ABA Clinical Recruiter

Why We're Building Village

1 in 5 children need specialty care, and the system built to serve them is broken. Families struggle to find providers, face months-long waitlists, wrestle with insurance, and end up coordinating fragmented care on their own. Providers face the other side of the same problem: unpredictable caseloads, endless paperwork, and administrative work that pulls them away from the children they're trained to help.

Village exists to fix that. We're building a coordinated care system for children, providers, and the families who love them, so that getting the right support for a child means clarity instead of uncertainty, and so that providers can spend their time delivering care instead of managing a back office. It takes a village, and we're building one.

The Opportunity

Village is the modern health system for specialty pediatric care. We help families find and coordinate developmental, behavioral, and therapy care (speech, occupational, physical, and ABA therapy) faster, while giving providers the infrastructure to grow and run their practices. Families get thoughtful provider matching, simpler insurance, and care coordination that's handled for them. Providers get consistent referrals, insurance billing managed on their behalf, reliable payments, and Vera, our AI-powered back-office agent that automates documentation, scheduling, billing, and follow-up.

The model is working. Village already has a network of 400+ vetted specialists across Southern California.

We're scaling Southern California, proving repeatability in new markets, and building toward Series A. This is the rare moment where the hard early work is done, the proof points are in hand, and the path to scale is wide open.

About the Role

You’ll join our Provider Growth team to source, recruit, and onboard RBTs and BCBAs, owning candidate relationships and employment paperwork from initial outreach through start readiness.

As Village’s ABA Recruiter, you’ll own the hiring journey for Registered Behavior Technicians (RBTs) and Board Certified Behavior Analysts (BCBAs): finding the right people, opening the conversation, guiding them through interviews and offers, and completing the onboarding steps needed to get them ready to start. Your center of gravity is recruiting and onboarding, because an accepted offer is only the beginning.

You’ll build your own pipeline through outbound outreach, referrals, and relationships across the ABA community. You’ll balance high-volume RBT hiring with targeted BCBA searches, adapting your approach to each population while keeping candidates informed and engaged.

This is an early-stage, individual contributor role on our Provider Growth team. Some systems exist and others are still being built. You’ll own day-to-day employment paperwork and onboarding coordination with support from leadership and designated partners, following the playbook where it works and improving it where it doesn’t.

What You'll Own

Recruiting and candidate relationships

• Own a full pipeline of RBT and BCBA candidates across inbound applications, outbound sourcing, referrals, and community or university partnerships.

• Identify and engage active and passive candidates through LinkedIn, job boards, cold calls, email, and professional networks.

• Lead initial screens to understand qualifications, experience, availability, location, compensation expectations, and fit for Village.

• Partner with clinical and operations leaders to prioritize openings, coordinate interviews, gather feedback, and move candidates toward approved offers.

• Keep candidates engaged from first outreach through acceptance and start readiness, communicating next steps clearly and following up proactively.

Employment onboarding and operations

• Own employment onboarding administration: prepare, send, collect, and track approved offer packets, employment eligibility and tax forms, policy acknowledgments, and payroll setup information.

• Coordinate background screening, RBT and BCBA credential documentation, required training records, and other role-specific requirements using established procedures and designated reviewers.

• Review submissions for completeness, resolve missing items, and maintain confidential employment records in secure systems.

• Track every hire’s onboarding status and coordinate start readiness with clinical and operations partners so paperwork or handoff gaps do not stall progress.

• Escalate employment, eligibility, screening, or policy questions to leadership and designated partners while keeping candidates informed.

• Maintain a clean, accurate recruiting pipeline and onboarding tracker in the ATS or CRM.

Building the playbook

• Track qualified candidates, offer acceptance, hiring outcomes, onboarding completion, and time to start readiness, evaluating RBT and BCBA pipelines separately.

• Surface candidate objections, market insights, and recurring onboarding friction to improve outreach, conversion, and follow-through.

• Build and improve sourcing cadences, checklists, templates, and handoffs so hiring becomes more repeatable as Village grows.

Who You Are

• A recruiter who moves conversations forward. You build trust, understand what motivates a candidate, and make the next step clear.

• Outcome-oriented. You stay accountable through hiring and start readiness, following up until the work is complete.

• Self-sufficient on pipeline. You know how to find candidates and create interest rather than waiting for applications.

• Operationally rigorous. You give employment paperwork, credential records, and candidate follow-up the same attention as sourcing.

• Resourceful and autonomous. You can work through ambiguity, learn new tools, and recognize when a decision needs leadership support.

• A process builder. You can work with developing systems and leave behind clearer workflows for the next hire.

• Professional and mission-driven. You represent Village thoughtfully and care about connecting ABA professionals with work that improves access to care for children.

What We're Looking For

• Los Angeles-based preferred — we work in-office Tuesday through Thursday. Open to candidates further away for the right person.

• 2–5 years of recruiting, talent acquisition, or closely related hiring and onboarding experience, including direct experience working in ABA or autism services.

• Experience recruiting RBTs and/or BCBAs, with a working understanding of both populations, their qualifications, and their candidate expectations. Direct recruiting experience with both is strongly preferred.

• A track record of proactive sourcing and owning searches through interviews, offers, and onboarding.

• Hands-on experience preparing or processing new-hire employment paperwork, tracking missing documentation, and maintaining confidential records.

• Strong ATS or CRM discipline, spreadsheet skills, and familiarity with electronic signatures and secure document workflows.

• Comfort balancing high-volume hiring with targeted clinical searches and multiple onboarding deadlines.

• An established Southern California ABA network, university or training-program relationships, or experience building recruiting processes in a growing organization is a plus.

• Comfort learning new recruiting tools independently; experience using AI tools for sourcing, outreach, or research is a plus.