Recruiter

📋 Description

• • Own full-cycle recruitment for a rapidly scaling autism-care startup: from crafting compelling job ads and Boolean strings to closing offers that change children’s lives every day.
• • Partner with clinical directors, regional managers, and People Ops to forecast hiring needs across paraprofessional (RBT, BI) and licensed-clinician (BCBA, SLP, OT) roles in Los Angeles County; translate growth plans into weekly sourcing goals and funnel metrics.
• • Build and maintain a high-yield talent pipeline of 300+ passive candidates using LinkedIn Recruiter, Indeed, Handshake, professional associations, university partnerships, and community events; achieve 60 % passive-to-hire conversion.
• • Design and execute targeted outreach campaigns that highlight Positive Development’s evidence-based, play-oriented therapy model and Series-C momentum; personalize every message to speak to mission-driven clinicians who want to leave a legacy.
• • Screen, interview, and assess applicants against clinical competencies, California licensing requirements, and our core values of empathy, curiosity, and collaboration; move qualified candidates through a 10-day average time-to-interview.
• • Drive an exceptional candidate experience: schedule same-day Zoom interviews, provide transparent feedback within 24 hours, and shepherd new hires through background checks, credentialing, and I-9 verification before day one.
• • Track funnel data daily in Greenhouse (or similar ATS); generate weekly dashboards for leadership showing pass-through rates, diversity metrics, and offer-accept ratios; iterate tactics based on real-time insights.
• • Collaborate with the L&D team to design onboarding roadmaps that shorten ramp-up time for new clinicians and paraprofessionals, ensuring every hire can begin delivering life-changing therapy within two weeks.
• • Champion DEI best practices by sourcing from historically underrepresented communities, partnering with HBCUs and Hispanic-serving institutions, and implementing structured interview guides that reduce bias.
• • Act as brand ambassador at virtual career fairs, local university panels, and autism-community events; create TikTok/Instagram content that showcases our culture and impact, growing our follower base by 25 %.
• • Negotiate competitive offers within the $69K–$72K band plus equity, sign-on bonuses, and relocation stipends; maintain 90 % acceptance rate while balancing internal pay equity.
• • Stay ahead of California labor laws, HIPAA guidelines, and BACB certification changes; ensure every hire meets regulatory standards before their first client session.
• • Contribute to employer-branding strategy: refresh job descriptions, revamp the careers page, and launch a clinician-spotlight blog series that increases inbound applications by 40 %.
• • Mentor junior coordinators and interns; build scalable playbooks so the talent function can triple in size without losing quality or speed.
• • Celebrate wins—every placement means another child gains the skills to connect with family and community; share success stories in monthly all-hands meetings to keep the mission front and center.