Senior Talent Acquisition Specialist

🕒 July 29

🇨🇦 Canada – Remote

💵 $90k - $110k / year

⏰ Full Time

🟠 Senior

🎯 Recruiter

👻 Ghost score 13%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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ANNA (Allied Network for Neurodevelopmental Advancement)

WebsiteLinkedInAll Job Openings

51 - 200 employees

💼 Consulting

⚖️ Legal

🏥 Healthcare

Consulting • Legal • Healthcare

ANNA (Allied Network for Neurodevelopmental Advancement) is a provider of naturalistic ABA (Applied Behavior Analysis) services aimed at supporting autistic children and their families. They offer a range of services including developmental evaluations, parent coaching, and after-school social groups, all focused on enhancing the growth, independence, and joy of children with neurodevelopmental differences. ANNA is committed to using evidence-based interventions and works with families to navigate insurance coverage, ensuring access to necessary care.

📋 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.

🎯 Requirements

• 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.

🏖️ Benefits

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