Talent Acquisition Manager Remote 🔴 IMMEDIATE FILLLocationRemote - with travel required to high-stakes markets during peak hiring seasons
Employment TypeFull Time (W2)
Start DateImmediate
Compensation$80,000-$92,000 (W-2, full benefits)
POSITION SUMMARYThrive is a high-growth startup operating in one of the most competitive talent markets in the country - school-based pediatric healthcare and special education. You will lead a blended team of W-2 clinical recruiters and 1099 contract recruiters, collectively responsible for filling anywhere from 200 to 300+ roles per year, across multiple states, in disciplines where qualified candidates are chronically scarce.
You will own the infrastructure, the strategy, the data, the training, and the performance culture of your recruiting team. You will set the bar, coach to it daily, and be accountable for results all the way to the Executive Leadership Team. If you thrive in ambiguity, love building systems in motion, and believe recruiting is fundamentally a sales and relationship function - this role was designed for you.
Key Considerations:
- Central office role with direct access to the Executive Leadership Team - your results are seen and recognized at the highest level
- 100% of our clinicians returned for 2026-27; 90%+ provider retention year over year - you're recruiting for an organization that earns its reputation with every placement
- Remote flexibility with the autonomy to do the on-the-ground work that creates the most impact
- A team that is building something real - and wants a manager who wants to build it with them
KEY RESPONSIBILITIESTEAM LEADERSHIP- Recruit, onboard, and manage 1099 contracted recruiters and W-2 clinical recruiters on a rolling basis to supplement team capacity during surge periods; own the contracting workflow, performance expectations, and offboarding for contract staff
- Set and hold weekly, sprint-based, and quarterly performance expectations for all team members - W-2 and 1099 alike - including sourcing output, outreach campaigns, pipeline conversion, and time-to-fill
- Conduct regular 1:1s and team meetings focused on pipeline health, obstacle removal, and individual coaching
- Build and sustain a team culture grounded in accountability, urgency, and genuine care for candidates and clients alike
HIGH-VOLUME RECRUITING: STRATEGY & OPERATIONS - Oversee end-to-end recruiting operations across 7+ states with additional markets in the pipeline
- Partner with regional leads and clinical directors to translate workforce needs into proactive, market-specific hiring plans
- Collaborate with clinical leadership to understand discipline-specific role requirements, caseload expectations, and clinician success profiles by market
- Design and maintain a structured interview facilitation process across all roles and markets - including standardized scorecards, interviewer guides, and hiring decision frameworks
- Maintain and continuously improve job descriptions, postings, and outreach templates across all roles and markets
- Design candidate-facing communication frameworks that move leads through the funnel efficiently without sacrificing the personal, relationship-driven approach that differentiates Thrive
- Build a library of objection-handling scripts, role-specific value propositions, and market-specific talking points for recruiter use
- Lead candidate closing strategy and personally close high-priority or high-hesitancy candidates
- Develop onboarding-to-close communication sequences that keep accepted candidates warm from offer through start date, reducing pre-start drop-off
- Travel on-site to high-stakes regions during critical hiring windows to lead boots-on-the-ground sourcing, attend career fairs, and build relationships with university training programs
- Build a referral and pipeline network across professional associations (ASHA, AOTA, APTA, NASP, CEC) and school-based therapy programs
DATA, ANALYTICS & AI-DRIVEN TOOLS- Own all recruiting KPIs and reporting infrastructure - including time-to-fill, offer acceptance rate, pipeline velocity, source-of-hire, candidate drop-off rates, and recruiter-level performance scorecards
- Build and maintain dashboards that give the Executive Leadership Team and recruiting team real-time visibility into pipeline health
- Leverage AI-driven sourcing tools, ATS workflows (Fountain), and recruiting automation to increase throughput without sacrificing candidate quality or experience
- Use data to diagnose bottlenecks in real time and adjust strategy accordingly - not at the end of the quarter
- Conduct ongoing analysis of job board spend (Indeed and others) to optimize ROI and redirect investment to highest-converting sources by market and discipline
REQUIRED QUALIFICATIONS- 5+ years of full-cycle recruiting experience, with at least 2-3 years in a team lead or recruiting management capacity
- Demonstrated experience managing high-volume recruiting environments (100+ simultaneous requisitions)
- Background recruiting in both healthcare AND K-12 education settings - you understand the rhythms, constraints, licensure requirements, and culture of both
- Experience with school-based therapy staffing, pediatric healthcare, or special education staffing strongly preferred (SLP, OT, PT, School Psychology, BCBA, or Special Education Teacher recruiting)
- Prior experience managing 1099 or contract recruiter relationships, including onboarding, performance management, and contract offboarding
- Proficiency with ATS platforms (Fountain experience a strong plus) and sourcing tools (LinkedIn Recruiter, Indeed, specialty clinical and education job boards)
- Familiarity with AI-driven sourcing tools, recruiting automation platforms, and pipeline analytics dashboards
CANDIDATE COMPETENCIES- Results orientation: you are motivated by metrics and hold yourself accountable to them without needing external pressure to move fast
- Sales and closing mindset: you understand that recruiting scarce clinical and special education talent is a sales function - you pitch compellingly, follow up persistently, and know how to close a candidate with competing options
- Coaching instinct: you can build up the people on your team and hold them accountable in the same breath, and you know the difference between a performance problem and a training gap
- Structured facilitation: you can design an interview process that produces consistent, legally sound, and high-signal hiring decisions across a team of recruiters with varying experience levels
- Data fluency: you are comfortable building and reading dashboards, running spend analysis, and making strategic adjustments from numbers - without losing the human element of the work
- Startup stamina: you thrive in ambiguity; you can build structure and produce results simultaneously; you don't need every process to exist before you can create one
- Travel readiness: you are willing and able to travel to high-stakes hiring regions during critical windows - because some relationships get built in person, not over email
COMPENSATION & BENEFITS- Competitive W-2 salary: $80,000-$92,000 based experience
- Comprehensive, employer-paid health insurance (medical, dental, vision)
- 401(k) with company match
APPLY TODAY [email protected] | thrivetherapiesgroup.com/careers
$80,000 - $92,000 a year
