Talent Acquisition Operations Specialist

Pay: $82,000 - $88,000 (Depending on experience)

Location: California (Remote)

Type: Full-Time

Company Summary

ALP is a full-service provider that specializes in the treatment of autism and other developmental disabilities. Our broad thinking approach addresses the whole individual by collaborating with doctors, therapists, schools and specialists. ALP’s goal is to work with their patients to achieve the best possible outcome… PROGRESS!

Company Values and Core Competencies

Our company values are Excellence, Respect, Accountability, Teamwork, Compassion, Collaboration, Stewardship, and Honesty

Our core competencies are: Demonstrating self-awareness, interpersonal savvy, communicates effectively, collaborates, decision quality, instills trust, ensures accountability, customer focus, drives results, and nimble learning

About the Role 

The Talent Acquisition Operations Specialist, Clinician (BCBA) strengthens how ALP attracts and hires Board Certified Behavior Analysts (BCBAs) and Program Managers (PMs) in one of the most competitive clinical talent markets in the country. This role runs the analytical, competitive, and operational work behind clinician recruiting — the market intelligence, comp positioning, diagnostics, and quality rigor that our Sr. Recruiters and Clinician Recruiting Manager don't have the capacity to own day to day. 

A core focus of this role is turning recruiting data into practical action. You’ll pull and review data from recruiting systems, dashboards, job boards, and spreadsheets; identify trends, bottlenecks, and emerging risks; and clearly communicate what is happening, why it matters, and where the team should focus. You’ll use AI tools such as Claude to accelerate market research, synthesize information, and translate raw data and market intelligence into clear recommendations. 

Working from the strategy and playbooks set by the Director of Talent Acquisition & Strategy, you'll execute them req by req and market by market: figuring out who else is competing for the same BCBAs, what they're offering, and what we should do about it — and making sure no qualified candidate slips through the cracks. You'll lean on AI tools like Claude to gather and synthesize market intel quickly. This is a senior individual-contributor role: you won't manage people or carry your own reqs — you make the whole clinician recruiting team more effective. 

What You'll Do 

Competitive & Market Intelligence 

• When a req opens, run a competitive scan of the local market — who else is hiring BCBAs, what they're offering (comp, sign-on, schedule, flexibility), and where they're posting — and translate it into a clear recommendation: match, beat, or differentiate. 
• Maintain ongoing comp and benefits benchmarking so ALP's BCBA positioning stays informed by current market data; flag gaps to the Director proactively. 
• Run regular reviews of competitor job-ad activity across ABA and healthcare employers. 
• Use AI tools (e.g., Claude) to accelerate market research, synthesize findings, and turn raw intel into recommendations. 

Requisition Diagnostics & Quality 

• Run the New Requisition Opening Checklist on new BCBA reqs — pay benchmarking, local BCBA talent-pool assessment (within 25 miles via zip code), past location performance, sourcing plan, local leadership alignment, and cost-of-living/demographic analysis to confirm the right posting location. 
• Run the Off-Track Audit on reqs at 30 days open and every 30 days thereafter — a down-funnel review to catch candidates who stalled, confirmation of outreach minimums across Indeed, LinkedIn, and ZipRecruiter, and a barriers-and-action-plan with weekly progress updates. 
• Audit active job postings for accuracy and to confirm approved bonuses and incentives are reflected; maintain the clinician bonus tracker. 
• Conduct offer audits — confirm offers go out within 24 hours of approval and that follow-up happens. 

Pilots & Process Improvement 

• Run structured pilots from the Director's playbook (e.g., sourcing-channel tests, schedule-flexibility or travel-role models) with defined success criteria and a clear go/no-go/scale decision. 
• Keep the clinician recruiting SOPs current as comp, qualifications, or process steps evolve, and document what works and what doesn't so the team can replicate it. 

Data Analytics & Collaboration  

• Pull, organize, and validate clinician recruiting data from Databricks, Paradox, job boards, spreadsheets, and other available reporting tools; maintain recurring scorecards that monitor pipeline health, requisition aging, conversion, source performance, and progress against hiring goals. 
• Analyze recruiting performance across markets, locations, sources, requisitions, recruiters, and candidate stages to identify trends, bottlenecks, inconsistencies, and emerging risks. Investigate likely root causes and distinguish between market, compensation, sourcing, process, recruiter, and local leadership barriers. 
• Translate findings into clear reports and presentations that explain what is happening, why it matters, where attention is needed, and what action is recommended. Present findings during clinician recruiting reviews and proactively raise red flags when results are off track or conclusions are not supported by the data. 
• Partner with the Clinician Recruiting Manager, Sr. Recruiters, and data analyst to turn findings into action, improve reporting, and track whether agreed-upon interventions produce better results. The data analyst will continue to own complex data extraction and technical dashboard development. 

What You Won't Do 

This is a senior individual contributor, not a people manager. You won't run 1:1s, performance reviews, PTO, or scheduling, and you won't own day-to-day candidate outreach or req execution — that stays with the Sr. Recruiters. You won’t own the technical development or maintenance of Databricks dashboards — our data analyst does that; You will use available dashboards and reports, validate the information, conduct clinician recruiting analysis, identify reporting gaps, and recommend improvements based on the team’s business needs. And you won't set recruiting strategy from scratch — the Director owns the strategy and playbook; you execute it in the field and sharpen it with what you learn. What you do own is making the team measurably more effective through better intel, cleaner diagnostics, and tested playbooks. 

What We're Looking For 

• 4+ years in talent acquisition, with direct experience recruiting BCBAs or in ABA / behavioral health (strongly preferred — market credibility matters here). 
• Analytical instincts - Experience pulling, validating, and interpreting recruiting funnel data to identify trends, performance gaps, and likely root causes—not simply reporting metrics 
• Demonstrated ability to turn data into clear written summaries and presentations, communicate findings to recruiting leaders, and raise concerns when performance is off track. 
• Comfort using AI tools (e.g., Claude) to research and synthesize quickly. 
• Strong follow-through and organization — this role runs several cadences at once (diagnostics, comp tracking, pilots) and nothing can slip. 
• Excellent documentation and cross-functional communication; you'll influence a team you don't manage, earning credibility through the quality of your work. 
• Experience working with ATS and recruiting analytics data; experience with Paradox, Databricks, or comparable platforms is a plus. 

Why This Role Matters 

BCBAs are among the most in-demand clinical professionals in the country, and our clients depend on having qualified clinicians in their corner. This role is how we compete smarter — bringing market intelligence, sharper positioning, and operational rigor to a function that's been running hard without the time to step back. If you know the ABA talent market and love turning “why isn't this req filling?” into a clear answer and a plan, this role was built for you. 

Autism Learning Partners supports a diverse workforce and is an Equal Opportunity Employer.