Veterinary Technician Recruiter

Small Door Veterinary•New York, NY

16d•$60,000 - $70,000•Remote

About The Position

Small Door is hiring a Veterinary Technician Recruiter to support growth across its combined organization with Bond Vet. The recruiter will serve as a recruiting partner for veterinary technicians and other veterinary roles in assigned markets, building lasting relationships with candidates and the broader veterinary community and guiding candidates through a thoughtful, high-touch experience from initial conversation through their first day and beyond. Candidates in the Northeast, particularly the NYC, Boston, or D.C. metro areas, are preferred. The role supports new practice openings and anticipated vacancies by setting talent benchmarks, developing targeted outreach plans, and monitoring candidate progress through each stage. The recruiter will collaborate with field and medical leaders, build consistent hiring practices across markets, and use recruiting data and market intelligence to improve sourcing, conversion, and pipeline visibility. The position may be performed from approved states and Washington, D.C.; employees must be available during Eastern hours unless otherwise agreed. A laptop is provided, and employees within commuting distance may work from the corporate office in Chelsea, NYC.

Requirements

At least 1–2 years of full-cycle recruiting experience.
A track record of full-cycle recruiting.
Proven ability to recruit scarce, passive clinical talent and keep candidates engaged over long timelines.
Strong sourcing skills, such as LinkedIn Recruiter and Boolean search.
Solid understanding of medical terminology, in animal or human medicine.
Executive presence, sound judgment, and excellent written and verbal communication skills, including comfort influencing senior clinicians and leadership.
Ability to work in a fast-paced, evolving environment, take initiative, and make thoughtful decisions quickly.
Relationship-driven, resourceful, self-directed approach, and enthusiasm for travel and building trust in person.
Bachelor’s degree required.
Ability to travel up to 10–20%.
Permanent residency in and ability to work from CT, FL, GA, IL, OH, MD, MA, NJ, NY, NC, PA, TX, VA, or Washington, D.C.
Availability during Eastern hours unless otherwise agreed.

Nice To Haves

Veterinary recruiting experience.
Three or more years of recruiting experience.
Permanent residency in the Northeast, particularly the NYC, Boston, or D.C. metro area.

Responsibilities

Build and maintain relationships with active and passive veterinary technician candidates in assigned markets, including before roles become available.
Travel to clinics and priority markets to meet candidates, learn about local talent and team culture, identify staffing needs, and develop referral networks.
Own the full hiring process, including sourcing, screening, interview coordination, offer strategy, closing, and candidate communications from outreach through offer letter.
Use direct outreach, industry networking, job boards, and social media to source candidates and develop creative outreach and offer approaches.
Coordinate on-site interviews and prepare clinic leaders to provide a welcoming candidate experience.
Maintain a continuous pipeline of candidates across experience levels, developing it months ahead of anticipated openings and vacancies.
Build relationships with veterinary schools, alumni networks, industry associations, and local veterinary communities; plan and host networking events and candidate dinners, and attend continuing-education and conference events with appropriate preparation and follow-up.
Partner with Regional Directors of Operations, Medical Directors, Practice Managers, and medical leadership to forecast hiring needs, identify coverage gaps, and understand role requirements.
Maintain accurate candidate records, notes, feedback, and stages in the applicant tracking system, and provide leaders with visibility into pipeline health, candidate engagement, and market insights.
Use recruiting data and market intelligence to improve sourcing and candidate conversion.
Help create and refine consistent hiring practices and playbooks across markets.
Collaborate with other recruiters to meet hiring needs.
Provide timely candidate communication, including follow-up within 24 hours after each interview stage.