Senior Talent Acquisition Specialist

🕒 il y a 1 mois

🇨🇦 Canada – Télétravail

💵 $90 000 - $110 000 / an

⏰ Temps Plein

🟠 Senior

🎯 Chargé de Recrutement

👻 Score fantôme 19%

Ce que ça veut dire : la probabilité que cette offre reste ouverte sans recrutement actif.Comment le lire : 60 % ou plus, on pense que c'est une offre fantôme. Un score plus bas est moins inquiétant.Comment on la calcule : ancienneté, republications, postes ouverts vs taille de l'équipe, rapidité de clôture, et si le salaire est indiqué.À noter : une estimation à partir de données publiques, pas un jugement sur l'entreprise. De vraies offres peuvent avoir un score élevé, alors prenez-le comme un indice, pas comme un fait.

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ANNA (Allied Network for Neurodevelopmental Advancement)

Site WebLinkedInTous les Emplois

51 - 200 employés

💼 Conseil

⚖️ Juridique

🏥 Santé

Consulting • Legal • Healthcare

ANNA (Réseau Allié pour l'Avancement Neurodéveloppemental) est un fournisseur de services ABA (Analyse Comportementale Appliquée) naturaliste visant à soutenir les enfants autistes et leurs familles. Ils offrent une gamme de services incluant des évaluations du développement, du coaching parental et des groupes sociaux périscolaires, tous axés sur l'amélioration de la croissance, de l'indépendance et de la joie des enfants présentant des différences neurodéveloppementales. ANNA s'engage à utiliser des interventions basées sur des preuves et travaille avec les familles pour naviguer dans la couverture d'assurance, garantissant ainsi l'accès aux soins nécessaires.

Description

• 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 • 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 • 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 • 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.

🎯 Exigences

• 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.

🏖️ Avantages

• Flexible PTO • Engagement Structure: Full-time via Canadian Contractor of Record; no additional benefits provided