ABA is where I’ve spent nearly 20 years of my career, including building and growing my ABA company from 2 to over 100 employees.

So while I understand HR broadly, my work is intentionally focused on ABA. The hiring challenges, supervision structures, burnout, payer pressures — it’s a very specific environment, and that context matters when you’re building your team.

I’ve lived the reality of building an ABA company.

I grew a team from 2 to over 100 employees and eventually exited the business. So the decisions you’re making around hiring, structure, compliance, and culture aren’t theoretical to me.

That experience shapes how I approach this work. It’s not about handing you a set of template, it’s about helping you build something that actually works in real life.

It depends on what you need.

Some companies need help building foundational HR structure. Others need support navigating growth, cleaning up systems, or having a thought partner for ongoing decisions.

My role is to meet you where you are, not force you into a one-size-fits-all model.

While most of my work is built around ongoing partnerships, we do take on select project-based work.

Things like handbooks, compliance audits, or training programs can be a really good fit depending on timing and scope. If you’re not sure, it’s always worth reaching out, we can talk through what makes the most sense for where you are.

Not necessarily.

For some smaller companies, I act as their primary HR support. For others, I work alongside an internal team to bring structure, strategy, or additional expertise.

It’s less about replacement and more about building the right level of support for your stage.

You can and a lot of companies do at first.

The difference is in how those pieces come together in real life. That’s where experience tends to matter most.

ABA has layers that generic HR support doesn’t always account for: supervision structures, billable vs. non-billable time, clinical burnout, payer-driven scheduling.

Yes and this is an area where a lot of ABA companies feel the strain.

I can support everything from refining job descriptions to building out a more structured, consistent hiring process. In some cases, I’m more hands-on. In others, I help you build something your team can own long-term.

The goal isn’t just to fill roles, it’s to create a process that actually supports retention once people are in the door.