Clinical Recruiter

📋 Description

• • Own full-cycle recruiting for Registered Behavior Technicians (RBTs) and Board Certified Behavior Analysts (BCBAs), managing every stage from job posting and sourcing to screening, interviewing, and offer negotiation.
• • Build and maintain high-volume pipelines using LinkedIn, Indeed, Facebook groups, employee referrals, and proactive outbound outreach to ensure consistent candidate flow.
• • Partner directly with BCBAs and operations teams to understand real-time clinical staffing needs, including schedule, location, and clinical profile requirements, and rapidly re-staff gaps to prevent delays in therapy for children.
• • Proactively manage RBT scheduling by adding hours to existing staff when needed to maintain continuity of care and avoid wait times for families.
• • Maintain a clean, real-time recruitment dashboard with accurate metrics including time-to-hire, weekly interview volume, offer status, and candidate pipeline stages to provide instant visibility to leadership.
• • Eliminate manual reporting by ensuring all recruitment data is systematically tracked and updated in Ashby ATS, enabling data-driven decisions without guesswork or delays.
• • Serve as the candidate’s first point of contact with Tellos, delivering a warm, clear, and human experience that reflects company culture and values.
• • Focus on candidate experience beyond hiring—ensuring RBTs and BCBAs feel respected, supported, and valued from application through onboarding and beyond.
• • Drive outcomes through ownership: prioritize speed and quality over volume, measuring success by how quickly children access therapy and how sustainably clinicians grow their practices.
• • Operate with a high-output mindset: when pipelines slow, initiate new sourcing strategies immediately rather than waiting for direction.
• • Build scalable recruiting systems including templates, sourcing lists, tagging logic, and standardized workflows that reduce friction and increase efficiency as the company scales.
• • Work autonomously with zero bureaucracy—implement improvements directly without layers of approval, and own the results of every hire.
• • Contribute to the growth of Tellos’s national footprint by developing playbooks and infrastructure that support scaling recruitment across new markets.
• • Be measured by concrete outcomes: hires per month, time-to-fill, interview-to-offer ratios, and candidate satisfaction—numbers that directly correlate to child access to therapy.
• • Operate with extreme ownership: treat every open position as a critical opportunity to impact a child’s life and a clinician’s career, not just a requisition to fill.
• • Maintain a relentless focus on quality: identify what makes a strong RBT and a high-caliber BCBA, and prioritize fit over speed when necessary to ensure long-term success.
• • Reject passive recruiting: actively source, engage, and close candidates rather than waiting for applications to come in.
• • Embrace a culture of accountability, transparency, and impact—where leadership knows your work, your contribution, and your voice, and where results are visible within days, not quarters.