Veterinary Technician Recruiter

Small Door Veterinary; Massachusetts; Hybrid; USD 70,000 - 95,000; Full time

Benefits offered by this job

Health, dental, and vision insurance

Generous paid time off, parental leave

Commuter benefits, wellness benefits

Discounted veterinary care for your or

Job summary

Small Door Veterinary, now part of a merged network with Bond Vet, seeks a Veterinary Technician Recruiter to grow talent across markets. You will own full-cycle recruiting for technicians and related roles, and build relationships with the veterinary community while planning for openings before vacancies arise.

Travel up to 10–20% to clinics, events, and partnerships, collaborating with field leaders to forecast needs and ensure a smooth, on-brand candidate experience.

Qualifications

• 1–2+ years of full-cycle recruiting experience (3+ years preferred).
• Track record 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).
• Willingness to travel up to 10–20%.
• Bachelor's degree required.

Responsibilities

• Be the main recruiting partner for veterinary technicians in your assigned markets. Travel to clinics and priority markets to meet candidates, learn about local talent, and grow referral networks.
• Own the full hiring process. Manage all candidate communication from first outreach to offer letter.
• Reach passive candidates through direct outreach, industry networking, job boards, and social media.
• Coordinate on-site interviews and ensure clinic leaders are prepared ahead of time.
• Build and maintain a robust pipeline through outreach and relationships with veterinary schools, alumni networks, and associations.
• Forecast needs with field leaders and track market insights to sharpen sourcing and improve conversion.
• Keep candidate records up to date in the ATS and maintain a warm, on-brand candidate experience.

Skills

Full-cycle recruiting

Sourcing skills

Travel flexibility

Relationship building

Medical terminology knowledge

Education

Bachelor's degree

Tools

LinkedIn Recruiter

Boolean search

Job description

Small Door is membership-based veterinary care designed with human standards that is better for pets, pet parents, and veterinarians alike. Through our membership model, we deliver exceptional care, 24/7 telemedicine, transparent pricing, and modern hospitality in thoughtfully designed, stress-free spaces. In July 2026, Small Door and Bond Vet merged to build a more connected, accessible, and compassionate veterinary care experience across routine, primary, and urgent care. The combined organization will span more than 55 clinics across major Northeast, Mid-Atlantic, and Midwest markets, serving over half a million pets.

This role will play an important part in shaping the next chapter of our combined organization and advancing our shared mission to transform veterinary care.

Bond Vet and Small Door Veterinary have come together to build the next generation of veterinary care, and we're looking for a Veterinary Technician Recruiter to help us grow it the right way.

Role Overview

In this role, you'll be the recruiting partner for veterinary technicians and other veterinary roles in your markets. That means building lasting relationships with veterinary technicians and the broader vet community, not just filling open roles. 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.

Responsibilities

• Be the main recruiting partner for veterinary technicians in your assigned markets. 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. Manage all candidate communication from first outreach to offer letter.
• Reach passive candidates 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.
• Coordinate on-site interviews and make sure clinic leaders are prepared ahead of time, so every candidate feels expected and welcomed.
• Keep a pipeline that’s always on. Engage the veterinary community. 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.
• Partner closely with field leaders. 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.
• Bring clarity with data. 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 hiring practices that work across markets.
• Collaborate with the other recruiters so every hiring need gets met.
• Pipelines are built well before openings, so there's less vacancy risk and less last-minute pressure.
• Pipelines built 3–6 months before new practice openings and expected vacancies.
• You keep a steady rhythm of in-person candidate meetings, market visits, and networking.
• A meaningful share of hires come from proactive outreach and long‑term relationships.
• Stakeholders have clear, ongoing visibility into candidate status and pipeline health without needing to ask for ad‑hoc updates.
• Candidate records, notes, and stages kept fully up to date in the ATS.
• Clinic leaders feel supported, informed, and involved in building their local teams.
• Candidates have a warm, personal experience that reflects our brand.
• Positive candidate survey scores, and every candidate hears from us within 24 hours of each interview stage.

Qualifications

• 1-2+ years of full-cycle recruiting experience (3+ years preferred)
• ~ Track record of full cycle recruiting (veterinary recruiting 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)
• ~ Relationship‑driven, resourceful, self‑directed, and excited to travel and build trust in person
• ~ Bachelor's degree required
• ~ Ability to travel up to 10-20%

Benefits

• Health, dental, and vision insurance
• ~Generous paid time off, parental leave, and company-wide holidays
• ~ Commuter benefits, subsidized health and wellness benefits, and more
• ~ Discounted veterinary care for your pets
• ~ We're considering candidates with permanent residency in and can perform work from CT, FL, GA, IL, OH, MD, MA, NJ, NY, NC, PA, TX, VA, or Washington, D.

Location & Travel

We'll provide a laptop, and if you live within commuting distance, you're welcome to work from our corporate office in Chelsea, NYC. We’re considering candidates with permanent residency in and can perform work from CT, FL, GA, IL, OH, MD, MA, NJ, NY, NC, PA, TX, VA, or Washington, D.