Top 10 Behavioral Health Staffing Agencies in the U.S. (2026)

Last updated: October 23, 2026 · Written for facility leaders, clinical directors and HR teams in mental and behavioral health

Behavioral health staffing means using an outside agency to find, check and place mental health clinicians. These include psychiatric nurses, therapists, counselors, PMHNPs (psychiatric mental health nurse practitioners) and psychiatrists. The best behavioral health staffing agencies specialize in this field, verify every license, and offer several hiring models. Below, we compare 10 leading agencies in the U.S., explain what they charge, and show you how to choose one.

Finding a reliable partner is hard right now. As of June 30, 2026, about 157.1 million people in the U.S. lived in a federally designated Mental Health Professional Shortage Area, according to the Health Resources and Services Administration (HRSA). In those areas, only about 26.5% of the need for mental health practitioners is met. So facilities compete hard for the same small pool of clinicians.

Disclosure: Pulivarthi Group is a behavioral health staffing agency, and we include ourselves on this list. We have marked our entry clearly. We used the same criteria for every agency, and we encourage you to compare all of them before you decide.

Behavioral Health Workforce Shortage in 2026: Why Behavioral Health Staffing Is So Hard

Demand for mental health and substance use care keeps rising. However, the number of trained clinicians is not keeping up. As a result, open roles stay vacant for longer, and current staff carry heavier caseloads. This is the main reason so many facilities now work with mental health staffing agencies.

The shortage by role

In December 2025, HRSA’s National Center for Health Workforce Analysis published projections to 2038. The table below shows the “status quo” scenario next to the latest pay data from the Bureau of Labor Statistics (BLS). Use it to see which roles are hardest to fill and what clinicians typically earn.

Role	Projected shortage by 2038 (FTEs)	Share of demand met in 2038	BLS median pay (May 2025)	BLS job growth, 2025–35
Mental health counselors	About 99,780	55%	$59,350*	18%*
Addiction (substance use) counselors	About 77,050	30%	$59,350*	18%*
Psychologists	About 99,840	48%	$99,110 (clinical and counseling: $100,580)	6%
Adult psychiatrists	About 36,780	50%	—	—
Child and adolescent psychiatrists	About 7,030	61%	—	—
Marriage and family therapists	About 33,840	60%	$66,940	14%
Mental health and substance use social workers	About 17,030	85%	$60,280	10%
School counselors	About 39,680	80%	—	—
Psychiatric nurse practitioners	Small surplus (status quo)	108% (64% if need rises)	$132,300 (all NP specialties)	41% (all NP specialties)
Psychiatric physician assistants	Shortage	78%	—	—

Sources: HRSA National Center for Health Workforce Analysis, Behavioral Health Workforce Brief 2025; BLS Occupational Outlook Handbook (May 2025 pay, 2025–35 projections). *BLS groups substance abuse, behavioral disorder and mental health counselors together. BLS does not report psychiatric NPs separately. A dash means our sources do not report that figure.

Note the psychiatric NP row. Under the status quo, supply slightly exceeds demand. However, if the need for care rises, supply would meet only 64% of demand. So PMHNP hiring may stay competitive, especially in rural areas.

Pay varies by work setting

Setting also changes what counselors earn. For example, BLS reports these May 2025 medians for substance abuse, behavioral disorder and mental health counselors:

• Hospitals: $63,310
• Outpatient mental health and substance use centers: $58,750
• Residential mental health and substance use facilities: $49,660

BLS also projects about 50,500 openings a year for this counselor group. In addition, it expects about 69,100 openings a year for all social workers. That steady churn is one reason recruiting never really stops.

Where the demand is

The 2024 National Substance Use and Mental Health Services Survey (N-SUMHSS) from SAMHSA counted 21,205 responding facilities. Of these, 14,091 provide mental health treatment, and 15,953 provide substance use treatment. Also, 8,839 provide both, so the counts overlap. Among mental health facilities, 85.3% offer outpatient care, 17.5% offer residential care and 9.1% offer hospital inpatient care.

Meanwhile, many people still go without care. SAMHSA’s 2024 National Survey on Drug Use and Health found a large treatment gap. Only 52.1% of adults with any mental illness received mental health treatment in the past year.

Sources: SAMHSA, 2024 N-SUMHSS Annual Report (September 2025); SAMHSA, 2024 NSDUH Short Report on mental health treatment (September 2025); HRSA Data Warehouse, HPSA quarterly summary as of June 30, 2026.

Rural and shortage-area gaps

The shortage is worst outside big cities. HRSA notes that rural counties are more likely to have no behavioral health providers at all. As of June 30, 2026, there were 7,109 Mental Health HPSA designations. HRSA estimates that 7,825 more practitioners would be needed to remove them. Therefore, rural clinics, community mental health centers and correctional programs often rely on contract, telehealth and locum tenens clinicians.

How We Evaluated These Agencies

For this guide, we reviewed each agency’s public website, service pages and stated hiring models. Then we compared them on five criteria:

1. Behavioral health specialization. Does the agency have a clear behavioral health focus, or is it one line on a long list?
2. Role coverage. Can it fill prescribers, licensed therapists and support staff, or only one group?
3. Speed to candidate. How quickly does it say it can share qualified candidates?
4. Compliance depth. How does it verify licenses, certifications and background checks?
5. Engagement flexibility. Does it offer contract, per-diem, temp-to-hire and permanent options?

We did not accept payment for any placement on this list. Also, rankings reflect “best for” fit, not an overall score. The right agency for a large hospital system may be the wrong one for a small outpatient clinic.

Top 10 Behavioral Health Staffing Agencies at a Glance

Agency	Best for	Core roles	Models
Supplemental Health Care	National scale	RNs, LCSWs, psych techs	Travel, contract, perm
Pulivarthi Group (our agency)	PMHNP and LCSW specialists	PMHNPs, LCSWs, BCBAs, therapists	Contract, perm, temp-to-hire, per-diem
US Medical Staffing	Multi-state programs	Nurses, allied, BH staff	Contract, perm
Viemed Staffing	Travel BH clinicians	RNs, techs, counselors	Travel, contract
BOS Medical	Southeast facilities	RNs, LPNs, BH staff	Contract, temp-to-hire
APN Healthcare	Fast request turnaround	BH nurses, clinicians	Contract
HCR Network	Permanent recruiting	Psychiatrists, NPs, therapists	Direct hire
Arbor Staffing	Regional flexibility	BH professionals, nurses	Contract, perm
Concentric Healthcare	Southwest coverage	BH nurses, techs	Contract, per-diem
Malone Workforce	Midwest programs	BH clinicians, support staff	Contract, perm

Based on each agency’s public website as reviewed for this guide. Services change, so confirm details directly with each agency.

The 10 Best Behavioral Health Staffing Agencies for 2026

1. Supplemental Health Care: best for national scale

Supplemental Health Care is a large national healthcare staffing firm with a dedicated behavioral health offering. It places registered nurses, licensed clinical social workers (LCSWs) and psychiatric technicians. It also offers travel, contract and permanent options. Because of its size, it suits hospital systems that need many roles filled across several states. Watch-out: large firms serve many specialties, so ask who will recruit for your behavioral health roles specifically.

2. Pulivarthi Group: best for PMHNP and LCSW specialists (our agency)

Pulivarthi Group focuses on mental and behavioral health roles, including PMHNPs, LCSWs, BCBAs (Board Certified Behavior Analysts) and therapists. We aim to share a shortlist of qualified candidates within one business day. In addition, there are no mandatory 12-month exclusive contracts. Our credentialing support covers multi-state license tracking, HIPAA review and payer-panel enrollment. You can choose contingent staffing or permanent staffing, plus temp-to-hire and per-diem options. Watch-out: as with every agency here, ask for the exact roles and states we cover for your needs.

3. US Medical Staffing: best for multi-state programs

US Medical Staffing places nurses, allied health professionals and behavioral health staff. In addition, it offers contract and permanent placements. As a result, its multi-state reach can help organizations that run programs in more than one state. Watch-out: confirm how the firm handles state-specific licensing for each placement.

4. Viemed Staffing: best for travel behavioral health clinicians

Viemed Staffing has a dedicated behavioral health staffing page. Specifically, it places RNs, psychiatric technicians and counselors, mainly through travel and contract assignments. As a result, it fits facilities that need short-term cover for census spikes or leave. Watch-out: travel assignments can cost more, so compare total costs with local contract options.

5. BOS Medical: best for Southeast facilities

BOS Medical places RNs, licensed practical nurses (LPNs) and behavioral health staff. It also offers contract and temp-to-hire options. As a result, facilities in the Southeast may find its regional focus useful. Temp-to-hire also lets you test fit before you make a permanent offer. Watch-out: ask about conversion fees before the first assignment starts.

6. APN Healthcare: best for fast request turnaround

APN Healthcare places behavioral health nurses and clinicians on contract. In particular, its strength is responding quickly to staffing requests. So it can work well for facilities that need to fill sudden gaps. Watch-out: it focuses on contract work, so you may need a second partner for permanent hires.

7. HCR Network: best for permanent recruiting

HCR Network works as a direct-hire recruiting firm. In particular, it recruits psychiatrists, nurse practitioners and therapists for permanent roles. Therefore, it suits organizations that want long-term hires rather than temporary cover. Watch-out: direct-hire searches for prescribers can take longer, so plan interim cover.

8. Arbor Staffing: best for regional flexibility

Arbor Staffing has a behavioral healthcare staffing page. In addition, it places behavioral health professionals and nurses on contract and permanent terms. This mix gives regional facilities flexibility as their needs change. Watch-out: check which regions it covers before you send a request.

9. Concentric Healthcare: best for Southwest coverage

Concentric Healthcare is a broad healthcare staffing firm. However, it also places behavioral health nurses and technicians on contract and per-diem terms. So facilities in the Southwest may find its coverage helpful. Watch-out: behavioral health is one of many specialties, so ask how many behavioral health placements it makes.

10. Malone Workforce: best for Midwest programs

Malone Workforce places behavioral health clinicians and support staff. It also offers contract and permanent options. As a result, it can fit Midwest programs that need both clinical and support roles. Watch-out: confirm its experience with your setting, such as inpatient, residential or outpatient care.

Need PMHNPs, LCSWs or therapists? Tell us the roles, setting and start date. Get a staffing quote →

Types of Behavioral Health Staffing Firms

Not every agency on a “best of” list does the same job. In fact, most fall into one of five groups. So knowing the group helps you shortlist faster.

Firm type	What it does	Best for
National generalist	Staffs many specialties, including behavioral health	Large systems that want one vendor for many roles
Behavioral health specialist (therapy staffing agency)	Recruits only or mainly mental and behavioral health roles	Clinics and programs that need niche roles such as PMHNPs, LCSWs or BCBAs
Locum tenens firm	Places physicians and advanced practice clinicians on temporary assignments	Psychiatrist and prescriber gaps, often while a permanent search runs
Per-diem app or marketplace	Lets facilities book individual shifts	Short shift gaps for nurses and techs
ABA and IDD-focused firm	Recruits for autism and developmental disability services	ABA (applied behavior analysis) providers that need BCBAs and behavior technicians

In fact, many facilities use two types at once. For example, a hospital might use a locum firm for psychiatry and a behavioral health specialist for therapists.

Behavioral Health Staffing Models and Which Roles Fit Each

Each staffing model solves a different problem. Therefore, match the model to the role and to how long you need cover. The table below is general guidance based on how facilities commonly hire. It is not federal data.

Role	Common best-fit model	Why
Psychiatrist	Locum tenens, then direct hire	Searches take time, so locums keep prescribing coverage going
PMHNP	Contract or direct hire	High demand; contract cover bridges gaps while you recruit
Psychiatric PA-C	Contract or direct hire	Supervision rules vary by state, so check fit early
LCSW or LPC	Contract-to-hire (temp-to-hire)	Lets you test caseload fit before a permanent offer
Psychologist	Direct hire or contract	Often permanent, but contract works for testing backlogs
BCBA or ABA behavior technician	Direct hire or contract	Caseloads depend on payer approvals and client volume
Psychiatric RN	Contract, travel or per diem	Census changes often, so flexible cover helps
Mental health technician	Per diem or contract	Fills shift gaps quickly
Peer support specialist or case manager	Contract-to-hire or direct hire	Long-term relationships with clients matter

Here is what each model means in plain terms:

• Contract or travel. The clinician works for a set period, often 8–13 weeks or longer. The agency employs them and bills you by the hour.
• Per diem (PRN). The clinician works single shifts as needed.
• Temp-to-hire. The clinician starts on contract. Later, you can hire them permanently, usually for a conversion fee.
• Direct hire (permanent). The agency recruits; you employ the clinician from day one and pay a one-time fee.
• Locum tenens. A temporary assignment for physicians and advanced practice clinicians.

If you need prescribers, see how we approach PMHNP hiring.

Mental Health Staffing Agency vs In-House Recruiting

Some facilities hire on their own. Others, however, use mental health recruiters. In practice, most do a mix. The table below shows the trade-offs.

Factor	Mental health staffing agency	In-house recruiting
Reach	Existing network of active and passive candidates	Limited to your job posts and referrals
Speed	Often faster for hard-to-fill roles	Can be slow when few people apply
Cost	Markup or placement fee	Recruiter salaries, job boards and staff time
Credentialing	Agency verifies licenses and checks, then you confirm	Your team does all the work
Flexibility	Contract, per-diem and temp-to-hire options	Mostly permanent hires
Culture fit	Depends on how well the agency learns your setting	Your team knows the culture best

In short, in-house recruiting works well for roles with many local applicants. However, mental health recruitment agencies tend to add the most value for scarce roles, rural sites and urgent gaps.

How to Choose Between Behavioral Health Staffing Agencies

Start with your biggest gap, not with the agency’s sales pitch. Then use these six questions to narrow your list:

1. What roles do you need most? Then pick an agency that already places those roles often.
2. What setting are you? For example, inpatient, residential, outpatient, crisis and school settings need different experience.
3. How fast do you need cover? Ask for realistic timelines for your role and state, not best-case numbers.
4. Which model fits? First, decide between contract, per diem, temp-to-hire and direct hire first.
5. How deep is their compliance work? Also ask exactly what they verify and how they document it.
6. What are the terms? Finally, check fees, guarantees, exclusivity and minimum hours before you sign.

For a deeper walk-through, read our guide on how to choose a mental health staffing agency.

What Do Behavioral Health Staffing Agencies Charge?

Agencies rarely publish prices, because costs depend on role, location, urgency and length of assignment. The ranges below are typical industry estimates. They come from vendor and industry sources, not from official data. So treat them as a starting point and ask each agency for a written quote.

Contract and travel bill rates

For contract work, you pay an hourly bill rate. In general, that rate covers the clinician’s pay plus the agency’s markup. In turn, the markup pays for payroll taxes, insurance, benefits, recruiting and profit. Industry estimates often put contract markups at about 30 to 60 percent over the clinician’s pay. Travel assignments may also include housing and travel costs.

Per diem and PRN

Per-diem shifts usually carry a higher hourly rate than longer contracts. That is because the agency fills single shifts at short notice. In addition, some agencies charge more for nights, weekends and holidays.

Temp-to-hire conversion fees

If you hire a contract clinician permanently, many agencies charge a conversion (buyout) fee. The fee often shrinks the longer the clinician has worked on contract. Therefore, ask for the conversion schedule in writing before the assignment starts.

Direct-hire and permanent placement fees

For permanent hires, agencies usually charge a one-time fee. Industry estimates often put this at about 15 to 25 percent of the clinician’s first-year salary. Fees for psychiatrists and other hard-to-fill prescribers may sit at the higher end.

Hidden costs to ask about

• Exclusivity. Some contracts stop you from using other agencies for a set period.
• Minimum hours. You may have to pay for a minimum number of hours each week.
• Cancellation fees. Ask what happens if you cancel a shift or end an assignment early.
• Guarantee period. Check how long the replacement or refund guarantee lasts, and what it covers.
• Overtime and holiday rates. Confirm when higher rates apply.

Pay benchmarks to sanity-check a quote

Use BLS median pay as a reality check. For example, if a quote implies a counselor wage far below the $59,350 national median, ask how the agency will attract candidates. Likewise, a very high rate should come with a clear reason, such as a rural site or night shifts. See the role table in the shortage section for May 2025 medians. For psychiatry, see our guide to locum tenens psychiatry rates.

Want a clear, written quote with no mandatory 12-month exclusivity? Request your quote →

Compliance and Credentialing to Verify

Behavioral health is a tightly regulated field. So your agency’s checks must match the rules your facility follows. Here are the main areas to review.

CMS staffing rules for psychiatric hospitals

If you run a psychiatric hospital that bills Medicare, the CMS Conditions of Participation apply. Under 42 CFR 482.62, a registered nurse must be available 24 hours a day. In addition, the hospital also needs enough RNs, LPNs and mental health workers to support each patient’s active treatment. In addition, it needs a qualified director of psychiatric nursing and a director of social services with a master’s in social work (MSW), or an MSW on staff. However, the rule does not set fixed ratios. Instead, staffing must be “adequate” for evaluation, treatment planning, active treatment and discharge. Therefore, your agency should understand how its placements support these duties.

Joint Commission staffing firm certification: what it checks

The Joint Commission offers Health Care Staffing Services (HCSS) certification for staffing firms. In short, its standards cover leadership, human resources, performance improvement and information management. For example, they include credential checks, competence reviews, continuing education and matching staff to each assignment.

To qualify, a firm must place temporary clinical staff, have placed at least 10 clinicians, and have four months of performance data. Also, reviews are unannounced and repeat every two years. However, firms that only do permanent placement are not eligible. So a direct-hire recruiter without this certification is not a warning sign by itself. Simply ask each agency whether it holds HCSS certification, and why or why not.

Licensure, supervision and associate-level clinicians

First, every clinician needs an active license in the state where the client is located. Therefore, your agency should verify each license with the issuing board (primary-source verification). Also, many counselors and social workers start with an associate-level license. These clinicians need supervised hours before full licensure. As a result, ask how the agency tracks supervision requirements and who will provide supervision on site.

Multi-state and telehealth: PSYPACT and the Counseling Compact

Licensure compacts make cross-state work easier. For example, more than 40 states have enacted PSYPACT, according to the PSYPACT map. In practice, it lets eligible psychologists provide telepsychology and short-term in-person care across member states.

The Counseling Compact is newer. On July 30, 2026, Arkansas became the seventh state to issue privileges to practice. The others are Arizona, Georgia, Indiana, Louisiana, Minnesota and Ohio. In addition, more states have joined but are not yet issuing privileges. So check each state’s status before you plan a cross-state telehealth role. For a real example of how licensing affects timelines, see our case study on multi-state licensure and DEA timelines for PMHNP hiring.

Confidentiality, HIPAA and exclusion checks

Substance use treatment records have extra federal privacy protections under 42 CFR Part 2, on top of HIPAA. Therefore, staff placed in substance use programs should complete training on both. In addition, ask the agency to screen every clinician against federal and state exclusion lists before placement, and to repeat checks during long assignments.

12 Questions to Ask Behavioral Health Recruiters

Use this checklist when you interview mental health staffing agencies. Ask each one the same questions so you can compare answers fairly.

• ☐ Do your recruiters work only, or mainly, on behavioral health roles?
• ☐ How many placements have you made for our role and setting in the past year?
• ☐ How do you verify licenses, certifications and board status?
• ☐ Do you run background, drug and exclusion checks? How often?
• ☐ Do you hold Joint Commission HCSS certification? If not, why not?
• ☐ How do you handle associate-level clinicians and supervision hours?
• ☐ Can you place clinicians for telehealth across state lines, using compacts where they apply?
• ☐ Do you help with payer enrollment and credentialing?
• ☐ What is a realistic time to fill for this role in our state?
• ☐ What are your markup, conversion and direct-hire fees, in writing?
• ☐ What guarantee do you offer if a placement does not work out?
• ☐ Do you require exclusivity or minimum hours?

Red Flags and Mistakes to Avoid

• Choosing on price alone. After all, a low rate means little if the clinician leaves after two weeks.
• Skipping the setting check. An outpatient therapist may not be ready for an inpatient or crisis unit.
• Vague credentialing answers. If an agency cannot explain its checks clearly, move on.
• Signing long exclusive contracts too early. Instead, test an agency on a few roles first.
• Ignoring conversion terms. Surprise buyout fees can block a great permanent hire.
• Guaranteed speed promises. No agency can promise every role in days. Ask for honest ranges instead.
• No plan for onboarding. Even strong clinicians need orientation to your policies, records system and safety plans.
• Waiting too long. Many facilities call an agency only after burnout has already set in among current staff.

Signs Your Facility Needs a Behavioral Health Staffing Partner

Not sure if you need outside help? These signs suggest it is time:

• Key roles have stayed open for months, and few qualified people apply.
• Current staff work regular overtime, and caseloads keep growing.
• You have a waitlist, or you turn away referrals.
• Your managers spend more time recruiting than leading their teams.
• You plan to open a new site, program or telehealth service.
• Staff leave, such as medical or family leave, leaves gaps you cannot cover.

Smaller practices face extra pressure here. If that is you, read our guide to behavioral health staffing for small clinics.

How Pulivarthi Group Helps With Behavioral Health Staffing

Pulivarthi Group has 15 years in healthcare staffing, more than 20,000 licensed clinicians in our network, and more than 5,000 healthcare clients served. We staff facilities across the U.S. and Canada. In addition, we offer permanent, temporary, contract, per-diem and executive search models.

Our team places psychiatrists, including child and adolescent, forensic and addiction psychiatrists. We also place PMHNPs, psychiatric PA-Cs, LCSWs, LPCs, LMFTs, psychologists, BCBAs, ABA behavioral therapists, peer support specialists, psychiatric RNs, case managers and mobile crisis clinicians. Every clinician’s credentials and licenses are verified across all 50 states. Finally, every placement comes with a 30-day placement guarantee: if the fit isn’t right, we make it right at no additional cost. Learn more about our mental health staffing services.

Ready to fill your behavioral health roles? Tell us who you need in 60 seconds. Get a staffing quote →

Related Resources

• Permanent staffing for the mental health industry
• Temporary staffing for the mental health industry
• Contract staffing for the mental health industry
• Locum tenens psychiatry rates
• Top 10 veterinary staffing agencies in the U.S.

Frequently Asked Questions

What does a behavioral health staffing agency do?

A behavioral health staffing agency recruits, screens and places clinicians for mental health and substance use care. It verifies licenses and background checks before placement. It can fill contract, per-diem, temp-to-hire or permanent roles, depending on your needs.

How much do behavioral health staffing agencies charge?

Costs depend on role, location and model. Typical industry estimates put contract markups at about 30 to 60 percent over the clinician’s pay. Direct-hire fees are often about 15 to 25 percent of first-year salary. These are estimates, so ask each agency for a written quote.

What is the difference between a behavioral health and a mental health staffing agency?

The terms often overlap. Mental health staffing usually focuses on clinicians who treat mental illness, such as psychiatrists and therapists. Behavioral health staffing is often broader and can include substance use, ABA and crisis roles. Ask each agency which roles it actually places.

What roles can a behavioral health staffing agency fill?

Common roles include psychiatrists, PMHNPs, psychiatric PA-Cs, psychologists, LCSWs, LPCs and marriage and family therapists. Many agencies also place BCBAs, behavior technicians, psychiatric nurses, mental health technicians, case managers and peer support specialists.

Should I use contract or permanent behavioral health staffing?

Use contract or per-diem staffing for short gaps, leave cover or changing census. Choose direct hire for long-term roles. Temp-to-hire sits in between, because it lets you test fit before a permanent offer.

How fast can an agency place a behavioral health clinician?

It depends on the role, the state and the model. Per-diem and contract roles with local licenses are usually faster. Psychiatrists and other prescribers often take longer because of licensing, credentialing and payer enrollment. Ask each agency for a realistic timeline for your role.

Are behavioral health staffing agencies Joint Commission certified?

Some are. The Joint Commission’s Health Care Staffing Services certification is open to firms that place temporary clinical staff. Firms that only do permanent placement are not eligible. Ask each agency whether it holds this certification.

Can a staffing agency provide telehealth therapists across state lines?

Yes, if the clinician holds the right license or compact privilege for the client’s state. PSYPACT covers psychologists in many member states. The Counseling Compact began issuing privileges in a small number of states, so check each state’s status first.

What is a temp-to-hire conversion fee?

It is a fee you pay the agency when you hire a contract clinician permanently. The fee often gets smaller the longer the clinician has worked on contract. Ask for the conversion schedule in writing before the assignment begins.

Why is there a shortage of behavioral health workers?

Demand for care has grown faster than the number of trained clinicians. HRSA projects large shortages by 2038 for counselors, psychologists and psychiatrists. Rural areas are hit hardest, and many counties have no behavioral health providers at all.

Have a role to fill now? Share your needs, and we will follow up with a clear quote. Get a staffing quote →