
How many behavior technicians are in Rhode Island?
Rhode Island has 180 licensed behavior technicians, ranking #44 nationally. Source: CMS NPPES NPI Registry.
What is the salary for behavior technicians in Rhode Island?
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 Rhode Island a Nurse Licensure Compact state?
Check with the Rhode Island Board of Nursing. The Nurse Licensure Compact includes 42 member states.
Which cities in Rhode Island have the most behavior technicians?
The largest concentrations are in .
What is the turnover rate for behavior technicians in Rhode Island?
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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