How to hire a chemical dependency therapist

How to hire a chemical dependency therapist, step by step

Here's a step-by-step chemical dependency therapist hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a chemical dependency therapist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new chemical dependency therapist
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a chemical dependency therapist, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A chemical dependency therapist's background is also an important factor in determining whether they'll be a good fit for the position. For example, chemical dependency therapists from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents chemical dependency therapist salaries for various positions.

   Type of Chemical Dependency Therapist	Description	Hourly rate
   Chemical Dependency Therapist	Substance abuse and behavioral disorder counselors advise people who suffer from alcoholism, drug addiction, eating disorders, or other behavioral problems. They provide treatment and support to help the client recover from addiction or modify problem behaviors.	$18-39
   Addictions Counselor	An Addictions Counselor helps patients overcome personal addiction problems, such as dependence on drugs, alcohol, and other substances. They evaluate the condition of their client through examining, asking questions, and recommending the proper treatment options.	$15-32
   Substance Abuse Technician	A substance abuse technician works at facilities that aim to support the treatment of clients suffering from alcoholism, drug addiction, and other interfering behavior. They work alongside counselors and fellow technicians in the joint effort to implement rehabilitation programs and help patients reach their journey to sobriety... Show more	$12-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Chemical Dependency
   • Treatment Services
   • OASAS
   • ASAM
   • Substance Abuse
   • Discharge Planning
   • Crisis Intervention
   • Individual Therapy
   • Therapeutic Services
   • IOP
   • Discharge Summaries
   • Community Resources
   • Cognitive Behavioral

   Check all skills

   Responsibilities:

   • Utilize ASAM's criteria to determine the appropriate therapeutic level of care for patients/clients.
   • Direct weekly psycho-educational group for parents of patients.
   • Coordinate intake process for new patients including preliminary individual treatment plans.
   • Develop and increase knowledge of federal, state and agency regulations regarding confidentiality methadone treatment and substance abuse counseling certification.
   • Conduct psychological test batteries and write integrative reports for IEP meetings.
   • Administer state require DWI protocols including breathalyzer tests and obtaining specimens.

3. Make a budget

   Including a salary range in your chemical dependency therapist job description is one of the best ways to attract top talent. A chemical dependency therapist can vary based on:

   • Location. For example, chemical dependency therapists' average salary in maine is 63% less than in california.
   • Seniority. Entry-level chemical dependency therapists 54% less than senior-level chemical dependency therapists.
   • Certifications. A chemical dependency therapist with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a chemical dependency therapist's salary.

   Average chemical dependency therapist salary

   $56,575yearly

   $27.20 hourly rate

   ---

   Entry-level chemical dependency therapist salary

   $38,000 yearly salary

   Updated January 22, 2026

4. Writing a chemical dependency therapist job description

   A chemical dependency therapist job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a chemical dependency therapist job description:

   Chemical dependency therapist job description example

   Adventist Health Care seeks to hire an experienced Chemical Dependency Counselor, who will embrace our mission to extend God's care through the ministry of physical, mental and spiritual healing.
   *As the Chemical Dependency Counselor, you will: *
   * Conduct assessments, conducting individual, group and family therapy sessions, participating in the interdisciplinary treatment and transition and discharge process.
   * Provide educational groups, 1:1 counseling, family education and assists patients with developing a recovery management plan
   * Initiates and implements complete, comprehensive psycho-social assessments
   * Provides individual, group, and family therapies to clients and their families
   * Participates in and interdisciplinary treatment team to propose and develop strategies and interventions that would promote excellent therapeutic outcomes
   * Co-Ordinates with the interdisciplinary team, referral sources, and community resources aftercare and supportive services to ensure a successful discharge planning process. Promotes positive patient-family-community relations
   
   *Qualifications Include: *
   
   * BS in Human Service Field with CAC/CSC Certification
   * MA/MS in Counseling/Social Work with License
   * Minimum CAC-AD required, LGPC/LMSW or LCPC/LCSW-C preferred
   * Ability to Maintain Self-Control in Volatile/Hostile Situations
   
   *At Adventist HealthCare our job is to care for you. We do this by offering: *
   
   * Work life balance through non rotating shifts
   * Recognition and rewards for professional expertise
   * Free Employee parking
   * Competitive comprehensive benefit plans offered (including health, disability, PTO and 403B retirement plan with matching and 3 year vesting)
   * 100% Coverage for inpatient care - at Adventist HealthCare facilities
   * 100% Coverage for urgent care nationwide - after copay
   
   As a faith-based organization, with over a century of caring for the communities in the Maryland area, Adventist HealthCare has earned a reputation for high-quality, compassionate care. Adventist HealthCare was the first and is the largest healthcare provider in Montgomery County.
   
   If you want to make a difference in someone's life every day, consider a position with a team of professionals who are doing just that, making a difference.
   
   *Work Schedule: *
   
   * Mon, Tues, Thurs 11:00am - 8:00pm; Wed, Fri 8:30am - 5:00pm
   * Availability to work remote once/week
   
   *COVID-19 Vaccination*
   
   Adventist HealthCare requires all applicants to be fully vaccinated for COVID-19 before commencing employment. Applicants may be required to furnish proof of vaccination and, if offered, may elect to be vaccinated at an designated Adventist HealthCare location.
   
   *Tobacco and Drug Statement*
   
   Tobacco use is a well-recognized preventable cause of death in the United States and an important public health issue. In order to promote and maintain a healthy work environment, Adventist HealthCare will not hire applicants for employment who either state that they are nicotine users or who test positive for nicotine and drug use.
   
   While some jurisdictions, including Maryland, permit the use of marijuana for medical purposes, marijuana continues to be classified as an illegal drug under the federal Controlled Substances Act. As a result, medical marijuana use will not be accepted as a valid explanation for a positive drug test result.
   
   Adventist HealthCare will withdraw offers of employment to applicants who test positive for Cotinine (nicotine) and marijuana. Those testing positive are given the opportunity to re-apply in 90 days, if they can truthfully attest that they have not used any nicotine products in the past ninety (90) days and successfully pass follow-up testing.
   
   *Equal Employment Opportunity*
   
   Adventist HealthCare is an Equal Opportunity/Affirmative Action Employer. We are committed to attracting, engaging, and developing the best people to cultivate our mission-centric culture. Our goal is to have a welcoming, equitable, and safe place to work and grow for all employees, no matter their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.
   
   Adventist HealthCare will make reasonable accommodations for applicants with disabilities, in accordance with applicable law. Adventist HealthCare is a religious organization as defined under applicable law; however, it will endeavor to provide reasonable accommodations for applicants' religious beliefs.
   
   Applicants who wish to request accommodations for disabilities or religious belief should contact the Support Center HR Office.
   
   Job Type: Full-time
   
   Benefits:
   * Health insurance
   * Paid time off
   * Retirement plan
   Medical specialties:
   * Addiction Medicine
   Schedule:
   * 8 hour shift
   
   License/Certification:
   * MA/MS in Counseling/Social Work (Preferred)
   * CAC-AD (Required)
   
   Work Location: One location

   Copy this example

   

5. Post your job

   There are a few common ways to find chemical dependency therapists for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your chemical dependency therapist job on Zippia to find and recruit chemical dependency therapist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit chemical dependency therapists, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new chemical dependency therapist

   Once you've selected the best chemical dependency therapist candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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