Director of Talent Acquisition and Development

Children with autism progress when the right clinicians show up, stay, and grow. This role builds the people system behind that care: hiring, developing, and retaining therapists and leaders so families receive consistent, high-quality ABA therapy. Success is measured in filled caseloads, stronger supervisors, and lower turnover—not in requisitions closed.

Performance Objectives

• Fill clinical and leadership roles fast enough to protect authorized hours and reduce wait time for families.
• Build a predictable hiring engine for BCBAs, RBTs, and clinical leaders, with time-to-fill and quality-of-hire targets you own.
• Cut early clinical turnover by redesigning onboarding, supervision readiness, and the first 90 days.
• Create development paths that move strong RBTs toward certification and strong clinicians into leadership.
• Partner with clinical operations so staffing plans match caseload demand, geography, and payer mix.
• Stand up recruiting and people metrics the executive team can use to forecast capacity.
• Raise offer acceptance and referral rates by making the employee experience as clear as the family experience.

Environment & Resources

You lead talent acquisition and development and report to the senior people or operations leader. You partner daily with clinical directors, regional leaders, and finance. Expect a growing, multi-site ABA practice, a lean people team, and a budget you help set for sourcing, assessment, onboarding, and development. Tools should support an applicant tracking system, learning pathways, and workforce reporting you will mature—not inherit as finished.

Essential Qualifications

• Proven leadership of recruiting and development in healthcare, behavioral health, or another licensed, high-volume clinical workforce.
• A track record improving time-to-fill, acceptance, and retention—not just volume.
• Fluency with BCBA/RBT pipelines, supervision requirements, and the realities of in-home or clinic-based care.
• Skill building managers who hire and develop people, not only recruiters who fill seats.
• Comfort with workforce data, capacity planning, and executive-level recommendations.
• Judgment to balance speed, compliance, and clinical quality when demand outruns supply.

Why This Role

• Direct line from your hiring decisions to a child’s therapy continuity.
• Room to design the talent system during a growth stage, not maintain someone else’s playbook.
• A mission centered on families, custom treatment, and practical support—not generic wellness language.
• Authority to connect recruiting, onboarding, and leadership development into one operating rhythm.

If you want your work measured by clinicians who stay and children who get consistent care, apply with a short note on a workforce result you owned and how you would approach clinical hiring here.