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 credential-screened and scored 0–100 against the job's real requirements — with the reasoning shown — 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 are not hiring "employees." 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. Every one of those is a different screen. Generic hiring software models none of it.

  1. Hiring speed

    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. Top-tier therapists and technicians rarely stay available for long.

    Every hour an application sits unread is an hour that candidate spends talking to someone else.

    Office Puzzle, "ABA Recruiting: Hiring Tips for Practices."

  2. Process chaos

    Hiring runs on hope and scattered tools

    One in-industry guide describes it exactly: 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. Nobody knows who called whom, and candidates fall through the cracks between them.

    Behaviorist Book Club, "The Complete Guide to Recruiting BCBAs & RBTs in ABA."

  3. Job-board cost

    You pay for volume, then screen the noise yourself

    Generic job boards "often attract applicants who lack the mandatory training, certifications, or field experience needed for immediate case placement. Sifting through those resumes can slow down your hiring momentum."

    Indeed's minimum sponsored spend is $25 a day per posting, and typical cost per application runs $15–$50. You're already paying for applicants. The expensive part is what happens next — they sit in an inbox, get skimmed once, and go cold.

    SherStaff doesn't replace your job board. It makes every applicant you already paid for count.

    Office Puzzle · HireTruffle, Indeed pricing 2026.

And it never stops

RBT turnover can sometimes exceed 100% annually. Typical RBT turnover runs 30–75%; corroborating data shows large ABA providers averaged 103.3% all-employee turnover in 2024, mid-size providers 89.3%.

At that rate hiring is not an event you get through. It's a standing process — which is an argument for a system, not for trying harder.

L.E.K. Consulting, "Investing in Autism Therapy," June 2025.

The BCBA side of it

US employer demand for BCBAs — measured by job postings — hit 132,307 in 2025, up 28% year over year, and has risen every year since 2010.

BACB reports 246,109 active RBT certificants worldwide versus 81,566 BCBAs as of end of 2025 — roughly 3 RBTs for every BCBA, with the RBT population growing about 2.5x faster. Meanwhile RBTs must receive supervision for at least 5% of monthly service hours, including two face-to-face real-time contacts per month. Every RBT you add draws on a BCBA bench that isn't growing as fast.

BACB, "US Employment Demand for Behavior Analysts: 2010–2025," Lightcast deduplicated postings data.

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

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. Expired, mismatched, or missing credentials are flagged before you spend a minute on the file.

Verification status is tracked through its full lifecycle — unverified, pending, verified, failed, expired, revoked — with an immutable audit trail behind every change, and the BACB registry is a recognized verification source.

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. 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.

Bias-safe by design

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

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.

Import the applicants you already have from any spreadsheet export (CSV/Excel). The import is staged, with fuzzy duplicate detection and a review queue before anything lands, plus provenance and consent controls that hard-block what shouldn't be contacted.

Then bulk-score the whole pile against your open roles and get it back ranked, with the evidence shown.

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.

You already paid for these people. This is the cheapest hire in the building.

04

Interviews that book themselves

When a candidate is worth talking to, they get a self-booking link for the right calendar. Availability lives in the app, booking is atomic and tokenized so two people can't take the same slot, both sides get a calendar file, and reminders go out at 24 hours and 2 hours.

Outreach confirms availability, shift preferences, and license details (type, state, expiry). Opt-outs are enforced at the send boundary, and replies thread back into 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. 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. All three are role-scoped, and tenant data is isolated with row-level security backed by a passing isolation test matrix.

Shared pipelines, notes with inherited visibility, 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
  • Candidate detail screen holds credentials, verification status tracked through its full lifecycle, and an immutable audit trail behind every change
  • Threaded email outreach — a human approves every message before it sends, opt-outs enforced at the send boundary
  • Outreach that confirms availability, shift preferences, and license details
  • Self-booking interview links for the right calendar — .ics 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
  • Import any spreadsheet export (CSV/Excel) — staged rows, fuzzy dedupe review, provenance and consent hard-block
  • Shared team pipeline: notes, notifications, activity feed
  • Tenant data isolated with row-level security
  • A guided workflow — the recruiter follows a built path instead of inventing one, tool by tool
  • Calling and texting from your own number Shipping next
Book a 20-minute walkthrough
Tier 2
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
  • The factors: credentials, experience, distance/commute, language
  • Weights tunable per organization
  • Bias-safe by construction: name, age, gender, 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

Both tiers: month-to-month, no annual contract; founder-led support with a 24-hour response, on every tier; walk-away guarantee — full export and a 7-day purge with a manifest; a 30-day scored trial.

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. Not "email support" on one and "priority support" on the other — support is led by the founder who built it, and you'll hear back within 24 hours.
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.

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.

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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.

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.

Skin in the game:

  • Early-partner pricingReduced pricing for partners who come in early.
  • Direct founder accessFounder-led support with a 24-hour response, on every tier. I built it. I answer the email.
  • Month to monthIf it doesn't earn its seat, stop paying for it.
  • A walk-away guarantee that's already builtFull export back, zero-residue purge inside 7 days, with a manifest.
  • The trial scores itselfImmutable baseline at kickoff, instrumented metrics, a Friday scoreboard, and a results view a week after it ends (day 37). You don't have to take my word for how it went, and I can't spin it.
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→