ABA & Behavioral Health Talent Acquisition Manager

Job Title: ABA & Behavioral Health Talent Acquisition Manager
Type of Employment: Part-Time (20 hours per week)
Shift Schedule: Monday–Friday, 1:00 PM–5:00 PM Eastern Time
Work Arrangement: Remote

High Level Summary

We are seeking a proactive and results-driven Talent Acquisition Manager who specializes in recruiting healthcare, ABA, behavioral health, and waiver-program professionals.

This individual will be responsible for developing and maintaining a reliable talent pipeline, with an immediate focus on recruiting Board Certified Behavior Analysts (BCBAs), Registered Behavior Technicians (RBTs), and waiver-program staff across Maryland and Washington, D.C.

The position goes beyond posting jobs and reviewing applications. We are looking for someone who understands healthcare recruitment, knows how to source hard-to-find candidates, builds strong relationships with healthcare professionals, and can independently manage the full recruitment cycle.

Direct experience recruiting BCBAs and RBTs is highly preferred. However, candidates with broader healthcare or behavioral health recruitment experience may also be considered if they can demonstrate strong sourcing capabilities and successful recruitment results.

About the Company:

The company is a healthcare and behavioral health organization providing ABA and autism waiver services in the US.

As the organization continues to grow its programs, it is focused on building a reliable workforce of qualified clinical and direct-care professionals to support its clients and their families.

The Talent Acquisition Manager will play an important role in supporting this growth by developing recruitment strategies, maintaining strong candidate pipelines, and helping the organization attract and hire qualified healthcare professionals.

Role Objectives:

• Develop and maintain a reliable talent pipeline for current and future staffing needs.

• Lead full-cycle recruitment for BCBAs, RBTs, ABA professionals, waiver-program staff, and other behavioral health positions.
• Support the organization's anticipated staffing needs of approximately 2–4 BCBAs and 15–20 or more RBTs, alongside additional waiver-program and direct-care professionals.
• Establish effective sourcing strategies for difficult-to-fill healthcare positions.

• Improve recruitment processes, candidate engagement, and time-to-fill.

• Support employee retention initiatives as needed and directed by leadership.

Responsibilities

ABA Recruiting

• Recruit qualified BCBAs and RBTs for current and future staffing needs.

• Develop sourcing strategies for difficult-to-fill ABA positions.

• Identify candidates through LinkedIn Recruiter, Indeed, job boards, professional associations, social media, university programs, networking groups, referrals, and direct outreach.
• Conduct initial candidate screenings to assess qualifications, certifications, experience, availability, and geographic coverage.
• Maintain a pipeline of qualified BCBAs and RBTs, including candidates who may not be immediately available.
• Manage the full recruitment cycle, including sourcing, screening, interview coordination, offers, onboarding coordination, and handoff to credentialing and operations teams.
• Prioritize BCBA recruitment while simultaneously supporting RBT and other ABA staffing requirements.

Waiver & Behavioral Health Recruiting

• Recruit professionals for waiver programs and other behavioral health positions.

• Develop talent pipelines for direct-care, clinical, and waiver-program staff.

• Understand the different qualification and certification requirements associated with each position.
• Support recruitment efforts primarily across Maryland and Washington, D.C., with potential expansion into additional geographic markets.

• Maintain recruitment plans based on projected program growth and staffing demand.

Talent Pipeline Management

• Maintain an organized applicant tracking system (ATS), spreadsheet, or other recruitment management platform.

• Track candidates through sourcing, screening, interviews, offers, onboarding, and start dates.

• Conduct proactive outreach to passive candidates and maintain ongoing relationships with qualified professionals.
• Build and maintain candidate databases organized by discipline, location, availability, qualifications, and specialty.

• Regularly reconnect with qualified candidates who were not previously hired.

• Recommend suitable applicant tracking systems and recruitment workflows based on the organization's hiring needs.

Recruitment Strategy & Process Improvement

• Monitor recruiting channels to identify which platforms and sourcing methods generate the strongest candidates.
• Track recruitment metrics such as applications, qualified candidates, interviews, offers, acceptance rates, and time-to-fill.
• Recommend improvements to job advertisements, sourcing strategies, recruitment processes, and compensation positioning based on market response.
• Develop relationships with universities, certification programs, professional associations, and other healthcare recruiting sources.
• Provide regular recruitment updates to leadership, including pipeline progress, hiring challenges, and recommended next steps.
• Work independently to identify opportunities to improve recruitment efficiency and candidate experience.

Healthcare Staffing Coordination

• Collaborate with internal credentialing and program operations teams to support a smooth transition from recruitment to onboarding.

• Verify candidate qualifications and certifications relevant to ABA and behavioral health positions.

• Coordinate staffing-related information and documentation as required during the hiring process.

• Work with healthcare-related systems and electronic health record (EHR) platforms when needed.

Retention Support (As Needed)

• Assist with new-hire check-ins and employee retention initiatives as directed by leadership.

• Gather employee feedback when requested to identify potential onboarding or retention concerns.

• Support improvements to candidate experience and recruitment processes.

• Assist with re-engaging previous qualified or high-performing employees when appropriate.

Required Skills and Qualifications

• At least 1 year of professional recruitment experience, preferably within healthcare, ABA, behavioral health, or related human services.

• Previous experience recruiting healthcare, behavioral health, or human-services professionals.

• Experience managing full-cycle recruitment, including sourcing, screening, interview coordination, and hiring support.
• Strong candidate-sourcing abilities beyond traditional job postings, including passive candidate outreach and direct sourcing.

• Experience using LinkedIn Recruiter, Indeed, or similar recruiting and sourcing platforms.

• Experience maintaining recruitment pipelines using applicant tracking systems, spreadsheets, or other candidate management tools.

• Strong interviewing, candidate assessment, and relationship-building skills.

• Excellent written and verbal English communication skills.

• Highly organized and comfortable managing multiple recruitment priorities simultaneously.

• Able to work independently, proactively identify challenges, and recommend practical recruitment solutions.

• Strong understanding of candidate experience and recruitment best practices.

• Availability to work Monday–Friday, 1:00 PM–5:00 PM Eastern Time.

Preferred Skills and Qualifications

• Direct experience recruiting Board Certified Behavior Analysts (BCBAs) and Registered Behavior Technicians (RBTs).

• Demonstrated success sourcing and recruiting difficult-to-fill clinical or healthcare positions.

• Experience recruiting waiver-program professionals, behavioral health technicians, or direct-care staff.

• Familiarity with healthcare staffing requirements in Maryland and Washington, D.C.

• Experience with healthcare EHR platforms such as CentralReach, Theralytics, or Statewise.

• Experience developing recruitment pipelines, implementing applicant tracking systems, or improving recruitment workflows.

• Familiarity with recruitment metrics, workforce planning, and employee retention initiatives.

Note: Direct BCBA/RBT recruitment experience is strongly preferred but not mandatory. Candidates with broader healthcare or behavioral health recruitment experience may be considered if they can demonstrate exceptional recruiting abilities and proven results.

Additional Information

Primary Recruiting Focus: BCBAs, RBTs, ABA professionals, waiver-program staff, direct-care professionals, and clinical positions.

Geographic Coverage: Maryland and Washington, D.C., with potential future expansion.

Anticipated Staffing Needs: Approximately 2–4 BCBAs and 15–20 or more RBTs, alongside other program staffing requirements. These are anticipated staffing needs, not fixed monthly hiring quotas.

Recruitment Tools: LinkedIn Recruiter, Indeed, applicant tracking systems, and other candidate-sourcing platforms.

Healthcare Systems: Familiarity with CentralReach, Theralytics, Statewise, or similar EHR platforms is an advantage.

Key Focus: Full-cycle recruitment, proactive candidate sourcing, talent pipeline development, recruitment strategy, and process improvement.

What Success Looks Like

Within the First 30 Days:

• Develop an understanding of the organization's hiring priorities and staffing requirements.

• Begin establishing active candidate pipelines for BCBAs, RBTs, and other priority positions.

• Demonstrate consistent sourcing activity, organized candidate tracking, and proactive communication.

• Identify opportunities to improve recruitment processes and sourcing effectiveness.

Within the First 90 Days:

• Demonstrate progress toward filling priority staffing needs.

• Maintain an organized and active pipeline of qualified healthcare professionals.

• Show consistent recruitment activity and measurable progress in candidate engagement and hiring.

• Contribute to improvements in recruitment efficiency and candidate experience.

Performance and organizational needs will be reviewed during the first 90 days, with the potential for expanded responsibilities or a future full-time arrangement.