Veterinary Technician Recruiter

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. Founded in 2019 with our flagship location in Manhattan’s West Village, Small Door has quickly expanded across the East Coast. 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. 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 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.

What You'll Do

Build relationships that last. Be the main recruiting partner for veterinary technicians in your assigned markets. Engage both active and passive candidates, and keep in touch with them even before a role is open. Show up in person. 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. This includes sourcing, screening, interview coordination, offer strategy, and closing. Manage all candidate communication from first outreach to offer letter. Source creatively. 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. 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. Keep a pipeline that's always on. Maintain a steady bench of candidates at every experience level, built months before roles open. 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. Build repeatable playbooks. Help create and refine consistent hiring practices that work across markets. Work as a team. Collaborate with the other recruiters so every hiring need gets met. What Success Looks Like Every market you support has a strong, engaged bench of candidates. 3–5 engaged, qualified candidates for every open or forecasted role 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. Time-to-fill becomes more predictable. (Average of 60–90 days from approval to accepted offer) 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