How to Pitch Your OBM Project & Craft Your Dream Role

Most BCBAs wait for the perfect OBM role to appear on Indeed.

OBM Practitioners in our program? They create jobs that don't exist.

Here's how they do it - and a customizable template you can use today.

Want to design your own OBM projects? Download 10 DIY OBM Projects you can try at your organization.

The Truth About Organizations

Almost every organization WANTS to adopt better practices. But they make decisions based on two things:

RISK and RESULTS.

That's why you don't pitch a role. You pitch a project.

The 5-Step Framework for Creating Your Own Position

Step 1: Choose a High-Impact, Behavior-Driven Opportunity (All Reward, No Risk)

Look for problems where:

• The business is already losing money or missing opportunities

• The solution involves changing behavior, not just spending money

• A small pilot can demonstrate measurable value

Examples:

• High turnover in a specific department (recruitment/retention costs are quantifiable)

• Inconsistent customer service scores (revenue impact is clear)

• Low employee satisfaction (RBT support satisfaction is documented)

Step 2: Design a Practical Project That Aligns Stakeholder Priorities

Take a systems approach. Evaluate ALL perspectives:

• What does leadership care about? (Usually: revenue, costs, retention)

• What do frontline employees need? (Usually: clarity, support, recognition)

• What do middle managers struggle with? (Usually: time, consistency, accountability)

Make your project solve for multiple stakeholders simultaneously.

Step 3: Propose in Layman's Terms with Quantified Risk

This is where most BCBAs lose the room. Drop the jargon.

Instead of:"Implement a progressive CRF to DRL schedule with performance feedback mechanisms"

Say this:"Help managers give clearer direction and recognition, which typically reduces turnover by 15-25% in the first 90 days"

Quantify the downside (ideally zero): "This requires 4 hours per week of my time. If we don't see X result by day 60, we can stop - no long-term commitment."

Step 4: Monitor, Measure, and Update Consistently

Set a weekly or biweekly update cadence. Share:

• What you did this week

• What the data shows

• What you're doing next

This builds trust and demonstrates your systematic approach in real-time.

Step 5: Quantify Results and Propose Your Position

After your pilot delivers results, present the numbers:

• Money saved

• Revenue increased

• Time reclaimed

• Problems prevented

Then make your pitch: "Here's what continuing this work could look like..." and propose your role with a clear scope and compensation structure.

The Exact Email Template That Works

Here's what you can propose to win organizational projects:

Subject: Quick idea to reduce [specific problem] at [Company Name]

Hi [Name],

I noticed [Company Name] is experiencing [specific, observable problem - e.g., "high turnover in your customer service team" or "inconsistent treatment protocol adherence on the floor"].

In my work with organizations, I've found this usually comes down to unclear expectations and inconsistent feedback - both fixable without major overhaul.

What I'm proposing:

A 60-day pilot project focused on [specific behavioral outcome in their language - e.g., "helping managers give clearer direction and more consistent recognition"].

What you'd see:

• [Measurable outcome 1] by day 30

• [Measurable outcome 2] by day 60

• Weekly progress updates

What it costs:

• 4-6 hours per week of my time

• No long-term commitment

• If we're not seeing results by day 45, we can stop - no questions asked

Organizations I've worked with typically see [specific result: e.g., "15-25% improvement in retention" or "30% reduction in safety incidents"] within the first quarter.

Would you be open to a 15-minute call to discuss what this might look like at [Company Name]?

Best,
[Your Name]

Why This Template Works

It's specific. You're naming their problem in their language, not yours.

It's low-risk. You've quantified the time commitment and offered an exit ramp.

It's outcome-focused. You've promised measurable results on their timeline.

It's practical. You're proposing a project, not asking them to invent a job description for you.

The Real Strategy

Most BCBAs think they need to convince organizations that OBM matters.

OBM Practitioners know organizations already want what we offer - they just need to see it framed as a solution to their problem.

Start with a project. Deliver results. Create your position.

The job you want might not exist yet. But the problem you can solve definitely does.

Want to learn how to design behavior-change projects that organizations actually care about? That's exactly what we teach in the OBM Practitioner Program - practical frameworks for translating ABA into business language and creating roles that didn't exist before you proposed them.

Enrollment is open now!