annaautismcare - Senior Talent Acquisition Specialist
Requirements
• 5+ years of full-cycle recruiting experience, including significant in-house experience (not solely agency) • Demonstrated success recruiting licensed or credentialed healthcare clinicians in competitive talent markets • Proven direct-sourcing capability — you build pipelines yourself rather than waiting on inbound or relying on agencies • Experience extending and negotiating offers, including navigating comp conversations with clinical candidates • Strong recruiting operations skills: ATS administration, structured interview processes, SOP creation, and pipeline reporting • Demonstrated AI fluency through real work product — you actively use AI tools in your recruiting workflow today and can show how • Ability to work core US Eastern hours • Experience recruiting BCBAs, ABA clinicians, or behavioral health professionals specifically • Experience with Ashby or comparable modern ATS platforms • Experience recruiting for multi-state or multi-site healthcare organizations • Experience supporting international hiring (e.g., Philippines-based roles) and COR/EOR arrangements • Experience in a startup or high-growth environment where you built recruiting infrastructure, not just operated it • If you don't meet every preferred qualification, we still encourage you to apply.
Responsibilities
• Sourcing & Pipeline Development • Own proactive sourcing for BCBA and Clinical Director searches — direct outreach via LinkedIn Recruiter, BACB directories, ABA-specific job boards, and referral cultivation — in markets where licensed clinical talent is scarce and competitive • Build and maintain evergreen pipelines for BCBAs in Massachusetts and Missouri, including pre-qualified passive candidates ahead of center openings • Source and screen for corporate/support roles across operations, finance, and people functions, including US-based and Philippines-based positions • Maintain sourcing performance data by channel (response rates, screen conversion, source-of-hire) and shift spend and effort toward what's working • Write and continuously test outreach messaging that reflects ANNA's neurodiversity-affirming model and converts passive clinical talent • Screening & Interview Operations • Conduct structured phone screens using ANNA's scorecard system, delivering calibrated 1–5 ratings with behavioral evidence — not gut reads • Own end-to-end interview coordination: scheduling multi-interviewer loops across time zones, distributing scorecards and candidate materials to interviewers ahead of each round, and keeping every loop moving without candidate wait time • Administer take-home case studies for corporate/support roles end to end — distribution, candidate questions, submission tracking, and candidate payment logistics (BCBA and Clinical Director processes do not include take-homes) • Draft and maintain role scorecards, phone screen guides, and interview materials in partnership with hiring managers, following ANNA's established document standards • Enforce process integrity: independent evaluator reads collected before interviewers compare notes, scorecards completed within SLA, debriefs scheduled promptly • Manage all candidate communication — timely updates, rejections handled with care, and a candidate experience consistent with ANNA's brand • Offers & Closing • Extend offers and lead negotiation within approved comp bands, partnering with the Director of People Operations and hiring managers on exceptions • Manage the offer-to-start pipeline: background checks, credential verification (BCBA certification, licensure), COR/EOR onboarding handoffs, and start-date coordination with People Operations • Track and improve offer acceptance rates, including structured loss-reason capture on declined offers • Recruiting Operations & Infrastructure • Own Ashby (ATS) administration: pipeline stages, automations, scorecard templates, reporting dashboards, and data hygiene • Build and maintain recruiting SOPs — sourcing playbooks by role type, screen-to-offer process documentation, interview loop templates, and onboarding handoff checklists — so the function runs consistently and can scale • Produce weekly pipeline reporting for leadership: reqs by stage, aging, conversion rates, and forecast-to-fill against hiring plan • Use AI tooling (Claude) as a working part of the job — drafting materials, structuring evaluation notes, building process documentation — consistent with how ANNA operates internally
Benefits
• $90,000–$110,000 CAD (approximately $65,000–$80,000 USD) — top-of-market compensation for exceptional execution • Engagement Structure • Full-time via Canadian Contractor of Record; no additional benefits provided • Work Arrangement • Fully remote from Canada; core working hours aligned to US Eastern Time • At ANNA, we are working to transform autism care by combining rigorous clinical training, compassionate family-centered practice, and neurodiversity-affirming approaches. Our NDBI model supports each child’s strengths through play-based, developmentally informed care. This role is how we make sure that every time ANNA enters a new market, whether by opening a new center or absorbing an existing one, it comes online cleanly and runs well, so the operators and clinicians delivering that care can focus on kids and families. • Learn more about us: https://annaautismcare.com/about-us/ • Remote, Canada-based, full-time US Eastern hours.
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