About Thrive

Thrive Therapies Group partners with school districts and schools to deliver school-based therapy services, supported by healthcare and education technology. We are a lean, growth-oriented organization: every leader does meaningful work personally, decisions are made close to the work, and we use data, automation and AI to keep teams focused on students, partners and clinicians.

Position summary

The Talent Acquisition Partner owns hands-on, high-volume recruiting of Thrive's clinicians and related-service providers across multiple states and markets. You sell clinicians on Thrive in a competitive market, travel to job fairs and campus events in target states based on hiring needs, move candidates through a disciplined pipeline in Thrive’s ATS, partner with Regional Clinical Managers and hiring managers, coordinate interviews and offers, hand each accepted offer to the Director of Operations the same day, and check in with every new hire at day 30, 60 and 90. Success is measured by clinicians who start on time, are cleared to work and stay. By the time a candidate meets a Regional Clinical Manager for a 30-minute clinical interview, they should already want to join Thrive.

Why this role matters

Clinicians are how we keep our commitments to students and schools. This role keeps Thrive's clinical hiring pipeline full and moving, especially through the spring and summer hiring season, so services start on time.

What you will own and do

Sourcing and attraction

Build and work sourcing plans for each priority requisition: job fairs and campus events in target states, job boards, professional associations, university programs, referrals, re-engagement of past applicants and direct outreach.
Write and post compliant job postings (including pay ranges where required) and keep them current.
Track source and event performance, and plan job fair travel quarterly with the Talent Acquisition & Workforce Readiness Leader based on time open, time to fill for high-priority roles and roles that are slow to fill.

Screening and pipeline management

Screen applicants against structured, role-specific criteria including licensure and credential requirements by state.
Contact qualified applicants within 1 business day; keep every candidate's stage, disposition and notes accurate in the ATS the same day.
Maintain pipeline coverage targets for each priority requisition and flag shortfalls weekly.

Interview, offer and candidate experience

Prepare each candidate for a 30-minute clinical interview with the Regional Clinical Manager, who gives the final clinical yes or no; send a candidate brief beforehand and coordinate any other interviews with hiring managers.
Sell the opportunity, present offers and close candidates through acceptance.
Communicate promptly and respectfully with every candidate, including timely closure for those not selected.

Hiring manager partnership

Hold intake meetings for new requisitions; agree on profile, timeline, need-by date and interview plan.
Report pipeline status to hiring managers weekly and calibrate when conversion is low.

Offer through day 90: hand-off and early retention

Send offer letters within approved ranges and terms, and record acceptance and start date in the ATS within 1 business day.
Hand each accepted offer to the Director of Operations the same day with complete new-hire details.
Stay the new hire's recruiting contact while Operations completes clearance, accounts and equipment.
Check in with each new hire at day 30, 60 and 90, resolve early issues with Operations or Clinical leadership, and record 90-day completion.

Provider retention, renewals and referrals

Support the Talent Acquisition & Workforce Readiness Leader on contract renewals for returning providers: confirm intent to return and follow up so renewals are complete before the next school-year staffing plan is set.
Stay in contact with providers through the year to understand satisfaction and flag retention risks early.
Identify internal referral bonuses owed once a referred hire has joined and met the requirements, and submit the payment request.

Recruiting analytics and automation

Maintain weekly recruiting metrics: requisition aging, time to qualified candidate, conversion, offer acceptance, source effectiveness.
Use ATS automation (screening questions, scheduling, reminders, stage triggers) and approved AI tools to reduce manual work; recommend improvements.

Qualifications

Required

2+ years of sales experience in a quota-carrying or target-driven role with measurable results. Recruiting experience is a plus; Thrive will train the recruiting process.
Ability and willingness to travel frequently, including overnight trips to job fairs in other states, with more travel during peak hiring season.
Comfort with a CRM or applicant tracking system (ATS) and disciplined data hygiene.
Experience sourcing across multiple states or markets.
Strong written and phone communication; comfortable with high candidate volume.
Working knowledge of fair hiring practices and candidate data confidentiality.
High school diploma or equivalent required; bachelor's degree preferred but not required with relevant experience.

Preferred

Recruiting or staffing experience, especially with licensed healthcare, therapy or education professionals such as speech-language pathologists.
Knowledge of state licensure and school credential requirements for clinicians.
Experience with recruiting automation, AI-assisted screening or sourcing tools.
Experience with seasonal (school-year) hiring cycles.
Bachelor's degree in human resources, business, communications or a related field.
Experience with new-hire onboarding, credentialing or provider retention.

What success requires

Pipeline discipline: Keeps every requisition moving; nothing sits.
Selling Thrive: Persuasive, responsive and respectful; candidates arrive at the clinical interview already wanting to join.
Judgment in screening: Applies structured criteria consistently; spots credential issues early.
Hiring manager partnership: Sets expectations and calibrates quickly.
Data accuracy: ATS is always current; metrics are reliable.
Resilience and pace: Sustains output in peak season without dropping quality.
Technology use: Uses automation and AI tools well and safely.
Retention focus: Stays close to new hires through day 90 and gives providers reasons to return each school year.

Compensation and benefits

$70,000 - $90,000 base salary, plus quarterly incentive targeted at 10% of base. Placement within the range depends on experience and scope match.

Thrive-paid employee medical, dental and vision coverage; disability and life insurance; 401(k) with employer match; paid time off.

Thrive Therapies Group is an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status or any other protected characteristic. Reasonable accommodations are available throughout the hiring process.

Talent Acquisition Partner