Careers
The job you trained for.
Protected prep time at both ends of every day. A team around every student. A career ladder with paid rungs for the gap between roles. Because we're funded by school districts rather than by insurance, your hours go to students instead of to a payer.
Why it's different here
The model changes the job.
We're a district-funded day school, not an insurance-funded clinic. That single fact shapes almost everything about what a week looks like.
The work is the work
Nobody here is measured against a billable-hour target, nobody chases authorizations, and nobody rewrites a note because a payer might read it differently. We don't bill insurance — so neither do you.
Prep time is in the schedule
Staff hours are 8:00 to 4:00 against a student day that ends at 3:00 — so there's protected time at both ends of every day, and Friday afternoons are team time. Not documentation you take home.
Behavior analysis is the model
The science isn't a service line running alongside the classroom — it's how the school teaches. Your training is central to the work, not adjacent to it.
Nobody works unsupported
Technicians work in pods with a lead technician alongside a designated supervisor. Everyone has someone responsible for their programming and someone responsible for covering their day.
The week
What the schedule actually looks like.
Most of the reason this job feels different from a clinic role is visible right here.
- Students attend Monday to Thursday, 8:30 to 3:00, and Friday mornings until noon
- Staff hours are 8:00 to 4:00 — prep before students arrive and after they leave, every day
- Friday afternoons are team time, every week
- One full day each month is closed to students and dedicated to professional development
- A 205 to 220 day year, with five weeks of closure spread across it rather than one long summer
That comes to roughly half a day of protected team time every week and twelve full PD days a year. If you're coming from a setting where planning happened after hours, this is the part worth reading twice.
Roles
Who we're hiring.
Behavior technicians
Hiring at all three sites
Direct instruction with students, working from programming designed by a behavior analyst. Most technicians are assigned one-to-one with a student; some students are supported two-to-one.
You don't need prior experience — we provide the 40-hour behavior technician training in-house for anyone who needs it. We're also glad to hire experienced technicians, and we don't make them start over.
Supervision is shared between a behavior analyst and a certificated special education teacher — a more involved standard than a technician role usually carries, and one we hold ourselves to internally rather than because a certifying body requires it.
Staff hours are 8:00 to 4:00, Monday to Friday. Pay range is listed on the posting.
BCBAs
See the live board below for current openings by site
Supervision is the job, not something squeezed between sessions. You'll design programming, supervise technicians, and work directly with district teams during assessment and transition planning. Continuing education is free and in-house — we're an approved BACB ACE provider, so CEUs don't cost you a weekend or a conference fee.
You're paired with a certificated special education teacher, and the two of you support a caseload of roughly fifteen students, each with their own assigned technician. We also hire board certified assistant behavior analysts.
Pay range is listed on the posting.
Certificated special education teachers
See the live board below for current openings by site
For teachers who want behavioral expertise in the building rather than a classroom managed alone. You're paired with a behavior analyst across a caseload of about fifteen students, each supported by their own technician — so the behavior plan is someone else's specialty and the instruction is yours.
You'll need Washington special education certification, or be actively working toward it. We support candidates in progress with supervision, tuition discounts through our university partnerships, and a schedule that accommodates coursework. Pay range is listed on the posting.
Growing here
The path is real, not aspirational.
Plenty of employers describe a career ladder. Ours has rungs specifically for the awkward middle — the point where you've outgrown one role but haven't finished the credential for the next one.
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Behavior technician
Start with the 40-hour training, provided in-house at no cost to you, then direct work with a student. No prior experience required.
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Lead behavior technician
Leads aren't assigned to a single student. They support a pod of technicians — covering breaks, handling logistics, carrying programming questions up to the administrative team and answers back down. The first step into responsibility for other people's work.
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Board certified assistant behavior analyst
For technicians pursuing the BCaBA credential, coursework and supervised fieldwork lead to assistant analyst work on our team.
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Clinician in training
A paid role for BCBA candidates who have largely finished the degree, are partway through supervision hours, and are heading toward the exam. You oversee behavioral programming with an experienced analyst supporting you — practising the job before you're certified to hold it, rather than waiting.
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Board certified behavior analyst
Supervised fieldwork hours are available in-house for technicians working toward the BCBA. We hold partnerships with several universities that carry a tuition discount, and we build schedules around coursework rather than asking you to fit coursework around the schedule.
Not everyone takes every step, and plenty of people arrive partway up. The point is that the steps exist and are paid.
Moving into leadership
Site administrator
For someone who has been with us a while, shown real leadership, and is working toward a BCBA or teaching credential. It's a genuine leadership position and a deliberate bridge — you take on responsibility for how a site runs while you finish the qualification.
Site director
Each site is run by a director who is a credentialed behavior analyst, a certificated special education teacher, or both. The people doing the clinical and instructional work are the ones running the building.
Free continuing education, in the building
We're an approved BACB ACE provider, which means CEUs are offered in-house at no cost to you. For a BCBA maintaining certification, that's real money and real weekends back.
Open positions
What's available right now.
This list updates automatically as positions open and fill.
Pay and benefits
Where we aim.
Pay ranges are listed on every individual posting. Here's the thinking behind them.
Benchmarked, and reviewed every year
We benchmark every position in the company against market and aim to land between 100 and 120 percent of the market average for the role. We're not there for every position yet — but that's the target, and we review against it annually rather than when someone complains.
Benefits
- Health, dental, and vision coverage, cost-shared between the company and you
- 401(k) with company match
- Discretionary profit sharing
- Discretionary annual bonus
- Paid time off, accruing at one hour for every forty worked at the technician level and increasing with level and length of service
The match, profit sharing, and bonus are all reviewed annually alongside pay.
Closure weeks
Our five weeks of annual closure are paid for salaried staff and for lead behavior technicians and above. They are not currently paid for behavior technicians new to the company — worth factoring in when you compare an hourly rate against a year-round role elsewhere.
We're working toward extending paid closure to level two and three technicians with more than a year here. That isn't in place yet, and we'll update this page when it is.
Applying
What to expect.
Four steps, and no surprises in between.
Apply
Through the posting on our job board.
Initial screening
A first conversation to cover the basics and answer your questions about the role.
Interview
One or two interviews depending on the role.
Offer determination
We make a decision and tell you either way.
Locations
Where you'd work.
Each location runs the same program. The sites differ in size, not in model.