Question 1

What's the difference between contingency and retained search for veterinary hiring?

Accepted Answer

Contingency firms for veterinary roles charge only when you hire their candidate, typically 20 to 25 percent of first-year salary. You may work with multiple agencies simultaneously, and they source from active job seekers. Retained search involves an exclusive contract with upfront and milestone payments, common for hospital directors or specialty veterinarians earning above $200,000. The recruiter conducts confidential outreach to passive candidates, maps the market and provides detailed assessments. Retained engagements deliver a narrower slate of vetted finalists rather than volume submissions.

Question 2

What types of veterinary roles do these recruiting agencies typically fill?

Accepted Answer

These agencies concentrate on clinical veterinarians across companion animal, equine, exotic and mixed practices, plus emergency and specialty roles. They regularly place credentialed veterinary technicians, veterinary assistants and practice managers who oversee scheduling, compliance and client relations. Many also recruit relief veterinarians for locum coverage and associate DVMs transitioning to ownership or partnership tracks. Less common but still represented are positions in veterinary dentistry, surgery, dermatology and internal medicine, along with medical directors overseeing multi-site hospital groups.

Question 3

Which veterinary credentials carry the most weight with these agencies?

Accepted Answer

Top-tier agencies prioritize Doctor of Veterinary Medicine (DVM) degrees from AVMA-accredited programs and active state licensure. Board certification through ABVP or specialty colleges (ACVS, ACVIM, DACVD) significantly elevates a candidate's profile, especially for specialty and referral practices. For technicians, agencies value Credentialed Veterinary Technician (CVT, LVT, RVT) status and VTS specialty certification. Practice managers benefit from CVPM designation through VHMA. Agencies also recognize Fear Free and Low Stress Handling certifications as increasingly important differentiators in candidate placement, particularly for general practice roles where client communication matters.

Question 4

How can I tell if a veterinary recruiting agency is reputable?

Accepted Answer

Check for recruiters who hold Veterinary Hospital Managers Association credentials or demonstrate active membership in NAVTA and AVMA circles. Reputable agencies maintain candidate pools with licensed DVMs, credentialed veterinary technicians and experienced practice administrators. Look for firms that understand specialty certifications—whether emergency medicine, surgery or exotic animal care—and can articulate the difference between general practice and specialty hospital placements. Review portfolios showing successful placements across corporate groups, independent clinics and academic institutions. Verified client testimonials from both hiring practices and placed candidates signal consistent performance.

Question 5

If I apply through a veterinary recruiter, do I lose negotiating power on my offer?

Accepted Answer

No. Reputable veterinary recruiters strengthen your position because they understand clinic compensation structures, regional salary bands for DVMs and credentialed veterinary technicians, and typical benefit packages including CE allowances and production bonuses. They negotiate on your behalf while you remain the decision-maker. The hiring practice pays the recruiter's fee—commonly 20 to 30 percent of first-year salary on contingency—so your compensation isn't reduced. Experienced recruiters also surface non-salary levers like sign-on bonuses, relocation assistance and student loan repayment that veterinarians often overlook when self-negotiating.

Question 6

How do recruiters verify AVMA accreditation and state licensure status before presenting veterinary candidates?

Accepted Answer

Reputable veterinary recruiters begin with the AVMA database to confirm the candidate's DVM degree came from an accredited institution—critical because only AVMA-accredited programs qualify graduates for most state licensure exams. They then verify active state licensure through the applicable state veterinary medical board's public search portal, checking for expiration dates, disciplinary actions and restrictions. For veterinary technicians, recruiters confirm NAVTA credentialing or state-specific registration. Many firms also request candidates provide copies of current licenses and DEA certificates upfront, cross-referencing those documents against board records before scheduling interviews.

Top Veterinary Recruiters and Headhunters

Top 4 Veterinary Agencies

Not sure which Veterinary recruiter to pick?

More Agencies

How These Rankings Work

Frequently asked questions about veterinary recruiting