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Clarify the patient population and service
Ask who the program serves, what needs bring people into care, and how a typical episode of service is organized. Clarify whether the role is primarily individual therapy, groups, family work, assessment, care coordination, or a mix. Ask how the employer describes the service to clients and how new referrals reach the team.
If the program spans outpatient, intensive outpatient, residential, school-based, or community services, ask how those settings affect your own responsibilities. A broad service label is not a substitute for a concrete explanation of your caseload, visit format, and contact with other providers.
Ask how workload is measured
Caseload size alone may not tell you what the workweek looks like. Ask how the employer defines a full schedule, how much time is reserved for documentation and care coordination, whether group sessions are part of the position, and how cancellations or urgent needs affect the day. Request examples of a typical week rather than relying on a single number.
Find out what productivity expectations apply and how those expectations are reviewed. Ask whether they include only direct service or also non-visit work. The employer should explain the model in terms you can compare across roles, including how quality, access, and documentation fit into day-to-day expectations.
Understand supervision and consultation
Ask who provides clinical consultation, how often it is available, and what happens when you need input between scheduled meetings. If the position involves a population or service you have not worked with, ask what training and supervision the employer provides and how responsibility is shared while you learn its workflow.
Confirm which credentials, licenses, and experience the employer requires for the particular position and state. Titles and permitted responsibilities vary across disciplines and locations. Ask the clinical leader or credentialing contact to explain the requirements that apply to you rather than inferring them from a posting or from another employer’s role.
Map crisis work and team coordination
Ask whether the position includes crisis response, after-hours coverage, urgent same-day appointments, or referral to another service. Clarify which responsibilities belong to you, which belong to a separate team, and how you reach that team. If the role is part of an integrated program, ask how referrals and follow-up are coordinated.
AHRQ’s shared-care-plan guidance emphasizes clear team roles and communication across behavioral health, primary care, and substance-use services. You can turn that into practical interview questions: Who owns the next step after a referral? What information is shared? How do you know a handoff is complete?
Compare the work with your priorities
Before deciding, review the schedule, location, expected client contact, administrative time, support, compensation framework, benefits, and onboarding. Ask what is confirmed and what is still being designed. If an answer depends on a policy or contract you have not seen, request the appropriate detail in writing before accepting.
A role can be a strong fit without matching every preference. Decide which parts are essential, which are flexible, and what would make the work sustainable for you. CTG can discuss permanent opportunities across behavioral-health settings and help you identify the questions you want answered before an employer receives your profile.
Sources and further reading
Sources checked September 28, 2026
- AHRQ — Develop a Shared Care PlanDescribes roles, goals, and information exchange across behavioral-health and primary-care teams.
- SAMHSA — CCBHC Certification CriteriaProvides one example of a behavioral-health service model with defined staffing and service expectations; local roles vary.