Regional Veterinary Talent Recruiter

Small Door Veterinary; Ohio; On-site; USD 80,000 - 120,000; Full time

Benefits offered by this job

Competitive salary

Health, dental, vision insurance

401(k) benefits

Generous paid time off

Commuter benefits

Pet discounts

Growth opportunities

Job summary

Small Door Veterinary is expanding recruiting for veterinarians across markets, combining in-person outreach with high-touch candidate experiences. You will own the full hiring process, travel to clinics, and build lasting relationships with veterinary professionals while aligning with our rapid growth.

The role emphasizes planning for openings, sourcing passive talent, and maintaining a robust pipeline to support 3–5 engaged candidates per forecasted role, with a focus on early bench-building

Qualifications

• 3+ years of full-cycle recruiting experience, preferably in healthcare or veterinary fields.
• Ability to recruit scarce clinical talent and maintain long timelines.
• Strong sourcing and relationship-building capabilities.

Responsibilities

• Build lasting relationships with veterinarians and veterinary communities.
• Travel to clinics and markets to network and understand local talent needs.
• Own full hiring process for veterinarians from sourcing to offer letter.
• Source candidates via direct outreach, industry networks, and job boards.
• Coordinate on-site interviews and ensure a welcoming candidate experience.
• Maintain a proactive talent pipeline for future openings.

Skills

Full-cycle recruiting

Sourcing skills

Executive presence

Relationship building

Education

Bachelor's degree

Tools

LinkedIn Recruiter

Boolean search

Job description

Small Door Veterinary is expanding recruiting for veterinarians across markets, combining in-person outreach with high-touch candidate experiences. You will own the full hiring process, travel to clinics, and build lasting relationships with veterinary professionals while aligning with our rapid growth.

The role emphasizes planning for openings, sourcing passive talent, and maintaining a robust pipeline to support 3–5 engaged candidates per forecasted role, with a focus on early bench-building