RBT hiring is a throughput problem. BCBA hiring is not. You are not drowning in BCBA applicants; you are waiting for one, and when they arrive they are also talking to four other practices in your metro who posted the same week.
So the software question is different. Nothing about ranking a pile matters when the pile is three people. What matters is how few hours pass between a qualified analyst applying and a human being on a call with them — and whether you knew, before that call, how many more RBTs your current bench can actually supervise.
A live 20-minute look at the product on roles you're hiring for now. Google Meet. No pitch deck.
Two sourced numbers describe the position you are bidding from. Both are about demand and supply of credentials, and neither is a vacancy count.
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. Growth decelerated from 58% (2023–24) to 28% (2024–25), but it has never gone negative.
BACB, "US Employment Demand for Behavior Analysts: 2010–2025," Lightcast deduplicated postings data. Postings requiring or preferring the credential — not unfilled positions.
BACB reports 81,566 BCBAs worldwide against 246,109 active RBT certificants as of end of 2025 — roughly 3 RBTs for every BCBA, with the RBT population growing about 2.5x faster (25.2% vs. 10.0% year over year).
BACB Certificant Annual Report Data. Worldwide net active credential holders, not US employment.
Put plainly: the credential pool grows at one rate, employer demand for it grows at another, and you are not the only practice that noticed. The practical effect on a hiring process is that your time-to-first-conversation is competitive information. A qualified analyst who applies on Tuesday and hears from you on Friday is a candidate you are meeting third.
This is where ABA hiring diverges hardest from generic hiring software. Most ATS design optimizes for filtering abundance. On this role, abundance is not the condition, and every extra screening step you add is a handicap unless it removes a human step somewhere else.
BCBA hiring is not only a BCBA problem. It is the ceiling on the rest of your hiring plan.
RBTs must receive ongoing supervision for at least 5% of monthly service hours, including at least two face-to-face real-time contacts per month with at least one direct observation.
BACB RBT Handbook (current edition); BACB "Guidance for Meeting RBT Requirements During the 2026 Transition," updated 08/2025. BACB is a certification board rather than a regulator as such — payers and state licensure incorporate its standards, and some payers require more than 5%, so 5% is not a universal floor with no exceptions.
Read that against the 3:1 ratio above and the arithmetic is uncomfortable in a useful way. Each new RBT consumes supervision capacity from a bench that is growing at roughly a tenth of the rate the RBT population is. An agency that over-hires technicians relative to its analyst bench has not solved a staffing problem; it has converted it into a compliance and caseload problem with a later due date.
Which is why "how fast can you fill roles" is the wrong single question to ask hiring software here. The question is whether your hiring plan is visible against your supervision capacity — and whether the BCBA req and the six RBT reqs it unlocks are in the same pipeline, in front of the same people, instead of in two systems owned by two departments.
Three things, all live today. All of them are about hours, not about filtering.
Résumés are extracted and parsed on intake, then scored 0–100 against that opening's real requirements — credentials match, experience match, distance and commute radius, language match — with the reasoning shown factor by factor. On a BCBA req the ranking is almost beside the point; the specific, itemized "matches here, doesn't match there" is what saves the first fifteen minutes of the call.
Weights are tunable per organization. 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.
BCBA, BCBA-D, BCaBA, QBCBA and QASPS are first-class credential types with verification tracked through its full lifecycle — unverified, pending, verified, failed, expired, revoked — and an immutable audit entry behind every change. Expired, mismatched, or missing credentials are flagged before you spend a minute on the file. A recruiter still checks the state board or BACB registry themselves; the software does not do that and does not claim to.
A candidate worth talking to gets 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 at 24 hours and 2 hours. Outreach confirms availability, shift preferences, and license details (type, state, expiry) — and a human approves every single message before it sends.
No personal calendar sync yet (Google/Microsoft). Scheduling runs on in-app availability and tokenized booking, which does work today.
No automatic interviewer detection. The candidate gets a self-booking link for the right calendar; choosing that calendar is yours.
No automated credential verification. Screening is automated. Verification is a person checking a registry, with an audit trail.
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.
Less than it does for three hundred, honestly — and that's the wrong thing to buy it for. At three applicants, the value is the clock: résumés are parsed and scored on intake so the file is already read when you open it, credential mismatches are flagged before the call, and the candidate gets a self-booking link for the right calendar instead of waiting on an email thread.
The scoring still earns its place for one reason: it's scored against that opening's real requirements, with the reasoning shown factor by factor. On a scarce role, the useful output isn't a rank — it's the short, specific list of where this person does and doesn't match, before you spend the call finding out.
RBTs must receive ongoing supervision for at least 5% of monthly service hours, including at least two face-to-face real-time contacts per month with at least one direct observation. BACB is a certification board rather than a regulator as such, though payers and state licensure incorporate its standards — and some payers require more than 5%, so don't treat 5% as a universal floor.
The consequence is that every RBT you add draws on BCBA capacity that isn't growing as fast as RBT supply. "Hire faster" is not the whole value story; hiring against your supervision bench is.
The honest version of the data is about demand, not vacancies. 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.
That is a count of postings requiring or preferring the credential. It is not a count of unfilled positions, and we won't restate it as one. What it tells you is how much company you have when you post.
Yes. 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.
Two limits worth knowing: personal calendar sync with Google or Microsoft is not live, so scheduling runs on in-app availability; and the link is for the right calendar, not an automatic guess at which interviewer should own the conversation.
Google Meet. No pitch deck. If it isn't a fit, I'll tell you on the call.