Talent Acquisition Manager

Talent Acquisition Manager

Remote 🔴 IMMEDIATE FILL

Location

Remote - with travel required to high-stakes markets during peak hiring seasons

Employment Type

Full Time (W2)

Start Date

Immediate

Compensation

$80,000-$92,000 (W-2, full benefits)

WHY THRIVE THERAPIES

Thrive Therapies Group is a tech-enabled pediatric healthcare company on a mission to revolutionize the care of children with disabilities and those facing barriers to access. We provide results-driven services and intelligent tools to support children's development, well-being, and health. We work exclusively with historically under-resourced, neurodiverse K–12 communities.

This is a rare opportunity to build a recruiting function inside a company that is redefining what school-based pediatric care and special education can look like for historically underserved communities.

POSITION SUMMARY

Thrive 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 RESPONSIBILITIES

TEAM 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 rec…