Job Opportunities API

Location: Chicago, IL — you will spend about 30% of your time traveling to our centers in Illinois and Texas Type : Full-Time, Exempt Compensation : $90,000 - $115,000 + bonus  Most recruiters cast a wide net and hope. We design an experience. Clinical talent is one of the most competitive markets there is, and the people worth hiring rarely apply anywhere, so the only way to reach them is to have something real to say and a creative, candidate-first way to say it. We have both: a model of care most companies only talk about, and a recruiting process where every touch is honest, specific, and worth the candidate's time. You don't need to come from this industry. You need to love a hard market and know how to make the right person feel the difference. We're looking for the person to lead it. Why this role matters here Recruiting is a top priority at Gracent, not a back-office function, and we resource it that way. You'll have direct access to leadership, fast decisions, and a real seat where strategy gets made, not a mandate handed down without the support to deliver it. It lives inside Marketing on purpose. We win clinicians the same way we win families: with a brand people trust and a true, specific story about who we are. The product is genuinely good, so the job isn't to dress up something thin. It's to get the right people to feel what's real about us before a competitor gets to them first. How you’ll help us win in the hard market Hunt, not just post. The best clinicians aren't applying, so you'll build a proactive sourcing engine: direct outreach, referrals, licensure and alumni networks, professional communities, conferences, that reaches them before they're ever "on the market." Map the market cold. Know who the BCBAs, SLPs, and OTs are in every metro we serve, where they work now, what moves them, and where competitors are weak, and turn that intelligence into a live target list, not a guess. Build pipelines that compound.  Nurture passive talent over months so Gracent is already in the conversation the day they're open to a move. Win on speed and substance.  Out-pace better-funded competitors, compress time-to-offer so we never lose someone to a slow process, and have a real answer ready when a candidate gets a counteroffer. Own the numbers.  Pipeline coverage, stage-by-stage conversion, time-to-fill, source-of-hire, offer-accept — you set the targets, watch them, and move resources to what's working. You manage to outcomes, not activity. Stand up new markets fast.  As we grow across Illinois and Texas, you build the playbook for sourcing talent in a new metro from a standing start. The standard this role exists to protect When a BCBA, SLP, or OT hears from Gracent, it should feel different from every other recruiter in their inbox: No copy-paste flattery. No pitch that falls apart by the offer stage. No treating a clinician like a req to be filled. Recruit the way we deliver care: honestly, specifically, and with real respect for the person on the other end. Know the clinician is evaluating us as hard as we're evaluating them, and earn it. If you wouldn't want to be recruited the way most people get recruited, good. Neither would we. The job has two sides (and you'll love both) Evergreen, high-volume:  keep a steady pipeline of Behavior Therapists flowing into centers that run on them. Hard-to-fill, by hand:  land the BCBAs, SLPs, OTs, and other licensed clinicians almost nobody can hire — more open roles than people holding the license, and the best ones aren't looking. Player-coach:  you set the strategy  and  stay in the work — still sourcing, writing, and closing the searches that matter most, then coaching the team to do it even better. How we work We move fast and we try things.  When the week changes, we pivot. We'd rather invent a smart solution than wait arou