Jobot’s JP Griffith Knows That ABA Outcomes and Parents’ Experiences Flow From Leadership Hires

A Recruiter on Both Sides

NEWPORT BEACH, CALIFORNIA – JP Griffith places clinical directors and executives at ABA companies for a living. He also knows what it looks like when one of those hires fails. His son is nonverbal autistic and communicates with an AAC device, and Griffith describes years of learning the autism services system as a parent, including the therapists who left and the support that came and went.

“There is no parent handbook for this,” Griffith wrote in remarks he shared with BreakingNewsABA.

Griffith recruits for Jobot, an AI-assisted recruiting and consulting firm that Heidi Golledge, the former CEO of CyberCoders, launched in October 2018. Jobot’s public profile lists him as its ABA and healthcare leadership partner; he describes the role as executive recruiter for ABA and behavioral health leadership. He recruits for Director-to-C-suite roles across clinical, operations, people, finance and executive functions, with a focus on organizations opening new markets or scaling, he wrote.

Turnover, inconsistent care, clinician burnout, quality issues and unsustainable growth “aren’t simply recruiting problems,” Griffith wrote; “they’re often leadership problems.”

What Turnover Looks Like From Home

Griffith’s family has had the good version of ABA. He describes “therapists and professionals who genuinely loved our son, understood him, challenged him and became incredibly important people in our lives.” The other version arrived as attrition. “We’ve watched good therapists leave,” he wrote. “We’ve dealt with turnover and inconsistent support.”

“To an organization, it might show up as turnover or an open position. To a family, it’s another person your child trusted disappearing, another routine changing, and sometimes starting over again.” – JP Griffith, ABA and Healthcare Leadership Partner, Jobot (2026)

The certifying board’s own exit data puts that experience in perspective. In 2024, 30,018 RBT (registered behavior technician) certifications expired with the holder having no other BACB credential, according to the BACB’s December 2025 newsletter. The board surveyed that group in February and March 2025; 1,386 former RBTs responded. The most-endorsed reason for leaving was “I like the work, but life took me in a different direction” (58 percent), followed by “inadequate pay” (57 percent). Four workplace items followed close behind: “poor treatment by my company” (44 percent), “concerning issues in the workplace” (42 percent), “lack of supervisor support” (41 percent) and “limited opportunities for professional growth” (41 percent).

Griffith did not cite that survey. His argument runs on what he has seen from the waiting room and from the search desk, and it lands in the same place. “Leadership sits upstream of a lot of it,” he wrote.

How the Search Practice Works

Griffith describes a search that starts with the role’s mandate rather than a stack of resumes. The first question, he wrote, is what the organization needs the leader to accomplish over the next 12 to 24 months and “who has actually done something comparable.” Then he maps the market: “Where are the organizations that have already solved a similar problem? Who are the leaders inside those environments? What have they actually built, changed, or owned? And who should we be talking to who may never submit an application?”

The postings he hosts on Jobot’s site show the tier he works in. A Clinical Director – BCBA search in Kansas City, Missouri, listed under his name in September 2026, pays $100,000 to $130,000 plus bonus. A Denver posting for the same title describes the client as “a rapidly growing, BCBA-founded ABA organization” staffing up for multi-site expansion. His Jobot profile puts the pitch in one line: “I help ABA organizations grow the right way…by connecting them with clinical leaders and BCBAs who elevate care, support teams, and make a real impact.”

The track record behind that pitch, by his own count: more than 350 hires across ABA, behavioral health, and healthcare services over a recruiting career of more than 10 years. Inside Jobot, he has twice won the firm’s CEO Club award and been named Recruiter of the Quarter, and he has built a professional network of more than 15,000 LinkedIn connections and followers, which matters in a search practice that runs on reaching leaders who never apply. What began as a recruiter with a personal stake in the field is now, he says, a dedicated executive search practice serving ABA and behavioral health organizations nationally.

He measures the work by what happens after the offer letter. Griffith says the searches he has run have helped organizations find the clinical and operational talent to open new locations, stabilize teams, expand access to services and strengthen clinical leadership. “When an organization fills a critical BCBA, Clinical Director or senior leadership role,” he wrote, “the downstream impact can mean clinicians receiving better support, teams becoming more stable and additional families gaining access to care.”

Griffith rejects the premise that growth and quality trade off. “ABA organizations need to grow. Families need access. Businesses need to be financially healthy,” he wrote. “Clinicians also need sustainable environments where they can do good work, develop professionally and build careers.” In his words, “getting the leadership piece right is one of the ways those things can coexist.”

Inside a $200 Million Recruiting Firm

Griffith is quick to point out that Jobot is a much bigger firm than his desk, and that his niche exists because the firm backed it. “My specialization in ABA and behavioral health leadership search is something Jobot has supported me in building, backed by a much broader recruiting platform, team and infrastructure,” he wrote.

The platform has grown fast. Jobot reported passing $100 million in revenue in September 2021, less than three years after launch, and had surpassed $200 million by 2025, according to Staffing Industry Analysts’ Staffing 100 profile of Golledge and Inc.’s Female Founders 500 list. The company now puts the figure at more than $250 million. Along the way, it added Jobot Health, a healthcare staffing arm launched in October 2021 to place physicians, nurses and other clinicians, and a consulting division that reached 1,000 placed consultants in December 2024 after growing 250 percent year over year. Jobot today recruits across 12 specialties from 24 geographic hubs.

In 2024, the firm became employee-owned, according to Griffith and the company, giving each Jobot Pro a stake in the business. That same year, Fortune ranked Jobot No. 1 among Best Small and Medium Workplaces in Consulting and Professional Services, a spot it had also held in 2022; it ranked No. 22 in 2025. Staffing Industry Analysts named Jobot the Grand Prize winner among staffing firms with more than 500 employees in its 2024 Best Staffing Firms to Work For, and the company also appears on SIA’s Fastest Growing Staffing Firms and Newsweek’s Most Loved Workplaces lists for 2024 and 2025.

The engine behind it is Jax, short for Jobot Automated Experience, the matching system Jobot pairs with its recruiters, which it calls Jobot Pros. Jax reached its sixth release in April 2025, and the company says it can review 10 million profiles in half a second. Fortune reported in August 2024 that the firm runs a “no jerks allowed” policy and reviews its managers quarterly through 360-degree evaluations, an approach Golledge summed up for the magazine in one line: “The more trust that people have, the more effort they give.”

Griffith does not want the profile to read as “an advertisement for recruiting services” or as “criticism of the ABA industry,” he wrote. He would rather have “an honest conversation about what I’ve learned from both sides of the table.”

“There may not be a parent handbook for navigating autism services,” he wrote. “But there are decisions organizations can make so families don’t have to feel every organizational problem on the other side of the door.”

AT A GLANCE

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