Employee turnover has deleterious effects on clinical services such that it hinders service quality, damages the therapeutic relationship, and compromises company infrastructure. However, little is known about predictors of turnover for behavior technicians (BTs) who implement behavioral interventions with individuals with autism. Therefore, the aim of this study was to identify factors that serve as predictors of intention to turnover and provide a bedrock for direct assessment of strategies to reduce turnover among BTs. A total of 96 BTs from 19 different agencies in Southern California completed the entire online survey. We found that level of satisfaction with training, supervision, and pay (not their actual hourly pay), along with satisfaction with different aspects of the job (e.g., opportunities for advancement, praise for doing a good job) predicted BTs’ intent of turnover. We discussed the potential implications of our findings for researchers interested in examining methods to minimize turnover and increase continuity of behavioral care for individuals with autism spectrum disorders.