Senior Talent Acquisition Specialist

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-dr