ANNA Autism Care Senior Talent Acquisition Specialist Remote (Canada) | Full-time, US Eastern Hours $90,000–$110,000 CAD (approximately $65,000–$80,000 USD) — top-of-market compensation for exceptional execution ABOUT ANNA ANNA (Allied Network for Neurodevelopmental Advancement) is a high-growth, high-impact healthcare startup focused on creating a future where every autistic child has access to joyful, evidence-based, and neuroaffirming care. We provide center-based ABA services to young autistic children (under the age of 6) and their families using a neurodiversity-affirming, Naturalistic Developmental Behavioral Intervention (NDBI) approach, with 6 centers and growing across Massachusetts and Missouri. We are an AI-native organization that operates at high velocity — AI is embedded in how we build our clinical systems, run our operations, and yes, how we hire. We're looking for a passionate, experienced recruiter to help us build the team behind our growth. POSITION OVERVIEW The Senior Talent Acquisition Specialist owns full-cycle recruiting across ANNA's three hiring lanes: BCBAs (Clinical Supervisors), Clinical Directors, and Corporate/Support roles (operations, finance, people, and engineering support functions). Reporting to the Director of People Operations, this is a hands-on, high-throughput role — you will source candidates directly, run structured phone screens, coordinate multi-round interview loops, build and maintain scorecards and hiring documentation, extend and negotiate offers, and own the operational backbone of ANNA's recruiting function, including SOPs, ATS hygiene, and pipeline reporting. This role is high-velocity and operationally intensive by design. On any given week you may be running a dozen active screens, keeping multiple interview loops moving across time zones, administering a take-home case study for a corporate candidate, negotiating a BCBA offer, and updating an SOP — all while your sourcing pipelines keep filling. The volume is real and the bar for execution is high: candidates never sit waiting, interviewers always have their materials, and nothing falls through the cracks. If you're energized by throughput and precision at the same time, this is your role. ANNA runs a structured, artifact-driven hiring process built for speed: every role has a defined document suite, every interviewer works from behaviorally anchored scorecards, and AI tooling (Claude) is embedded in how we build and operate hiring infrastructure. Clinical hiring (BCBAs, Clinical Directors) runs on screens, structured interviews, and reference depth; corporate/support hiring adds paid take-home case studies that you'll administer end to end. You'll operate inside that system, improve it, and keep it moving at startup velocity as we scale across states. Success is measured by time-to-fill on clinical and corporate roles, sourced-candidate pipeline volume and quality, offer acceptance rates, hiring manager and candidate experience, and the completeness and currency of recruiting operations infrastructure. COMPENSATION & ENGAGEMENT Base Salary $90,000–$110,000 CAD (approximately $65,000–$80,000 USD) — top-of-market compensation for exceptional execution Time Off Flexible PTO 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 WHAT YOU’LL DO 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 QUALIFICATIONS Required • 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 Preferred • 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. IDEAL CANDIDATE You are a mission-driven recruiter who thrives in high-growth healthcare environments and genuinely enjoys operating at pace. You are a builder-operator who is equally comfortable cold-sourcing a BCBA in a tight market, running a calibrated screen, negotiating an offer, and writing the SOP that makes the whole process repeatable. High volume doesn't rattle you — it's where you're at your best, because your systems and discipline keep quality high even when throughput is heavy. You balance pipeline hustle with operational rigor and are energized by owning a function end-to-end rather than a slice of it. You are motivated by the opportunity to build the recruiting engine behind ANNA's multi-state expansion — putting exceptional clinicians and operators in front of children and families who need them. Why ANNA? 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. ANNA is an equal opportunity employer. We're committed to creating a diverse, inclusive, and supportive workplace. All qualified applicants receive consideration for employment without regard to race, color, national origin, age, disability, religion, sex (including pregnancy, sexual orientation, and gender identity), or any other characteristic protected by law. If you're passionate about our mission but don't meet every qualification listed, we still encourage you to apply. Your unique perspective might be exactly what we need."

Senior Talent Acquisition Specialist

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