Veterinary Recruiter

Small Door Veterinary•New York, NY

9d•Hybrid

About The Position

Bond Vet and Small Door Veterinary have come together to build the next generation of veterinary care, and we're looking for a Veterinarian Recruiter to help us grow it the right way. In this role, you'll be the recruiting partner for veterinarians and other veterinary roles in your markets. That means building lasting relationships with veterinarians and the broader vet community, not just filling open roles. You'll get to know what motivates each candidate, connect that to our mission and culture, and guide them through a thoughtful, high-touch experience from the first conversation to their first day and beyond. You'll also help plan for new practice openings. That includes setting talent benchmarks, building targeted outreach plans, and tracking how candidates move through each stage. Your work will directly shape how we grow: thoughtfully, without losing quality, culture, or candidate enthusiasm. Candidates in the Northeast (NYC, Boston, or D.C. metro) are preferred.

Requirements

3+ years of full-cycle recruiting experience, with a track record recruiting veterinary roles (5+ years preferred)
Proven success recruiting scarce, passive clinical talent and keeping candidates engaged over long timelines
Strong sourcing skills (LinkedIn Recruiter, Boolean search, etc.)
Solid understanding of medical terminology (animal or human)
Executive presence, sound judgment, and excellent written and verbal communication, with comfort influencing senior clinicians and leadership
Comfortable in a fast-paced, evolving environment; you take initiative and make thoughtful decisions quickly
Relationship-driven, resourceful, self-directed, and excited to travel and build trust in person
Bachelor's degree required

Nice To Haves

Candidates in the Northeast (NYC, Boston, or D.C. metro) are preferred.

Responsibilities

Build relationships that last. Be the main recruiting partner for veterinarians in your assigned markets.
Engage both active and passive candidates, and keep in touch with them even before a role is open.
Travel to clinics and priority markets to meet candidates, learn about local talent, and grow referral networks.
Spend time in clinics to understand team culture and staffing needs, and to find referral opportunities from doctors and nurses.
Own the full hiring process for veterinarians. This includes sourcing, screening, interview coordination, offer strategy, and closing.
Manage all candidate communication from first outreach to offer letter.
Source creatively. Reach passive veterinarians through direct outreach, industry networking, job boards, and social media.
Find a way to yes: think outside the box on outreach and offers so we can meet both business needs and what candidates are asking for.
Deliver a white-glove candidate experience. Coordinate on-site interviews and make sure clinic leaders are prepared ahead of time, so every candidate feels expected and welcomed.
Maintain a steady bench of veterinarians at every experience level, built months before roles open.
Build relationships with veterinary schools, alumni networks, industry associations, and local veterinary communities.
Plan and host networking events and candidate dinners, and attend CE and conference events, owning both the preparation and the follow-up.
Work with Regional Directors of Operations, Medical Directors, Practice Managers, and medical leadership to forecast needs, spot coverage gaps early, and understand the skills each role requires.
Keep accurate, up-to-date candidate records and capture conversations and feedback, so leaders can see pipeline health, candidate engagement, and market insights in real time.
Use recruiting data and market intelligence to sharpen sourcing and improve conversion.
Help create and refine consistent veterinarian hiring practices that work across markets.
Collaborate with the other recruiters so every hiring need gets met.