• Develop and execute targeted sourcing strategies to identify and attract qualified Licensed Behavior Analysts across NYC, Long Island, and Westchester County • Post and manage LBA job listings across relevant professional platforms, ABA networks, university partnerships, and licensure boards • Conduct initial outreach and screening calls to assess candidate qualifications, licensure status, and availability • Coordinate and facilitate the interview process in collaboration with the HR Director and clinical leadership • Extend offers and manage pre-hire documentation in accordance with LTE Care Plus HR policies • Maintain an active and sufficient LBA candidate pipeline to meet organizational service delivery needs without a gap • Serve as the primary HR point of contact for BCBAs pursuing LBA licensure in New York State • Guide BCBA candidates through the LBA application and licensure process, including required documentation, application submission, and timeline expectations • Coordinate with the HR Director and clinical leadership to structure the organizational support provides to BCBAs seeking LBA accreditation • Track each BCBA's accreditation progress and maintain documentation of all steps completed • Ensure LBAs-in-process are not assigned to billable clinical roles until full licensure is confirmed • Facilitate the Medicaid provider enrollment process for all incoming LBAs in partnership • Collect and submit all required documentation for Medicaid enrollment on behalf of newly hired LBAs • Track enrollment application status and follow up with Medicaid authorities or the LBA as needed to resolve delays • Maintain a complete record of each LBA's Medicaid enrollment status, effective dates, and provider identification numbers in the HRIS • Communicate enrollment timelines clearly to clinical operations to prevent unauthorized service delivery before enrollment confirmation • Escalate any enrollment denials, revalidations, or compliance issues to the HR Director immediately • Maintain a master tracking system for all active LBA license expiration dates, Medicaid revalidation deadlines, and continuing education requirements • Send proactive renewal reminder communications to all LBAs no less than 90 days before any credential expiration • Follow up with LBAs who do not respond to renewal reminders and escalate to the HR Director if expiration risk remains unresolved • Remove or flag any LBA with a lapsed credential from active clinical assignment status immediately and notify the HR Director and operations team • Ensure zero active LBAs hold expired credentials at any point, maintain 100% compliance across the LBA workforce • Maintain organized and audit-ready credentialing files for every LBA in the HRIS • Enter all LBA new hire information into the HRIS on the same business day as hire confirmation • Update LBA records at each credentialing milestone, including LBA licensure confirmation, Medicaid enrollment, and credential renewals • Ensure all HRIS records are complete, accurate, and reflect the current status of each LBA's employment and credentialing • Run HRIS reports on LBA headcount, credential status, and pipeline metrics as requested by the HR Director • Identify and correct any data discrepancies in LBA records promptly • Complete additional tasks and special projects as assigned by the HR Director • Support HR operations during audits, regulatory reviews, or compliance initiatives involving LBA workforce documentation • Assist with the development of LBA onboarding materials, credential tracking tools, or process improvement initiatives as directed • Participate in HR team meetings and contribute to department-wide workflow improvements

• The Behavioral Technician (BT) Recruiter is responsible for sourcing, screening, and scheduling qualified Behavioral Technician candidates to support Applied Behavior Analysis (ABA) therapy services. • This role is a high-volume, pipeline-focused recruiting function designed to ensure consistent staffing levels across all service areas. • Actively source Behavioral Technician and on-call Behavioral Technician candidates through job boards, social media platforms, community networks, and referral pipelines. • Post and maintain BT job listings across all active recruiting channels. • Conduct initial phone screens to assess candidate eligibility, availability, and interest. • Evaluate candidates against minimum qualifications, including RBT certification status, availability, and location coverage. • Maintain a consistent and sufficient candidate flow to meet or exceed the weekly hire target. • Schedule all qualified candidates for new hire orientation/training on time. • Confirm orientation/training attendance and send candidates all required pre-orientation instructions and documentation. • Coordinate orientation/training logistics with the HR Director and operations team. • Follow up with candidates who do not attend orientation/training and reschedule or remove from the pipeline as appropriate. • Enter all candidate information into Zoho on the same business day as the initial contact. • Maintain accurate and up-to-date candidate profiles, including contact information, screening notes, status, and disposition. • Track candidate pipeline stages from initial contact through orientation/training completion. • Ensure data integrity across all Zoho records; no incomplete or missing candidate entries. • Submit a weekly pipeline report to the HR Director detailing candidates sourced, screened, scheduled, and hired. • Communicate pipeline gaps, sourcing challenges, or scheduling barriers to the HR Director proactively. • Maintain consistent, professional communication with candidates throughout the recruitment process. • Collaborate with the Intake and Coordination teams to align recruitment activity with operational staffing needs.

Role Description O Grupo Seres está selecionando um(a) Assistente de Recrutamento e Seleção para uma posição temporária, com foco operacional nas etapas iniciais do processo seletivo. Buscamos um(a) profissional ágil, organizado(a) e com excelente comunicação, que atue diretamente no suporte à equipe de seleção. - Triagem de currículos de acordo com os perfis das vagas; - Contato com candidatos para agendamento de entrevistas (individuais e coletivas); - Apoio logístico à equipe de recrutamento durante os processos seletivos; - Atualização de informações em sistemas de recrutamento (ATS); - Manutenção e organização de planilhas e controles de processos em andamento; - Atendimento e esclarecimento de dúvidas de candidatos, quando necessário. Qualifications - Ensino médio completo (cursando ou concluído ensino superior será um diferencial); - Experiência prévia com rotinas de recrutamento e seleção; - Boa comunicação verbal e escrita; - Organização, proatividade e atenção aos detalhes; - Conhecimentos em Pacote Office (Excel e Outlook); - Vivência com plataformas de recrutamento. Requirements - Tipo de vaga: Temporária - Modelo de trabalho: 100% remoto - Localidades elegíveis: Extrema/MG e região, Marília/SP, Cascavel/PR, Santa Maria/DF, Gravataí/RS, Guaíba/RS, Santa Rita/PB, Cajamar/SP e Barueri/SP.

Role Description We're looking for a Strategic Talent Lead who operates as a strategic partner, a process architect, and an AI-powered change agent, all at once. This is not just a fill-the-req role. - Own the transformation of how HopSkipDrive identifies, attracts, and hires top talent. - Rethink our processes from the ground up — cutting manual work, embedding AI tools, and building a recruiting experience that reflects our innovative company. - Be the trusted partner for hiring managers to build their teams. - Lead with data and think in systems. - Transform the talent function, seeing process gaps as design opportunities. - Use AI tools as a matter of course, holding a high bar for candidate and hiring manager experience. - Bring intellectual curiosity, critical thinking, and a strong point of view. - Present recommendations to leadership, coach hiring managers, and dig into ATS audits. Qualifications - 6+ years of talent acquisition experience in fast-paced tech environments. - Proven track record of managing full-cycle recruiting across the organization. - Experience recruiting for GTM roles is required. - An AI-native builder mindset: ship automations and design intelligent workflows. - Expertise in running high-velocity, outbound-heavy operations. - A systems-thinking approach, balancing speed and scale with quality. - Proven ability to operate as a strategic partner to leadership. - A deep interest in AI research and the broader technology ecosystem. Requirements - Drive Talent Strategy & Pipeline - Own full-cycle recruiting across functions from intake through close. - Build and execute strategic, customized sourcing strategies. - Serve as a trusted advisor to hiring managers and senior leaders. - Manage and optimize our use of Greenhouse (ATS). - Own the recruiting tech ecosystem. - Lead AI-Forward Process Transformation - Audit current recruiting workflows and identify areas for improvement. - Embed AI into day-to-day recruiting operations. - Build a repeatable process for staying current on recruiting technology. - Elevate Stakeholder Experience & Internal Partnership - Deliver a white-glove experience for hiring teams. - Present recruiting data and insights to senior leaders. - Coach hiring managers on effective interviewing practices. - Own Data, Insights & Continuous Improvement - Build and maintain recruiting dashboards. - Use data to drive decisions and make evidence-based recommendations. - Champion a culture of continuous improvement. Benefits - Equity for every full-time employee. - Flexible vacation. - Medical, dental, vision, and life insurance. - 401(k) and FSA. - Opportunity to work for a VC-backed company with significant upside potential.