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The Mental Health Therapist II apply graduate-level counseling skills/social work as an independently licensed staff as stipulated by the Ohio Counselor, Social Worker, and Marriage and Family Therapist Board.
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Licensed Marriage & Family Therapist (LMFT)Licensed Mental Health Counselor (LMHC)Licensed Professional Counselor (LPC)Licensed Professional Clinical Counselor (LPCC)Educational PsychologistSchool Counselor.
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Must have a current state license to practice independently as a Licensed Marriage and Family Therapist or Licensed Professional Counselor (LPC.
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Hold a current and valid license as a Licensed Clinical Social Worker (LCSW), Licensed Professional Clinical Counselor (LPCC), Licensed Marriage and Family Therapist (LMFT.
$120,000 - $140,000 a yearPart-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Licensed Clinical Social Worker (LCSW) or Licensed Marriage and Family Therapist (LMFT) or Licensed Professional Counselor (LPC) or equivalent.
$70,000 - $85,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Required Licensed Clinical Marriage & Family Therapist (LCMFT) Required Licensed Clinical Mental Health Counselor (LCMHC) Licensed Clinical Social Worker (LCSW) or Licensed Professional Counselor (LPC) Preferred.
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Licensed Independent Marriage & Family Therapist licensed by State of Ohio Counselor, Social Worker & Marriage & Family Therapist Board. Licensed Marriage & Family Therapist by State of Ohio Counselor, Social Worker & Marriage & Family Therapist Board.
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Licensed Independent Clinical Social Worker (Washington) within 6 months of hire OR Licensed Marriage and Family Therapist (Washington) within 6 months of hire OR Mental Health Counselor License (Washington) within 6 months of hire OR Psychologist License (Washington) within 6 months of hire.
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Licensed as a Social Worker, Marriage/Family Therapist, Mental Health Counselor or Licensed Professional Counselor required. The role of the counselor is to assess, evaluate and coordinate mental health care for incarcerated individuals and formulate individualized release plans to coordinate a continuum of care.
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Current and valid license by the state: Licensed Clinical Social Worker (LCSW), Licensed Mental Health Counselor (LMHC), Licensed Marriage and Family Therapist (LMFT), or Doctor of Psychology (PsyD.
$80,000 - $100,000 a yearPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Must be a Licensed Clinical Social Worker (LCSW), Licensed Professional Counselor (LPC), or License Marriage and Family Therapist (LMFT) in state of California.
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Current Licensed Clinical Social Worker (LCSW) or Licensed Professional Counselor (LPC), Licensed Marriage and Family Therapist (LMFT) or Doctor of Psychology (PsyD.
$115,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Requires one of the following licenses: Licensed Master Social Worker (LMSW), Licensed Clinical Social Worker (LCSW), Licensed Professional Counselor (LPC), Licensed Associate Counselor (LAC), Licensed Associate Substance Abuse Counselor (LASAC), Licensed Independent Substance Abuse Counselor (LISAC)Marriage and Family Counseling (LCMFT) or MMarriage and Family Therapist (MFT.
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Licensed Mental Health Counselor LMHC, Licensed Marriage and Family Therapist LMFT. Licensed Marriage and Family Therapist, LMFT.
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Licensed Mental Health Clinician, LMHC. SCT is a clinician owned and operated behavioral health company that takes care of all the administrative tasks like billing, insurance, credentialing, and pre certs so you can do what you do best and focus on treatment sessions.
$75,000 - $95,000 a yearFull-timeExpandApply NowActive JobUpdated Today
mental health marriage family therapist licensed professional counselor and jobs Title: clinician Company: City And County Of San Francisco in Danbury, Connecticut
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Talent Mapping for the Rest of the Year
As you enter the next quarter of 2023, it's important to reflect on how well your talent strategy is aligning with your business goals. This is an opportune time to design or reassess your talent mapping approach, so your recruiting and hiring scheme going forward stays in line with this year's business goals.
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Have you ever had those moments when you're talking to someone and have no idea what they are saying? The best response you can muster up is a simple head nod or blind agreeance?
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.