Onboarding ABA hiring teams now

The ATS that already speaks ABA.

BT, RBT, BCBA, and BCaBA are built-in credential types, not custom fields you bolt on. Every applicant is scored 0–100 against the job's real requirements, with the reasoning shown. Expired, mismatched or missing credentials are flagged before you open a single file.

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A live 20-minute look at the product on roles you're hiring for now. Google Meet. No pitch deck.

Per seat, month to month. No contract. Walk away any time with a full export of your data. Prices are in full below — nothing is hidden behind a "contact us."

Built for ◆ ABA Therapy ◆ RBT & BCBA Hiring ◆ Behavior Health Teams
The problem

ABA hiring isn't a generic hiring problem

You're hiring behavior technicians who may not be certified yet, RBTs whose credentials have expiry dates, and BCBAs that half the country is also trying to hire. Generic hiring software models none of it.

  • The process is slower than the candidate's job search

    A slow hiring process is a common reason behavioral health clinics lose high-quality candidates to competing practices.

  • Hiring runs on hope and scattered tools

    Most ABA recruiting "feels like a scramble — post a job, hope for applicants, rush through interviews, and cross your fingers." A spreadsheet, an inbox, and an Indeed tab have no shared state.

  • You pay for volume, then screen the noise yourself

    Indeed's minimum sponsored spend is $25 a day per posting, and typical cost per application runs $15–$50. SherStaff doesn't replace your job board. It makes every applicant you already paid for count.

  • And it never stops

    RBT turnover can sometimes exceed 100% annually. Every sourced turnover figure →

Sources: Office Puzzle, "ABA Recruiting: Hiring Tips for Practices" · Behaviorist Book Club, "The Complete Guide to Recruiting BCBAs & RBTs in ABA" · HireTruffle, Indeed pricing 2026 · L.E.K. Consulting, "Investing in Autism Therapy," June 2025

How it works

From job post to booked interview.

Five things, all of them live today. Where something isn't built, this page says so.

01

Credential-first screening

Expired, mismatched, or missing credentials are flagged before you spend a minute on the file. Verification is a person checking a registry, with an audit trail.

More details

BT, RBT, BCBA, BCBA-D, BCaBA, QBCBA, and QASPS are first-class credential types in the system, alongside RN, LPN, and CNA — not custom fields somebody has to configure.

Said plainly

A recruiter checks the state board or BACB registry and records what they found. We do not automatically verify credentials against any registry, and we never will claim to. What's automated is the screening — catching the expired, the mismatched, and the missing — not the verification.

Hiring uncertified BTs? That's a first-class case, not an exception. Post openings that don't require RBT certification, and track credential status and expiry for the people you hire into them.

02

A 0–100 fit score you can argue with

Every candidate is scored 0–100 against the job's real requirements, with the reasoning shown factor by factor.

More details

The factors are credentials match, experience match, distance and commute radius, and language match — and the weights are tunable per organization, so if commute matters more in your service area than it does in someone else's, you move the slider.

Résumés are read and parsed on intake, then scored automatically as applications arrive. The score is a starting order, not a verdict — you can see exactly why each number came out the way it did and disagree with it.

What the score never sees

Name, age, gender, and address never feed the score directly; commute distance is a weighted factor, and the weight is yours — set distance or language to zero if they don't matter for your roles.

03

The applicants you already paid for

Import the applicants you already have from any spreadsheet export (CSV/Excel). Then bulk-score the whole pile against your open roles and get it back ranked, with the evidence shown.

More details

Every one of them cost you money on a job board, and most of them were read once and never looked at again. Scored against today's openings, that pile is a pipeline.

Likely duplicates go to a review queue before anything lands, and anyone who shouldn't be contacted is blocked.

How this happens today

Send us a spreadsheet export of the applicants you already have (CSV/Excel) and we'll run them through SherStaff's scoring against one of your current openings — the same 0–100 fit score, reasoning shown — and send back the ranked list. You won't have an account yet, so a person on our side loads the file and sends the results; allow a day or two.

04

Interviews that book themselves

When a candidate is worth talking to, they get a self-booking link for the right calendar. A human approves every single message before it sends.

More details

Two people can't take the same slot, both sides get a calendar file, and reminders go out 24 hours and 2 hours before.

Outreach confirms availability, shift preferences, and license details (type, state, expiry). Once someone opts out, they aren't messaged again, and replies land in the candidate's record.

A human approves every single message

Outreach drafts are generated for you — and a human approves every single message before it sends. There is no approve-all. That is a design decision, not a missing feature.

05

One pipeline, three portals

Recruiters get a cockpit: open roles with urgency flags, candidates ranked by fit, interviews, all in one view.

More details

Each clinic site gets a facility portal on the same live data — its own open roles, ranked candidates, KPI tiles, and a one-click "Request staff" button. Operators get an admin view. Each person sees only what their role allows.

Shared pipelines, notes, and an activity feed mean the answer to "who called this person?" is on the screen.

What it doesn't do — stated up front

  • No outbound multi-board job posting. Jobs post to your SherStaff portal; Indeed applications come in through an inbound integration. If multi-board distribution is the center of your recruiting, keep the tool you have — this runs alongside it.

  • No automated credential verification. Screening is automated. Verification is a person checking a registry, with an audit trail.

  • No personal calendar sync yet (Google/Microsoft). Scheduling runs on in-app availability and tokenized booking, which does work today.

  • No self-serve signup or in-app billing. We set it up for you — your account, your users, your applicant import — and your team is live within 24 hours. Large historical imports run through a duplicate-review queue, which can take a little longer.

  • No CentralReach or Rethink integration yet. It's on the roadmap. Today your data exports cleanly (CSV) for entry into your practice-management system.

Pricing

Real prices, on the page, where you can read them

Per seat, per month. Month to month. That's the whole structure.

Tier 1
ATS

The workflow, all in one screen.

$97 per seat / month
$79 per seat / month at 5+ seats
  • Recruiter cockpit: open roles with urgency flags, candidates ranked by fit, interviews — one view
  • Each candidate's credentials and verification status, with an audit trail behind every change
  • Email outreach that confirms availability, shift preferences, and license details. A person approves every message
  • Self-booking interview links for the right calendar — a calendar file and reminders included, no candidate account needed
  • Facility/client portal: open roles, ranked candidates, KPI tiles, and a one-click "Request staff" that lands in the same pipeline
  • Calling and texting from your own number Shipping next
Book a 20-minute walkthrough
Tier 2 Recommended for ABA providers
ATS + Intelligence

Adds the scoring.

$147 per seat / month
$122 per seat / month at 5+ seats

Everything in Tier 1, plus:

  • Every applicant scored 0–100 against the job's real requirements, with the reasoning shown factor by factor
  • Yours to tune: the factors (credentials, experience, distance/commute, language) and their weights
  • Name, age, gender, and address never feed the score
  • Resume extraction and scoring on intake
  • Credential-first screening: expired, mismatched, or missing credentials flagged before you open a file
  • Re-score your existing applicant database against today's openings
Book a 20-minute walkthrough

The full feature list for both tiers →

Terms, in plain language

Month to month.
No annual contract, no minimum term, no annual-billing discount to chase. Cancel any month.
$79 and $122 apply at 5 or more seats.
A one-person hiring operation pays for one seat.
Direct founder support on both tiers.
Founder-led support with a 24-hour response, on every tier. I built it. I answer the email.
A seat is anyone who logs in.
Recruiters, clinic directors, admins — each login is one seat. Three recruiters and eight clinic directors is eleven seats.
Walk-away guarantee.
If you leave, you get a full export of your data back, and everything of yours is purged within 7 days — with a manifest showing what was removed. It's built, not promised.
Early-partner pricing.
Reduced pricing for partners who come in early.

What follows the call is a 30-day scored trial: day-0 baseline, a scoreboard email every Friday, and a results view a week after it ends (day 37). The trial grades itself, so neither of us has to guess how it went.

Book a 20-minute walkthrough →
What's underneath it

Built to be trusted with your data

For the "is this a weekend project?" question: the production app is hosted on AWS through Supabase and encrypted at rest and in transit, email deliverability is verified end to end (SPF, DKIM, DMARC), each customer's data is isolated at the database level and that isolation is tested on every release, error tracking scrubs personal data, and 2,328 automated tests gate every merge.

No third-party security audit yet — one is planned.

Questions

The things people ask first

No. A recruiter checks the state board or the BACB registry and records what they found, and every one of those changes is captured in an immutable audit trail.

What the software does automatically is screen — flagging expired, mismatched, and missing credentials before anyone reads the résumé. Anyone selling you automated registry verification should be asked to show you the integration.

Yes — that's a normal case here, not a workaround. You can post openings that don't require RBT certification, hire into them, and track credential status and expiry for those people as it changes.

Worth knowing about the funnel you're shepherding them through: 164,015 RBT exam sittings occurred in 2025 (109,341 first-time, 54,674 retakes), with a 75% first-time pass rate and a 38% retake pass rate. (BACB Certificant Annual Report Data. That number counts testing events, not unique people.)

No. If multi-board job distribution is the center of your recruiting, keep it — we don't do outbound multi-board posting.

SherStaff's value is the checking work: credential-first screening, explainable scoring, and re-scoring the applicant database you already own. It runs alongside on day one.

No. It orders and explains; you decide. Every score shows its reasoning factor by factor, the weights are yours to tune, and name, age, gender, and address never feed the score directly — commute distance is a weighted factor, and the weight is yours: set distance or language to zero if they don't matter for your roles.

On outreach, a human approves every message before it sends — there's no approve-all button.

Hosted on AWS through Supabase. Encrypted at rest and in transit. Each customer's data is isolated at the database level, and that isolation is tested on every release — part of the 2,328 automated tests that gate every merge. Error tracking scrubs personal data.

If you leave, you get a full export and a zero-residue purge within 7 days, with a manifest. No third-party security audit yet — one is planned.

Not yet — there's no CentralReach or Rethink integration today. It's on the roadmap. In the meantime your data exports cleanly (CSV) for entry into your practice-management system.

Texting comes from your own number. You'll set up a Twilio account (we walk you through it), and the carriers have to approve your business for messaging — that registration typically takes one to four weeks. Message costs are billed by Twilio, not by us.

Yes, and you don't have to book anything to find out. Send a spreadsheet export of the applicants you already have (CSV or Excel) to doron@sher-staff.com, tell us which opening to score them against, and you'll get back the ranked list with the reasoning for each one.

The scoring is SherStaff's — the same AI fit score, reasoning shown, that runs inside the product. You won't have an account yet, so someone on our side loads your file and sends the results back; allow a day or two — and it costs nothing.

The per-seat monthly price for each tier, and the reduced rate at 5 or more seats, are in the pricing section above — published in plain text, not behind a form.

Both tiers are month to month: no annual contract and no annual discount, because there is no annual anything. Founder-led support with a 24-hour response, on every tier.

Go deeper

One page per question

Everything above, taken one role, one question and one state at a time — with the sources under each number.

ABA applicant tracking system The category itself — why generic ATSs bend around ABA, and what speaking ABA means concretely. RBT recruiting software The volume role — turnover, the certification funnel, and hiring BTs who aren't certified yet. BCBA recruiting software The scarce role — posting demand, the supervision ratio, and moving before someone else does. RBT turnover data Every sourced turnover and certification figure with its hedge intact, plus a worksheet that runs on your own inputs.

By state

The five states with the most behavior-analyst demand in 2025 — licensure status, certificant counts and what each one changes about hiring, with the source under every number.

Hiring in California The biggest market, and the one with no state license — what carries the weight instead. Hiring in Texas The largest RBT bench in the country — and a Medicaid rule that makes BT status a billing question. Hiring in New Jersey The fastest-rising demand of the five — and an onboarding step that runs on someone else's clock. Hiring in North Carolina Fastest-growing demand of the five, newest board, and a seven-year record-retention rule. Hiring in Massachusetts The mature licensed market — regulated since 2013, and almost one BCBA certificant per RBT.

Twenty minutes, on the roles you're hiring for now.

Google Meet. No pitch deck. If it isn't a fit, I'll tell you on the call.

Book a 20-minute walkthrough→