Talent Acquisition Operations Specialist, BT

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

Position Summary

The Talent Acquisition Operations Specialist, BT is a senior individual-contributor role responsible for diagnosing and correcting performance in ALP's underperforming Behavior Technician recruiting regions. Reporting to the Senior Talent Acquisition Manager, the Specialist is assigned a portfolio of three to five regions at a time and is accountable for returning each region to 85% or greater req attainment for two consecutive months before rotating to the next.

The Specialist does not manage staff and does not carry a personal requisition load. Instead, they analyze funnel and conversion data to determine root cause, execute the recurring requisition audits, and design and measure structured process-improvement pilots. The role also owns job posting and offer quality, recruiting SOPs, and the ongoing compensation and budget analysis for assigned regions. Working from the strategy set by the Director of Talent Acquisition & Strategy, the Specialist partners with regional recruiters and local operations leadership to convert findings into executed action.

Essential Job Functions

• Own regional turnaround for an assigned portfolio of three to five underperforming BT regions; diagnose the root causes of missed requisition attainment and drive each region to 85%+ attainment for two consecutive months before rotating to the next.
•  Diagnose hiring funnel performance using Databricks dashboards and Paradox Analytics; isolate the highest-leverage conversion leak rather than reporting symptoms, and recommend targeted interventions.
• Design, run, and measure structured process-improvement pilots with defined hypotheses, success metrics, and go/no-go thresholds; scale what works and discontinue what does not.
• Build new and maintain current SOPs, checklists, and trackers across the BT recruiting lifecycle; document processes so that any recruiter on the team can execute them without the author present.
• Audit all active BT job postings for accuracy, currency, and correct reflection of approved regional nuances.
• Conduct offer audits to ensure offers are extended within 24 hours of approval and that follow-up is completed on all outstanding offers.
• Complete the ongoing off-cycle pay analysis for assigned regions using ALP’s compensation strategy framework; present recommendations to leadership for approval and implement approved changes across Indeed and other platform campaigns.
• Partner with regional recruiters, the Senior Talent Acquisition Manager, the Director of Talent Acquisition & Strategy, local operations leadership, and Human Resources to convert audit findings into executed action — influencing outcomes without direct authority.
• Partner with the data analyst to define reporting and dashboard needs; determine what must be tracked without building or maintaining the dashboards directly.
• Leverage AI tools (e.g., Claude) to accelerate research, analysis, and documentation.
• Other duties as assigned.

Required Qualifications

• 3+ years in talent acquisition or recruiting operations; high-volume recruiting experience strongly preferred.
•  Demonstrated ability to diagnose a performance problem from funnel or conversion data and isolate root cause — not simply report metrics.
• Advanced proficiency in Excel and PowerPoint – able to build clean trackers and data models, and to translate analysis into an executive-ready deck. Proficient with ATS or recruiting platforms.
• Proven ability to packing findings into decision-ready materials – presenting the data, the options, the trade-offs, and a clear recommendation in a format that leadership can act on without further rework.
• Proven track record of personally building process artifacts — SOPs, checklists, audits, trackers — rather than only identifying gaps or delegating the fix.
• Demonstrated discipline in executing recurring, scheduled work (audits, cadences, reporting) consistently and without reminders.
• Ability to influence and drive execution across teams without direct authority.
• Strong analytical, problem-solving, and critical-thinking skills; comfortable working in recruiting data, dashboards, and spreadsheets.
• High attention to detail and accuracy in a fast-paced, high-volume environment.
• Strong verbal and written communication; able to make a clear recommendation and defend it under questioning
• Ability and interest to work in a geographically diverse, multi-state environment.

Preferred Qualifications

• Experience in a recruiting operations, talent acquisition enablement, or workforce analytics role.
• Experience designing and measuring structured pilots or tests with defined success criteria.
• Experience with Paradox (Olivia), Databricks, or comparable automation and analytics platforms.
• Experience with compensation benchmarking or labor-market analysis.
• Healthcare, ABA, behavioral health, or multi-site experience; PE-backed or high-growth environment.
• BA/BS in an applicable field preferred but not required.

Skills and Abilities

• Analytical and curious — pursues why a number moved, not just that it moved.
• Self-directed and accountable; operates with minimal direction and closes loops without being chased.
• Systems thinker who builds durable, repeatable processes rather than one-off fixes.
• Energized by improving how the team performs rather than by personally filling requisitions — this is an operations role, not a recruiting role.
• Motivated and nimble, with a strong work ethic, high quality of work, and integrity.
• Flexible and resilient under shifting priorities; sound judgment and decision quality.
• Strong organization, planning, and time management across multiple concurrent regions and recurring deadlines.

Additional Requirements

• Must pass a background and reference check
• Enthusiasm, professionalism, and a strong commitment to family-centered care.

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